Gestaldt Human Resources Consulting Services
Today’s Human Resources efforts continue to expand beyond policies and procedures. The modern workplace requires balancing appropriate policies with emerging technology, new business needs and employee desires. As employees demand more from employers than ever before and the competition to retain top talent continues, our HR Consulting play a crucial role in ensuring business success.
Gestaldt Human Resources (HR) Consulting, also referred to as Gestaldt Human Capital Advisory or Gestaldt HRM Consulting, spans advisory and implementation activities related to the management of an organisation’s human capital and the HR function. The scope of our services range from overarching work on Human Capital Strategy, Organisational Development, design and deployment of a Compensation and Benefits Framework, down to the transformation of the HR Function.
Gestaldt Human Resources (HR) Consulting, also referred to as Gestaldt Human Capital Advisory or Gestaldt HRM Consulting, spans advisory and implementation activities related to the management of an organisation’s human capital and the HR function. The scope of our services range from overarching work on Human Capital Strategy, Organisational Development, design and deployment of a Compensation and Benefits Framework, down to the transformation of the HR Function.
Gestaldt™ Human Resources Consulting
Our Human Resource Consulting Services consists of eight main disciplines: Human Capital Strategy, Compensation and Benefits, Organisational Change, HR Function, Talent Management, HR Analytics, Learning and Development and HR Technology. Our Human Capital Strategy includes a variety of our strategic work in the HR domain, such as defining a corporate culture, organisational design, setting up a people strategy that supports key pillars in the business, as well as the design of HR-related strategies in the areas of diversity, recruitment and talent management among others. Our Compensation and Benefits, a department also known as total rewards, looks at all aspects of employee compensation and benefits from base and variable pay to bonus schemes and other secondary benefits across the entire organisation – from board level to junior employees.
Our discipline also includes pensions/retirement consulting, and advisory services tied to health and welfare. Our Organisational Change encompasses the people side of change, aimed at successfully guiding and embedding changes in organisational structure, ways of working, transformation, or cultural changes within an enterprise. Change Management stands at the heart of our service area, spanning our advisory expertise to tools and interventions, with leadership alignment, stakeholder management, change interventions and cultural management being our main offerings.
Our Organisational Change services can be offered as a standalone offering. However, we bundle our services into larger functional transformations to safeguard the people side of change. Our HR Function area focuses on all activities related to improving the functioning of the human resource department. Our offerings vary from developing and implementing an HR target or delivery model, to the implementation of HR systems and technologies, or other HR transformations that boost processes and organisational efficiency.
Our Talent Management encompasses all activities required to recruit, retain and develop talent, as well as establishing the right structure and processes to ensure that professionals can perform optimally. Our key propositions include strategic workforce planning – the science to anticipate on present and future human capital needs by matching business goals with HR data – recruitment and retention, workforce effectiveness and performance management. Through the rise of data and new technologies, our HR analytics has grown into a full-fledged service area within HR Consulting. Our HR analytics focuses on applying analytic processes to the human capital spectrum, with the key objective of adding insights and value to HR activities.
Our Learning and Development service line, also referred to as Training and Development, is concerned with activities aimed at improving the performance of individuals and groups. Our scope, online and face-to-face, ranges from organisational and competency development across leadership, departments and functions to support the training and development needs of individuals. Learning and Development also includes the soft side of development, such as coaching and mentoring, as well as the technological side of training, such as the development and implementation of Learning Management Systems(LMS). Lastly, our HR Technology field specialises in all systems and tools used in the HR department, including large ERP modules by SAP, Oracle or Microsoft, and more niche solutions per functional domain.
Our discipline also includes pensions/retirement consulting, and advisory services tied to health and welfare. Our Organisational Change encompasses the people side of change, aimed at successfully guiding and embedding changes in organisational structure, ways of working, transformation, or cultural changes within an enterprise. Change Management stands at the heart of our service area, spanning our advisory expertise to tools and interventions, with leadership alignment, stakeholder management, change interventions and cultural management being our main offerings.
Our Organisational Change services can be offered as a standalone offering. However, we bundle our services into larger functional transformations to safeguard the people side of change. Our HR Function area focuses on all activities related to improving the functioning of the human resource department. Our offerings vary from developing and implementing an HR target or delivery model, to the implementation of HR systems and technologies, or other HR transformations that boost processes and organisational efficiency.
Our Talent Management encompasses all activities required to recruit, retain and develop talent, as well as establishing the right structure and processes to ensure that professionals can perform optimally. Our key propositions include strategic workforce planning – the science to anticipate on present and future human capital needs by matching business goals with HR data – recruitment and retention, workforce effectiveness and performance management. Through the rise of data and new technologies, our HR analytics has grown into a full-fledged service area within HR Consulting. Our HR analytics focuses on applying analytic processes to the human capital spectrum, with the key objective of adding insights and value to HR activities.
Our Learning and Development service line, also referred to as Training and Development, is concerned with activities aimed at improving the performance of individuals and groups. Our scope, online and face-to-face, ranges from organisational and competency development across leadership, departments and functions to support the training and development needs of individuals. Learning and Development also includes the soft side of development, such as coaching and mentoring, as well as the technological side of training, such as the development and implementation of Learning Management Systems(LMS). Lastly, our HR Technology field specialises in all systems and tools used in the HR department, including large ERP modules by SAP, Oracle or Microsoft, and more niche solutions per functional domain.
What do Gestaldt™ Human Resources Consultants do?
Our Human Resource Consultants are generally hired by three types of clients. Firstly, our HR Consultants support HR Directors and managers of our client’s organisations with improving the performance of the HR function - examples include implementing an HR Business Partner delivery model, redesigning HR processes or implementing a HRIS system.
Secondly, our HR Consultants are hired by our clients – business, HR or works councils – to support broader human capital issues. This can range from providing HR support on Merger and Acquisition programmes to managing a cultural transformation or developing a new talent management strategy for critical business functions.
Lastly, our HR consultants are staffed on large transformations to ensure that the necessary people and human capital expertise is on board, complementing the traditional 'hard' functional skills that are already part of the project. In this case, our clients are often an internal consulting department that leads the delivery of the engagement. For example: our Finance Transformation Programme at a client will be led by the Finance service line, which will subsequently call upon our Human Capital Consultants to lead areas such as leadership alignment, change management, learning and communication.
The function of human resources (HR) has undergone significant changes and growth over the past few years. Today, perhaps more than ever, our strong and mission-driven HR Consultancy is vital to help run a successful business.
Secondly, our HR Consultants are hired by our clients – business, HR or works councils – to support broader human capital issues. This can range from providing HR support on Merger and Acquisition programmes to managing a cultural transformation or developing a new talent management strategy for critical business functions.
Lastly, our HR consultants are staffed on large transformations to ensure that the necessary people and human capital expertise is on board, complementing the traditional 'hard' functional skills that are already part of the project. In this case, our clients are often an internal consulting department that leads the delivery of the engagement. For example: our Finance Transformation Programme at a client will be led by the Finance service line, which will subsequently call upon our Human Capital Consultants to lead areas such as leadership alignment, change management, learning and communication.
The function of human resources (HR) has undergone significant changes and growth over the past few years. Today, perhaps more than ever, our strong and mission-driven HR Consultancy is vital to help run a successful business.
The Future of Human Resources
Here are HR trends we advice businesses to be aware of, along with some changes organisations can make to keep up with the future of human resources.
1. Companies are providing progress reports on diversity and inclusion efforts.
To promote diversity, equity and inclusion, organisations should get employees committed to diversity, use gender-neutral language and pronouns, and clearly state their commitment to diversity in all documentation and mission statements.
2. HR departments are leaning on technology for automated HR processes.
Many organisations already use software to recruit new employees and aid in the employee onboarding process, these processes are becoming more digitised. Automated onboarding tools, in particular, continue to become more commonplace, thereby accelerating and optimising the hiring process for employers and employees.
3. More companies are adopting dynamic in-office and remote policies.
Despite the popularity of remote work and flexible work policies, some employers and employees prioritise in-office time to collaborate more efficiently as a team or to get a change of scenery. In response, more offices are adopting hybrid policies for remote and in-office days, offering employees the flexibility to make the best decisions for their situations.
4. Employers are virtually maintaining company culture and employee engagement.
Entirely or partially remote organisations are finding creative methods to keep remote employees engaged and foster a positive company culture. Without a physical office space and daily routine to connect with co-workers, employees — especially new hires — may feel isolated or disengaged.
5. Employers are focusing on their employees’ well-being.
Employers continue to expand employee-assistance programs to provide a broader range of tools, including mental health days, more access to counseling, health and wellness plans, and updated services that can help employees take a holistic approach to their health.
6. HR teams are modifying employee benefits.
As employers seek to provide their staff with the best possible health insurance and benefits, they are considering their employees’ evolving needs. For example, free lunches and commuter benefits aren’t as attractive; instead, employees prioritise healthcare, wellness programs, and job perks such as home office credits.
7. Employers are dedicating more resources to the employee experience.
Professional growth and access to resources are significant aspects of the employee experience that employers must consider to attract and retain top talent. Employee experience professionals are seeking new and innovative ways to keep employees connected to the company and one another.
8. Employers are focusing on improved leadership training.
There is an increased concern about leadership development within their organisations. 60 percent of HR managers cited leader and manager effectiveness as a top concern. As work environments evolve, so must leadership training and development. Today’s leaders need upskilling in coaching, mentoring and inclusion initiatives.
9. HR departments are facing new compliance requirements.
As laws and guidelines change, HR departments are grappling with new compliance requirements. Our consultants are helping HR managers rewrite employee handbooks and reevaluate rules pertaining to workplace harassment measures, leave benefits, and drug testing. More HR departments are moving towards increased transparency around compensation.
10. HR teams are grappling with marijuana usage laws.
HR departments are adjusting their policies to recognise complex changes in laws surrounding marijuana usage. Although employers still have a right to implement drug-free workplace policies, companies should understand that testing policies can vary. Employers should stay current on marijuana laws and regulations.
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