• Your HR Business Partner

    for leadership, development and change processes

    Your HR Business Partner

Your partner with individual solutions

With the claim to support companies individually, holistically and sustainably, to accompany change processes and to reach defined milestones, we have been there for our business partners as HR Business Partner since 2002.

We are active throughout Germany as consultants, trainers and facilitators for SMEs and large companies and always provide support exactly where we are needed to achieve corporate goals through appropriate HR measures. Our approach is characterized by experience, empathy, technical and methodological knowledge, so that we can react sensitively and solution-oriented to all challenges. After all, social competence and thus the human being are at the centre of our attention.

MSP - More than management consultants

Our services

Organisational development

  • STRATEGIC CORPORATE
    AND MANAGEMENT SUCCESSION
  • ESTABLISHMENT OF NEW ORGANISA-
    FORMS OF ORGANIZATION AND STRUCTURES
  • UNDERSTANDING OF ROLES AND
    REQUIREMENT PROFILES OF
    TECHNICAL AND MANAGERIAL STAFF
  • INTERFACE MANAGEMENT
  • PROCESS DEVELOPMENT

LEADERSHIP DEVELOPMENT

  • LEADERSHIP DEVELOPMENT/
    - ACHING
  • DEVELOPMENT OF
    LEADERSHIP TEAMS AND
    THEIR LEADERSHIP PERFORMANCE
  • "CAREER" OR "TALENT"
    PROGRAMS FOR A
    MANAGEMENT CAREER
  • TRANSFER PROTECTION
  • TAILOR-MADE TRAININGS
    AND WORKSHOPS FOR PERSONALITY
    DEVELOPMENT AND
    LEADERSHIP COMPETENCE

HUMAN RESOURCES DEVELOPMENT

  • STRATEGIC PERSONNEL
    DEVELOPMENT CONCEPTS
  • EMPLOYEES-
    RETENTION PROGRAMS
  • CAREER - RESPECTIVELY
    SUCCESSION PLANNING
  • EDUCATIONAL NEEDS AND
    PERSONALITY ANALYSES
  • TAILOR-MADE TRAININGS
    AND WORKSHOPS ON ALL
    AREAS OF SOCIAL
    COMPETENCE
  • ASSESSMENT SYSTEMS
  • EDUCATION CONTROLLING UNDER
    SYSTEMIC ASPECTS

TEAM DEVELOPMENT

  • TEAM ANALYSES ON
    DIFFERENT
    COMPANY LEVELS
  • CONFLICT RESOLUTION
  • MEDIATION PROCESSES
  • REFLECTION WITHIN THE TEAM
  • TRUSTWORTHY
    MEASURES
  • GROUP DYNAMIC PROCESSES
  • DEVELOPMENT OF A
    TEAM CULTURE

So that the human factor of the future develops optimally in your company.

Corporate success stands and falls with the people who work for it and are responsible for it. This applies to managers as well as to specialists and teams. The competition for well-trained and competent employees is in full swing and will continue to intensify. To remain fit for the future, companies must therefore set the right course in good time.

Change is an integral part of the working world and a permanent challenge for entrepreneurs and HR managers. Existing structures and processes, necessary qualifications and management guidelines must therefore be regularly put to the test.

Where we can help concretely

Prime examples from the "Worst Case GmbH

"In our departments, there are no clearly defined people in charge or processes. Everyone does their thing to the best of their ability."

MSP - Organizational DevelopmentSolution: Organizational development

Organizing complex corporate tasks efficiently, effectively and sustainably requires foresight. Market and personnel changes must be taken into account and thought into the future. Agile working and the challenges of digitalization often require a new perspective and the willingness to put the tried and tested to the test. Existing structures as well as management and communication processes must be considered holistically in organizational development and adapted to the corporate goals.

"If you don't like our methods and procedures, you can just leave."

Solution: Personnel development

If you don't take the dissatisfaction of your employees seriously, you don't have to be surprised about high fluctuation and poor work results. A bad working atmosphere and a lack of trust are therefore not only unpleasant, but in times of digital transparency even dangerous. This is about much more than a good atmosphere in the team: employees want to be noticed and given opportunities to contribute and develop with the company. The foundations for this must be created systematically and holistically.

"If you do your job well, you'll work your way up somehow."

Solution: Management development

The demands on managers are high and have changed significantly. Today, employees often have precise ideas about how they would like to be led and guided. Not everyone is up to this task and a potential leader is not always recognized as such. Those who do not take care of the next generation of leaders in their own ranks at an early stage may be heading for succession bottlenecks. The targeted development of competencies for management functions and the recognition of potential within the employees is therefore an integral part of a holistic personnel strategy.

"If the others did their job properly, my performance would be much better too."

Solution: Team development at management and employee level

Important challenges can only be mastered as a team and a good working atmosphere is the basis for this. Trusting cooperation arises when the individual is perceived and likes to see himself as part of the whole. Even small disagreements between colleagues, if left unnoticed, can lead to long-term dissatisfaction and a disrupted workflow. Sometimes with devastating consequences for the company. Managers have a responsibility to promote team spirit, loyalty and cooperation. An objective view from the outside helps to identify problems and their causes and to resolve conflicts.

Information brochure "People as a factor of the future".

MSPhr

HERE 

you can download our current information brochure "Zukunftsfaktor Mensch" free of charge. A PDF reader is required for viewing.

Concerns of business partners

Below you will find various concerns and situations from our daily business. Together as a team, we concretize the goals with our business partners, agree on adequate measures and focus on the implementation - consistently and step by step until success is achieved.

Strengthening personal responsibility

In a family-run business, succession planning is on the agenda.

The children have taken over the company as managing partners and would like a solution to the following question:

"How can we succeed in getting our leaders to come to us with proposed solutions rather than problems?

 

Are you facing the same challenge? - Contact us.

Develop shift supervisors

An employee survey reveals a high level of dissatisfaction with regard to management performance (especially social skills) at shift leader level.

Site and personnel management would like to see a sustainable concept for the further development of shift supervisors.

 

You have similar feedback from the last employee survey and want to achieve changes? - We would be happy to present our approach to you.

Establish sustainable annual appraisal interviews

The management of a medium-sized company wants to relaunch the topic of annual appraisal interviews after the implementation quality did not meet the original objective.

The previous process should be analysed and the managers involved should help to shape the new process from the outset, sharing the sense and benefits for the organisation as well as for themselves and their employees.

 

Are you interested in our approach? - Please contact us.

Challenging and promoting leadership talent

Two production sites, integrated into an international group, want to realign the communication culture and the interaction with each other at the sites. In addition, young talents are to be strategically prepared for a possible management position (and thus tied to the company).

To this end, the HR department would like to see a PE measure in which the participants and their supervisors deal with the leadership role and the associated activities and (further) develop themselves in terms of social skills.

 

Talk to us about further developing your company's internal communication culture while at the same time promoting your talents.

Team analyses including recommendations for action

After a restructuring (the outsourcing of a product line results in personnel reallocations), the management and HR want team analyses for the areas/teams that are affected by the restructuring.

The focus is on the question, "As a team member, what can I do on my own to develop the newly formed team to work together efficiently and effectively?"

In addition, recommendations regarding leadership roles should be made to team members' supervisors.

 

Are you interested in team and personality analyses? - Join us in the exchange.

Establish team leader structure

The sales manager (authorized signatory) of a medium-sized company wants to hand over responsibility and establish a new team structure in order to relieve himself and to optimize internal sales processes.

On the part of MSP, he would like complete support with regard to this structural change, the selection of suitable team leaders and initial training measures to strengthen this newly created role.

 

Are you also facing organizational structural changes? - Get in touch to clarify your requirements and needs.

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The framework for your success

MSPhr

Would you like to know how you can optimally develop the future factor of people in your company?

Then we look forward to your call or e-mail.