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Interim HR Management
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Crisis management/ intermediate management
An important link in your organisation breaks, wants to leave or has to leave, HigHRM does the honors.
Change management
Change is no target in itself, coming to a new structure, style or strategy is. Change is not always easy and from a tactical view you can decide to use external expertise. Your permanent staff takes over again later.
Temporary replacement by illness or pregnancy of HRM-co-worker
This needs little explanation. A replacement must come ... and quickly. The only discussion we need to have is if you want more than a temporary replacement. |
Project management
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The HRM position extended
Guard the relationship between the business mission and the overall administration.
Put position building into practise; the foundation.
Decide on which modules contribute to the HRM-package. Some are necessary, some are useful and some can wait. We put HRM on the map.
Introduce or change position appraisal
Internal balance is the primary requirement. Salary is secondary!
We coordinate this project for you and of course information and communication is part of this.
Compensation & Benefits
Salary, pension, travel expenses, training, company car, insurances, shares, anniversaries, holidays, special leave, working part time, scholarship, etc.
HigHRM offers advice.
Mobility
The organisation will be restructured. Who sits at the table?
Works councils, unions, employer's organisations? We monitor the relationships with Management Development.
Social plan? We write it with you and on your behalf.
We support the co-workers who leave the company in their search for a new job or other interests.
Training
Executives are trained in crucial conversations for appraisals, bad news and interviews.
Acquisition & Merging
By what is called 'due diligence' HigHRM reviews the 'HR-paragraph'.
Recruitment & selection
The classic role for HRM. HigHRM has a perfect nose for putting the right person in the right place.
Mediation
A conflict between two or more people or groups can exist. It takes the focus and energy away from the primary role of your team which should not be the case. We take an active part in mediation but also give responsibility to your team leaders.
Coaching
Of the co-worker who has ability but does not show it (yet).
Of the executive who doesn't react sensitively enough.
Of the co-worker who is like a rough diamond which we sharpen carefully, but with determination.
Dealing with the works council
Opposite interests ... you might think. But are the interests really so different? HigHRM shows you and your works council how to understand that the differences are less than you think.
The HigHRM motto is: sincerity creates sincerity.
That is the basis for dialogue and cooperation.
HRM certification
The better you describe your processes and the better you describe assignments, responsibilities and authorisations, the easier it is to understand where your enterprise stands and where your strengths and weaknesses lie. Moreover, the business continuity is optimally secured, which is good, as there are customers who demand to see certification. |
Consultancy
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Scan complete HRM organisation
How well does the HRM division work and is the services package sufficient? We do the analyses and, together with the client, the balance.
Scan aspect of HRM organization
A specific HRM aspect, indicated by the client, is carefully examined.
Labor law
Broad theme. Do you have a 'difficult' employee or is a collective discharge threatening? What are your rights and duties as employer and which tactical choices do you make? We are your sparring partner.
Cut down illness costs
Illness costs money on a daily basis. How can costs be cut and which role do your managers play in it? Cutting down in illness costs is possible.
Management development
A strategic question that needs a long-range plan. Advanced understanding is necessary. We are your sparring partner for the topic how to prepare your (future) leaders for future positions. We advise you how to select and how to retain your potential leaders.
Training
Was that new employee highly trained? If so, why would you then agree to his study request? What is the difference between a useful and a necessary training?
Or, what happens when your best specialist becomes supervisor? With our advice, you make the correct decisions.
Review
How does review work? Why do we do it? What effect does it have on mutual relationships? Our conviction is that a good review leads to good performance.
Function appraisal
Nothing is more difficult than describing and evaluating positions. However, it is the necessary foundation for your total HRM-administration and we can advise you on this.
Terms of employment
Primary and secondary conditions must be on the correct level. You need to be competitive in the job market yet keep an eye on expenses. Find the balance between these two. We can do this for and with you.
Reorganisation
How to reorganise with as little turbulence as possible. Is your technician qualified for that vacant marketing position? We guide you through the reorganisation.
Acquisition or merger and integration
Do you buy or merge? You don't want to buy a pig in a poke but you want to back a winner. HigHRM advises you. After you make your decision the real work begins, i.e. the integration. Again we are here to advise you. |
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