We help human intelligence become its own market.
Regardless of how creative and inventive one HR person may be, the human resource department has to do with a lot of cold facts and figures. Let us handle those and keep your innovation as insatiable as possible.
Keeping up with the changing legislation, completing records in accounting, taxation rules, wages and hours worked, compensation
and benefits, common payroll issues, law employment, exemptions are so our second name!
The heart of any business has two parties: have an idea and execute it. We know what it’s like to be distracted from the core activity, so we encourage you to focus on what’s important and let us handle the side dish.
Because we value people. For real.
HR Controlling comprises the planning, evaluation and management of both the efficiency of the employees and the personnel work itself. It is important that, on the one hand, the internal structure of the company is examined, but also the market conditions. As usual in controlling, a distinction is made between planning, measurement and finally the development of measures. Employees can be defined as a cost factor, value creation potential and stakeholder group. HR controlling ensures that competitive advantages can be developed and risks for the company can be detected early on and avoided.
Among the elements we assess are: - Reporting - Production of transparency - Increased efficiency - Determination of the value contribution of all HR measures
As far the instruments are concerned, we use: - Personal Reporting - Performance measurement systems - Balance Scorecard - Benchmarking - Competence Controlling - Human capital management - Payroll solutions
From time and labor management, employee self-services consulting, tax filing, HR administration or compensation and benefits to full payroll tax compliance, we have the resources to do it all and also to customize everything according to your needs. We can take care of your employees as if they were our own.
We know how to handle working with unions for the benefit of the employees’ terms and conditions like pay, holiday, working hours.
This is called “collective bargaining” and we speak this language.
We know how to represent workers, who is included in a bargaining unit, when and how often meetings should happen, what to do if more than one union is recognized, what will be discussed and what to do if the union and employer can’t come to an agreement.
Collective agreements come in the picture when collective bargaining lead to an agreement.
