Service portfolio

Doris Schäfer

Service portfolio

Combined systemic, process-oriented consulting approach with many years of experience in different HR functions in a variety of industries

Transformation and realignment of HR departments: target image, strategic alignment, structure, processes

Development and implementation of a specific HR-Operating Model considering interfaces within HR as well as to business

Interlocking of content focus with implementation

Development of personnel management systems according to strategic and operational requirements

Topics along the employee lifecycle: onboarding, strategic and operational personnel development, performance management, talent management, key functions and succession planning, employee appraisal dialogue and management by objective discussions, employee retention

HR Business Partner Qualification: role strengthening, adopting of an internal consultant stance, expanding of (consulting) competencies and positioning as sparring partner to management

Interim management: temporary, flexible, demand-oriented support for HR-specific projects

Potential assessments of internal and external candidates based on future-oriented requirements

Leadership competencies survey

Hearings, selection and development center

Facilitation of development discussions to define suitable development steps and measures

360° feedback as a component of an overall effort: questionnaire development, overall process support incl. reflection and exchange processes, examination of self-perception and perception of others, establishment of individual and collective learning paths.

Employee surveys – an effective instrument of corporate development: conception – implementation – monitoring of ensuing measures for individuals, teams and the organization as a whole

Pulse checks as diagnostic method for customer and stakeholder surveys

Guidance for executives and teams in the form of feedback and coaching discussions as well as workshops

Business development consulting: strategic orientation, customer focus, innovation, collaboration and cooperation, agility

Change and transformation: organization, team, individuals

Establishment of new forms of collaboration

Application of inspiring agile formats and feedback tools

Strengthening of the common leadership image together with management teams

Elaboration of a common understanding of leadership as a starting point for leadership development

Design and implementation of leadership development programs: aligned with corporate strategy and management model

Trainings on communication techniques, strategy development, change management, conflict management, negotiation, self-management, management by objectives, employee reviews – leading critical reviews, …

Facilitation of workshops and large group events

Sparring and sounding for executives in the context of change initiatives

Leadership change: Support to executives and teams in taking over a new function

Guidance and coaching during career changes: expanding one’s own behavioral repertoire, reflecting on this and receiving impulses from outside

Advice on the separation from employees: labor law and cultural issues

Accompaniment during or leading of negotiations to achieve a dissolution agreement (as a neutral third party)

Planning, design, coordination and control of the entire process including internal communication

Working with the “remaining” team: culture strengthening and team building measures

Outplacement consulting (for individuals as well as teams/company units)

Job application and career counselling: work on a desirable vision of the future, derivation of the individual application strategy

Document check: curriculum vitae and motivation letter, virtual presentation

Job application training and coaching