Within many technical SMEs, HR has historically been set up primarily operationally: contracts, absence registration, mutations. Logical. But insufficient to keep a structural grip on inflow, retention and development.
we see this more and more in the region.
- Management is responsible for HR but has insufficient time
- Absenteeism is dealt with reactively
- Recruitment is done ad hoc
- There is a need for more structure and direction
Strategic HR does not mean more policy. It means making better choices.
Who is responsible?
Where do you want to be in three years' time?
Which people do you need for that?
Within the Strategic HR path, we help companies take that step consciously: from reacting to directing.
Want to know more about the track? Contact Yanouk at yanouk.bierens@techport.nl, or via the link below.