Interim Management

The combination of consulting expertise with line competence: Interim Management is much more than just bridging vacancy. Management responsibilities for a limited period transferred to external managers may be used as well as a tool of project management or even for the optimization of structures or processes.

1. Recruiting, Assessment and Application Management

A new employee must fulfill the requirement profile, but also fit personally into the company. We provide a speedy recruitment process - from the ads to the applicant correspondence to the contract. The time-consuming interviews and assessments are conducted and the candidates presented to you.

2. Payroll and Compensation Models

The payroll is an essential part of the administrative personnel work. It includes the correct determination of the payment, especially the irregularly recurring elements of pay:

  • Overtime pay
  • hardship allowances
  • shift allowancesincentive payments
  • Onetime payments (bonuses, premiums)
  • Various voluntary benefits

3. Coordination of Personal Development

In every company there is a concept of human resource development. Either it was built specifically and systematically or it is somehow created 'situational’.

But management is expecting a strategic orientation of HR and a systematic implementation.

4. Appraisals

For a leaving certificate the immediate supervisor creates an appraisal. These appraisals and its credits awarded are then translated by the HR department in the testimony language of a certificate. The result of this split - employee evaluations and testimony text - is an impersonal statement with some faulty judgments included.

5. Termination & Outplacement

Managers must adapt corporate structures to changing market conditions. A staff reduction is mandatory. A fair solution as outplacement opens new perspectives for your employees.

Outplacement refers to a socially acceptable termination of employees from which both sides will benefit.

6. Interim Management Check

What makes you think about change?

  • Is a critical event, on which your company must respond as quick as possible?
  • Is a leading position vacant, which needs to be filled urgently?
  • Are there any new legal or tax provisions to implement?

Should the company be in a better position in the market?

  • Do you want to improve your market position for growth?
  • Could an acquisition improve your company’s position?
  • Are there any markets that your company has not yet developed?
  • Could your business improve its products with matching services?
  • Are there marketing and communication activities with which your company may reach new target groups?

Needs your company to be profitable, more efficient, more effective?

  • Are there processes and procedures that could be streamlined?
  • Are there systems and technologies waiting to be implemented?
  • Could your company buy raw materials and services at lower costs?
  • Are there departments whose activities could be outsourced?

What about the company and management culture?

  • Could your business be more attractive as an employer?
  • Are there conflicting situations in management waiting for resolution?
  • Needs the corporate culture to be realigned?
  • Is the management team inflexible, resistant to change or risk averse?