Learn the value of your employees, they are the key to success
Vienna (pts016/04/11/2013/12:15) – AP-HS stands for Active.Personal-Human.Solution and offers consulting, project and organizational development at the highest level with scientifically sound methods. AP-HS specializes in consulting, planning and implementing organizational re-design of medium and large companies.
One of the demands of AP-HS in consulting activities is to create an environment for managers and employees in which they can work together optimally. For this purpose, the specialists at AP-HS have developed customized tools. For example, the organization X-Ray, with which the social structures and relationships in the company can be examined.
The Organization X-Ray
Alfons Parovszky, founder and managing director of AP-HS: With the organization X-Ray we have developed, we help our customers to optimally align their organization with the skills and social skills of their employees. This is important because a manager also has to and wants to go on vacation and may want to play with his children on the beach without worrying, without the phone ringing all the time. And this is only possible if its employees are self-motivated and self-directed to keep the operation at home running. ‘
Parovszky goes on to say that communication and, above all, trust between managers and employees in the company is the key to the smooth exchange of information and thus to the success of the company. This already affects companies with fewer than 50 employees who already have to move to a management level. Because from a ratio – manager to employee – in the range 1:10 or a maximum of 1:12 this is already necessary.
It is essential for a managing director of a company to know very quickly from whom he gets the relevant information for him in order to prevent him from receiving only glossed reports. From level to level, there is always a little improvement in order to stand in a good light. The question is from which people the management gets this real and unadorned information that it really needs. Who are the people who can get feedback about the product in the field and honestly provide information about it? The sales figures alone are not a reliable indicator of the market acceptance of a particular product, because they do not provide any information about possible dissatisfaction on the part of customers, who may already be planning the jump and a change.
„Every managing director has to ask himself: Do I have my hand on the pulse of events or is it already stopping to beat?“ Where can I get the information that helps me to perform my job optimally, Parovszky continues.
The organization X-Ray analyzes with proven scientific methodology who are the relevant key persons for the respective question. This is the basis for developing the organization in the direction that promises the greatest effectiveness.
Parovszky: „Communication is the link of an organization and by definition only arises through it.“ Employees are the key to success!
Reorganizations are started in the absence of better information with a hierarchical representation in the form of the infamous org charts. „By then pushing the boxes around, I do not necessarily achieve the optimum for the organization.“ Similar to an exact diagnosis at the doctor, an X-ray of the organization is necessary. This shows hubs where there are experts, who the gray eminences are and where the informal decision-makers are who are important to me, Parovszky said.
Armed with this knowledge, AP-HS works together with the customer’s management team on the question of which organizational form makes sense at all. There are no universal blue prints, because each company has its own and different structures and needs. After the thorough analysis, the organization X-Ray, there are possibilities for optimizing the organization and the optimal integration of the identified key players. These can be, for example, measures for personnel development for new managers together with the HR department.
Alfons Parovszky: The dilemma of a new leader in this role is that she has to address numerous issues on several levels. For example, the question of how she wants to be seen and what role attribution she has, or how she addresses the topic of emotions in the team. A renovator brought into operation has a different requirement profile than someone who is supposed to gently develop a team. Also dealing with time management, personal mastering, delegation, network and much more falls into this question complex.
AP-HS has created the Leadership Ramp-Up Program, which enables the new manager together with his manager to think and reflect on these questions and to implement and deepen the appropriate steps to achieve the set goals.
„We accompany him through coaching & mentoring, as well as specific specialist advice for about half a year and give him the right tools so that he can optimally concentrate on his actual job and increase his efficiency.“
CloudCompass
A new service offered by AP-HS concerns so-called transformation management when introducing, for example, a cloud solution in medium-sized companies. To simplify and improve change projects, the „CloudKompass“ was developed. AP-HS works according to the latest scientific findings in the field of social structures, team communication and team dynamics in order to be able to provide sustainable and successful organizational advice.
Alfons Parovszky: The CloudKompass draws a fever curve of the changes in the company over a period of 24 months, which accompany the introduction of, for example, a cloud solution. There are people in the company who are affected, across many departments. I change the job role of many employees and have to think about how I deal with these people and how I communicate. How can I sustainably secure the benefits of the new system I expect? Changes in people and behaviors are not something that happens in three months, so we accompany our customers with the CloudKompass and its KOR
(= communication); organisation; Right) -Transformation process over 24 months.
I must clearly communicate the benefits for the company, but also for each individual concerned, so that they understand and accept the new rules of the game. Otherwise I risk losing them. And losing qualified employees is very expensive. Preventing this is the central goal of our cloud compass.
If, in addition to the analysis of costs, demographic development is also included in the analysis, then it becomes clear how important it is for economic reasons to be an attractive employer and to give its employees a correspondingly high strategic priority in order not to lose them. According to the study of the Institute for Demography – Austrian Academy of Sciences, Austria is expected to have about half a million fewer inhabitants in 2050. And proportionally fewer workers, which will further exacerbate the already existing shortage of qualified personnel.
Parovszky: Our customers benefit from the fact that we accompany them with our „Cloud Compass“ even before the start of the technical project and to ensure sustainability throughout the entire change process. This means that we work together with the management team before the technical and organizational project start to deal with and shed light on the strategic, communicative, legal and organizational aspects.
We analyze questions such as: How does the upcoming project fit into the corporate strategy? What does project implementation mean for stakeholders and stakeholders? How does the organization intend to deal with those affected? How and in what order are the changes to be communicated, and to which employees? What is the advantage for the participants and why should they support the project?
Human asset management
In addition, another consulting area of AP-HS is human asset management. The central question is how valuable your employees are in euros and whether they can measure their development measures accordingly.
Alfons Parovszky: „It is imperative for companies to know the value of their employees and get answers to questions such as: Does this value increase or does it fall?“ How can I take action in time against loss of knowledge and loss of motivation? With the current age pyramid, how can I prevent a migration of my most important key people? Do I pay attention to the pulse of my employees and do I recognize possible weaknesses in cross-departmental cooperation in good time? If yes, can I take effective action?
AP-HS aims to provide its customers with the necessary tools to make the complex topic of human resource management a little easier and to get answers to these important questions. For this reason, AP-HS has created a „BI (Business Intelligence) in a Box“ solution to provide companies with a tool (dashboard), to keep an eye on their employees and their development and, in addition, to make the management of personnel development more measurable.
Our team at AP-HS is at your disposal if you want to learn more about these exciting and important topics! AP-HS Your team – our experience.
Questionnaire:
Alfonso Parovsky
1050 Vienna, Nikolsdorfer Gasse 7-11 Top 3
Tel: +43(1)997-13-81
office@ap-hs.net
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Outsider: PeRfusion Strategic PR consultancy e.U.
Contact person: Herbert Koczera
Tel: +43 676 5900 881
Email: herbert.koczera@perfusion-pr.at