Realized projects

This is a brief outline of the projects that I realized as a consultant.

Manufacturer of Compound Feed		complete day-to-day business of the HR department, including hiring, administration, payroll, and layoff, followed by shutdown in several steps with social compensation plans
	~ head count of 100
	~ 3,5 years
Catering Business		consultation with implementation and organization of an in-house HR department including employee training introduction of performance appraisal system
	~ head count of 450
	~ 7 months
German Subsidiary of a Scandinavian Cardboard Producer		analysis of the negative working environment through employee survey strategy development for work climate improvement
	~ head count of 24
	~ 9 months
Manufacturer of Chemical Products		consultancy with the creation and realization of social compensation plans downsizing the company up to shutdown in several steps
	~ head count of 15
	~ 9 months
Retirement Home		situation analysis, structuring of HR including development of company-specific forms and checklists, employee training implementation of a performance appraisal system results were included in quality manual
	~ head count of 27
	~ 3 months
Theme Park as Subsidiary of an Automobile Manufacturer		support with personnel recruitment of about 700 persons up until opening, as an interim manager implementation of application management system
	~ head count of about 700
	~ 5 months
IT Service Provider for Insurance Companies		support with the hiring process of about 70 persons, as an interim manager adoption of an application management system implementation of HR marketing at universities and vocational schools
	~ head count of 470
	~ 7,5 months
Trading Company		execution of employee attitude survey development of company’s mission statements
	~ head count of 35
	~ 5 months
International Construction and Industrial Service Concern		interim HR director, responsibilities including daily HR-business and payroll labor law affairs executive manager of HR (head count of 18)
	~ head count of 2.500
	~ 6 months
Advertising Agency		development of industry-specific approach for appraisal interviews and implementation through training of associated executives
	~ head count of 20
	~ 1 month
Pharmaceutical Company		ongoing assistance of executive in HR affairs in day-to-day business design of working time model
	~ head count of 35
	~ 12 months
Service Provider for Industry		profiling Junior Employees for further development measures and supervising the process
	~ head count of 350
	~ 6 months
Technical Construction Company		executive coaching employee attitude surveys execution of strategy development workshops for improvement of internal communication
	~ head count of 90
	~ 12 months
International Forwarding Company		coaching two CEOs responsible for core leadership development
	~ head count of 1000
	~ 12 months
Mechanical Engineering Company		HR auditing development and implementation of several concepts (job descriptions, performance appraisals, educational needs plan) executive management development
	~ head count of 400
	~ 18 months
Steelwork Corporation		training production management in communication strategic discussion failure management conflict handling delegation leadership skills
	~ head count of 700
	~ 24 months
Provider of Social Residential Facilities		recruiting of social workers, home directors and janitors in nothern and eastern Germany
	~ head count of 300
	~ 6 months
Waste Management Company		interim HR director including daily business executive manager of HR (head count of 4) labor law affairs cooperation with worker‘s councils recruiting, including new jobholder refurbishment of a large number of duties, which were on hold because of long vacancy
	~ head count of 1.000
	~ 3 months
various enterprises		audit of HR, including analysis of improvement and training needs supervising realization of improvement strategies executive management training for performance appraisal interviews design for company-specific contracts for regular members of staff and freelancers search and support in personnel selection lay-offs; social selection; collaboration with lawyers in legal issues
various individuals		individually customized coachings in professional orientation personnel development start-up

Reports

Coaching

Because coaching of managers is very confidential, it really is no surprise, that I won't name any customers here. But I'm happy to describe some projects anonymously:

• A young man worked in the medium-sized producing enterprise of his family. He asked me, if I could support his professional development. The enterprise was sold and he stayed as a procurist. His objective was, "to be a good second man" to the new general manager, when the contract of the actual general manager would end in five years. When I asked him, if he could imagine, to be the new general manager himself at that time, you could see that he never considered this idea. But now it began to intrigue him and he set it as his goal, which we approached in time. Five years later he was one of the new general managers.
• One of the managing partners of an international working enterprise asked me, because he was so depleted, he even "could not enjoy in success". He was close to a burnout and didn't know how to avoid it. Together we analyzed the situation and I could make him understand, that his business had grown so much, that he himself could not be involved in each decision, because his capacity was simply exceeded and he worked himself into the ground. In the consequence we started to build up the infrastructure in his business, so that there were employees, who could be delegated to. I also accomplished to convince him to include his family and his private life into his schedule, because in the meantime he had lost this out of sight and wondered about the tense atmosphere at home.

Consulting

I had similar tasks in different enterprises:

• Because of the business growth an additional management level was installed and the new leaders had to learn how to lead. We did this with an initial workshop for the general instruction and individual coaching to accompany their individual learning process.
• The production supervisors in an steel construction company should acquire more leadership competence. Here we also began with an initial workshop for the general instruction and completed with individual coaching for strengthening.
• In different enterprises I installed performance appraisal systems and instructed the leaders, how to rate a persons performance and discuss this rating. For this purpose we held general trainings in the first step to broach these issues and after the first appraisals made a follow-up. In this we gathered and evaluated the first experiences and developed optimizations for the work of the leaders. In some cases I developed the appraisal system, in other cases the system already was present.
• In several enterprises I audited the Human Resources processes and developed suggestions for optimization. I accompanied the realization of my suggestions and instructed the employees. In one case I installed a new HR department and taught employees, not pertaining to this field as HR staffers.
• In an enterprise they choose employees to be qualified for middle management. To make the choice safe, they asked me to do a profiling. In nearly all cases the choice was confirmed, only one was changed and another person was chosen.