Conceptual design and support of a company-wide transformation

Mission and challenges

• Review of target images in the business units as part of the corporate strategy realignment 2025
• Support for the establishment and dismantling of divisional business units
• Analysis and application of strategic personnel planning with regard to job clusters along all business areas
• Conceptual design of the personnel management implementation in compliance with the social partner premises

Procedure

• Development, coordination and introduction of a holistic project organization for the design and management of the overall transformation under the leadership of the CHRO
• Design of necessary sub-projects and relevant stakeholders to achieve mutually agreeable milestones
• Analysis and evaluation of target images(buildup/downsizing business areas) and personnel management instruments (downsizing, qualification, buildup)
• Development of necessary instruments to manage the overall transformation (transformation process, communication, change measures, governance)
• Definition of success-critical factors and milestones for the overall implementation of the transformation

Result / Output

• Creation of transparency across all business areas based on the target images and build-up and wind-down measures over a four-year period
• Identification of affected job clusters (approximately10,000 full-time employees).
• Introduction of transformation governance to steer the overall project with the involvement of the social partners
• Development and implementation of company-specific instruments to manage human resources implementation (downsizing, restructuring, build-up)
• Supporting the transformation process, especially at the interface between business units and HR

Findings

• The support of top management across business units is necessary
• Early and valid instrument selection is indispensable (human resources management, control, governance)
• Involving the social partners is critical to success
• The concretization of the change and communication models is crucial for successful implementation
• Implementation in small steps with communicable successes is more sustainable than implementation with a big bang solution

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