Dr. Udo Hüls
Consulting for HR managers
Dr. Udo Hüls
Consulting for HR managers
Dr. Udo Hüls
Consulting for HR managers
HR Failures- my top 10
HR managers in german medium-sized companies...
- try to please everyone.
- often one-sidedly prioritize the business partner to the company.
- restrict themselves to simple service providers.
- complain about lacking strategic impact, but offer no substantial strategic input.
- are quick to jump on every bandwagon, without knowing where it is heading.
- superficially placate the meaning of the "human factor".
- neglect functional competencies in favour of so-called interdisciplinary competencies.
- remain disconnected from and disinterested in commercial considerations.
- do not establish their claims to leadership, creative influence, and authority.
- build their HR policy too exclusively around soft factors than around the goals of the organization.
The challenge
The effectiveness and acceptance of HR management deserves to be improved at many companies.
Even after decades of vocal complaints about the need for HR to contribute more meaningfully to corporate performance, actual service quality has not increased across the board. The pressure on HR professionals keeps rising: digital transformations, work-life balance, holacracy, generational shifts, change processes, globalization – the mismatch between the interests of businesses and the expectations of their people is growing. And the pressure to succeed never ceases. HR professionals are expected to “do right by everybody”.
HR managerscan do better
The key to successful HR management lies with the HR managers themselves, and nobody else. Effective HR managers share two traits: strong and mature personalities and real situational intelligence.
- The personal competencies comprise all creative, motivational, social, communicative and intellectual abilities that are key to successful management .
- The “situational intelligence” refers to the intellectual competence to precisely analyse issues specific to HR and derive relevant plans for their successful resolution.
Mission and ambition
My mission is to help build the competencies of your HR managers.
Expertise often has to be brought in from outside, because it can be fresher, more flexible, and more easily accepted than internal knowhow. Other vantage points are called for: As an experienced HR professional, I can contribute approx. 30 years of experience and expertise and know the right impulses to introduce. My background as a top HR manager / labour director in corporate, international SME organizations, my experience as a general manager outside of HR, my consulting work in management diagnostics and development, and my training as a graduate psychologist makes me the ideal partner for this challenge.
Challenges for HR
What current and future challenges for HR have in common:
- Time and budget pressures need to be managed, with a mission profile that seems to call for squaring the proverbial circle.
- The conflict interests of different stakeholders need to be reconciled.
- Everybody knows better, and everybody has a better idea to suggest.
- HR is primarily a service function: the praise goes to others.
- Success is not determined by expertise, but by more general management qualities.
- A precise analysis of the situation, the interests involved, the dangers, risks, and implications, and the alternative options is a “conditio sine qua non”.
- HR managers need to be determined, focused, courageous, empathetic, authentic, and strong communicators – which needs a round, resilient, and balanced personality.
- Changing professional challenges stand in the way of routines: Every complex task is new at heart.
"Effective HR managers share two traits: strong and mature personalities and real situational intelligence."
"Effective HR managers share two traits: strong and mature personalities and real situational intelligence."
Call on me
Consulting
I combine consulting, coaching, and training and work with HR professionals to find possible improvements for the typical incidents and constellations they encounter in their professional practice. A combination of targeted consulting sequences and practical application phases has proven most effective: the more intensive and the faster the intervals are, the more progress you can expect.
My consulting services are not only designed to reinforce the personality competences and situational intelligence of your HR managers, but to solve those problems that you are faced with your current operational reality.
Training
Upon request, I offer in-house trainings for HR teams that engage with and respond to your specific needs and challenges.