Every organization, sooner or later, reaches the point where it's time to tackle things differently. Those moments trigger the start of quality processes, structure or culture changes. In some organizations the idea "Change is the only constant' has taken hold. This is not a cliché, but a vision that is increasingly gaining ground. Organizing and managing is 'changing' time and again. More and more organizations strive for continuous improvement, reading 'continuous change'. In the ideal situation change is a normal part of business. Change management is an integral process that no longer only focusses on the technical aspects and the organizational structure. No, the "soft side" of change is becoming increasingly important. The employees largely determine the success of a change. Because the greater the employee support for initiatives, the better the implementation of the change will be.
Change is not so much looking at what is going wrong. No, it is looking for opportunities and for things that are just going well and expand those. Many people see "change" as a generic term and that makes a substantive definition diffficult.
'Change' is related to notions and concepts such as 'organizational development', 'learning' and 'implementation'. These associations are all accurate. Change involves moving towards a new direction, a new way of working. Every organization has to deal with its own learning curve. Fall back, adjust and start again, it's all in the game. Many complex factors play a role, both on individual, team and organizational level. Every organization has the ability to change and there are many methods that can help to lead a change process smoothly.
Controlling and successful introduction of changes requires a special approach. Why? Individuals and organizations are not usually directed at changing. Changes therefore require good management: change management.
In cooperation with the management and employees, Mobilis researches and analyzes the process-oriented and legal sides of the desired change in an organization. Mobilis advises on structural and cultural changes, guides discussions, organizes interventions, starts dialoges to facilitate collective learning in the organization.
During the process, management is challenged to really listen to their employees, to really use the knowledge and experience already available in the organizatio n. Employees are encouraged to discover what is important to them and get one-on-one support so that they are ready for a change in the organization or step outside the organization. The base line of Mobilis is to help in creating encounters and add knowledge and expertise where needed. That is my goal, my contribution.
MOBILIS
Mobilis has obtained a theoretical knowledge base through a Bachelor of Law, a Master of Human Resource Sciences and training in coaching and NLP (Neuro Linguistic Programming). The many years of practical work experience with change processes has helped to make Mobilis a good external partner for you to support you in times of change.
Change Management projects completed to date
Organizational structure changes (International) Advising on the development and implementation of new organizational structures and cultures. Elements of this include advice on personnel (re-employment and dismissal procedures), new job descriptions and job evaluation, Personal Development Plans (PDP), workshops for explaining and implementing the change process, recruitment and selection of new employees, consultation with Works Council, trade unions and ministries on change processes and dismissal procedures, coaching HR department with regard to changes, coaching and support for managers with regard to communication and dealing with resistance, design and implementation of information sessions for employees and overall communication to all parties involved (head offices, Boards of Directors, Works Council, trade unions and Ministry of Labor, etc.) ).
Design and implementation of worldwide Security Management (International) Project management for design and implementation of worldwide security management. Coordination improvement processes in 60+ country offices, grouping and digitization of security training in collaboration with IT and L&OD and digital Learning team, setting up new digital Security Incidents program including digital training modules and workshops for security advisers, setting up new Security Shared Service including job descriptions, recruitment and selection of staff.
Establishment of Talent Management Framework (International) Research, assessment and set-up of a multifunctional Talent Management system international organization. Research in several countries into the system of development and learning and interviews to identify factors that counteract learning and factors that promote "learning." Based on the research, a framework was delivered with all elements that promote learning - including a clear and easily accessible training system, good performance systems and interviews, mobility systems such as "job swap".
Decentralization of P&O tasks in the management line Construction, training and coaching of various newly decentralized P&O teams, both on professional tasks and on demand-driven work, communication and advisory skills. Assuring HR duties in line through training and coaching managers in their new HR responsibilities.
Change from Supply to Demand-driven Work - Project management and process monitoring of change processes of various IT and HR teams. Changes from offer-oriented products / services to client and client-oriented work with demand-driven products and services. Major improvements implemented in the areas of communication, reporting, advisory skills and employee flexibility.
Design of a new Training Office - Design and organization of a new Training & Education company office for internal and external training. Coaching and training new employees in new tasks and in communication, set up training registration system and more effectively formed training catalog. Structure HR system, processes and department - Structure personnel policy, personnel manuals, process advice on HR projects, coaching new HR employees and Works Council on labor legislation and HR processes, stimulate and support managers in their HR tasks such as recruitment and selection, on boarding, job evaluation, Personal Training plans, dismissal cases.
Closure Organization (International) - Design and implementation of total change process closure of entire organization, including closure of 6 offices and 70+ employees total. Advising and coaching the management team, the staff transition team and coordination and coordination with the Ministry of Labor and International headquarters. Main components: advice, implementation of contract termination, budget and implementation management for final payments, advice and coaching for employees to find new jobs including design and implementation workshops in the field of CV writing, finding suitable jobs and applying (letter and interviews) .
Divestment business unit - Advising and supporting management in the divestment process of the organization, including employees. Components: consultation with employees and Works Council, support with consultation with external party taking over business unit, harmonization of terms of employment, optimization of workforce, supervision of project rightshoring, career paths, support with job applications and applications for benefits, projects for early retirement for extra redundancy staff.
Evaluations of implementations of Organizational structure Change (International). Evaluating implemented change processes, including the recruitment process, setting up staff development plan, relocation policy and implementation, implementing dismissal cases, determining the legality of all related actions and decisions.
Evaluations and improvement of the structure and working method of HR Shared Services (International) Review, evaluation, improvement and rules for setting up new Shared Services; coaching and advising three HR Shared Services (Learning & Development, Talent Management and Reward) for the improvement of structure, cooperation and internal processes.