Dr. Weber & Partner Personnel and Management Consulting

The key success factor in all industries and markets:
Good employees

The right personnel is an important success factor in all industries and markets. For many roles, it therefore makes sense to use personnel consultants to complement your own activities.
Personnel consultants expand the selection of suitable candidates and are sometimes the only way to find suitable people.

Furthermore, we simplify the search and selection process for you and save your limited resources.

But what makes us unique?

• Practical experience, market and industry knowledge
  We come from your industry and sat as decision makers on your side of the table. This way we understand your concerns - and those of your candidates.
• Speed
  We design every search as a project. After the briefing we do not waste any time and go broadly and deeply into search and approach. Thus we can - if you play along - realize a placement in 6 to 8 weeks.
• Quality and accuracy of fit
  In addition to the technical fit, we also make sure that the chemistry is right for you. That's why the briefing is also of such central importance. After all, we want to know what makes you and your company "tick" and what is important to you. Our track record proves us right.
• Guarantee of appointment
  We stay on the ball for you. We will continue to search for you until we have found the optimal cast for you.

As a member of the BDU we are committed to its high quality standards.

Well-known publications for the HR industry recommend personnel service providers who are committed to the quality standards of the BDU. In addition, they refer to the advantages of industry specialization (please also read the recommendations of the German Association of Personnel Managers).

Company succession is an important, but also very sensitive topic.

If an entrepreneur wants to leave the operative business as a formative shaper of a company, this is always a decisive result in the history of a company.  

This transition involves some risks and should therefore always be well prepared and accompanied.

Although this is a completely normal process, the topic is nevertheless taboo and is discussed reluctantly.

The ways of regulating a company succession are different. The options range from passing on the baton within the family, to acting as a pure shareholder after the withdrawal from operations, to selling the company.

The spectrum of possible support is correspondingly broad:

We can support you in the internal transfer and help you to develop the organization to the necessary level of maturity to get along without you.

If there are gaps in your internal management team, we can help you close them by recruiting external managers.

And last but not least, we can help you - through our network partners - to find a new owner - whether a strategic investor or a management buy-in.

CIO/CTO

We support our customers in their search for IT executives who live innovation.

Today's IT executives face new challenges with regard to platforms and their providers. Cloud developments, for example, raise questions about latency, availability and security.

New ways of working and the merging of corporate and social networks require companies to rethink their processes for the benefit of their customers. Continued cost pressure has driven the shift from licensed software to SaaS solutions, increasing transformation but also risk.

When recruiting a CIO, we help our customers to gain a top executive whose IT function is fully connected to the company and aligned with the company's goals.

Our team helps clients to recruit the right executive, a leader who integrates new technologies into the company, thus preserving and expanding the value of the company for the future.

CEO Search

Dr. Weber & Partner supports board members and shareholders in quickly finding the best possible successor for their company. This is where you benefit from our many years of experience and an optimized selection process.

Regardless of whether a CEO position becomes vacant at short notice or a highly qualified successor is to be found promptly due to a retirement arrangement, one decisive factor: We at Dr. Weber & Partner are experts in immediately initiating suitable measures for succession planning. Our goal is always to find not just a replacement, but a manager with a strategic vision to lead the company into the future.

Our search capabilities cover many specific requirements of numerous clients, industries and regions. A partner who is specialized in the industry and has successfully placed numerous CEOs will conduct the search. He is supported by a qualified and experienced support team.

The effectiveness of a team or an organization depends largely on the suitability of the individual players.

It can often be observed that formerly good, deserving employees no longer have the necessary bite or are skeptical about necessary changes and thus even block them.

Or it is necessary to adapt capacities partially or on a larger scale, either by operating your business more efficiently and effectively or by adapting to changing market situations. As a rule, the employees with the lowest seniority have to leave for social reasons - so you lose the fresh blood again.

We do not leave you alone with such a problem - together with you we develop a concept to solve this dilemma and to ensure and optimize the performance of your organization.

Our approach to this is proven: we combine different approaches to a holistic performance. From the conception, project design and management, selection of employees, involvement of employee representatives, internal communication and possible outplacement support or replacement, you receive everything from a single source.

In detail, it could look like this:

Together with you, we will select the affected employees and develop a concept for the change.

Together with you, we define which employees should be covered by a change program. We define the framework conditions for the change, determine the positioning and communication strategy with you and place the changes with your employee representatives.

We take over the complete project management for you, including scheduling, budgeting and project coordination. On request, we also provide the essential process steps, from training of the management to conducting redundancy talks. In doing so, we always take into account how the process is communicated in your company: After all, communication is the most important factor when it comes to positioning a change process as fair and important and creating a positive perception.

Support in professional reorientation is an important factor in encouraging employees to leave voluntarily.

We help those affected to evaluate their situation and reorient themselves.

Since in some cases gaps that have arisen have to be closed again, we help you to recruit high-performing new employees who fit in perfectly.

Personnel consulting - time requirements and conditions

If you have a staffing requirement, you want it to be covered quickly and accurately. After all, achieving your goals often depends on having the right people on board.
The fast and precise handling of a placement project is therefore correspondingly important.

We lay the foundation stone with the briefing discussion: we determine your exact requirements in detail with you on site, both the technical dimensions of the role and the "soft skills" and interpersonal fit.

We then go through various search channels and arrange and plan the interviews with possible candidates.
Due to our structured approach we can bring a project to placement of the candidate within 6 to 8 weeks from briefing (in comparison: the industry average is about half a year).

Our conditions are based on the BDU standard.

However, we are happy to offer you flexible fee models tailored to your situation.

Demographic change cannot be halted. Within the next decade many experienced specialists and managers will retire.

It is important to actively address changes.

To do this, it can be helpful to derive a picture of objectives from the current situation and expected developments and to use this picture as a basis for defining the relevant key issues and fields of action.

The future situation is derived from the actual situation.
This can either be actively shaped or taken care of.
The change happens through the most diverse influencing factors - either actively or by external environmental influences "pervading" the situation.

How we can support:

• Recording the current situation e.g. by
  
  • Interviews with management and employees
  • Evaluation of the number of employees
  • Recording qualifications and requirements, etc.
• Capture change vectors e.g. by
  
  • evaluate planned and unplanned fluctuations
  • develop future qualifications and requirements
  • Strategy interview/workshop: understanding/working out where the organization is going (processes, business model, integration within the group, location development, etc.).

• Development of the target image (in various intensity levels: from simple quality assurance of an existing target image draft to full moderation of the target image development. What we would never do would be to work out a vision of the target completely on our own. From our point of view, the client must always be involved - after all, you will have to live with what we come up with together :-)

• Realization of the target image e.g. by
  
  •  Documentation of the necessary steps (e.g. qualification, recruitment of new employees, reduction)
  • Project support for transformations (e.g. outplacement, restructuring, if necessary limited to certain subareas)
  • Fixing and implementation of the recruitment strategy (help for self-help as well as procurement of core positions/difficult roles)

In order to ensure that the filling of management positions is a perfect fit and sustainable, all processes must be optimally interlinked - for us and our clients. Our goal is to make a relevant contribution to the development of the company.

We look for and find candidates who fit our clients' needs, who can develop their skills and expertise in the long term and thus make a sustainable contribution to the successful development of the company.

The broad experience of our teams is completed by a target-oriented analysis. The professional and industry expertise of our consultants makes them sought-after discussion partners for companies and candidates. Dr. Weber & Partner stands for a holistic consulting service.

The most important success factor of companies are their employees

What place does the topic of human resources occupy on your strategic agenda? Does it rank equally with tasks such as product policy, process optimization and quality improvement?

Most entrepreneurs have become successful so far because they have a good command of the value chain. They have developed, produced and subsequently marketed products and services.

The question of the raison d'être of medium-sized companies will therefore certainly no longer be decided primarily at the product level, but at the personnel level. In the future, competitive advantages will no longer arise exclusively from products, but also from the right choice of personnel and personnel development.

How do you find the best employees and how do you keep them? This is the key question of successful personnel policy and corporate management. It is understandable that the battle for talented employees is fierce. It is no longer just about finding good employees, no, it is about finding the best. But finding the best only equates to a grade of 2. Ultimately, it's about selecting the right people from the best, who then fit the corporate culture and so on. That is then the grade 1, and these employees need to be further developed and promoted.

We not only help you find the right employees here, but also help you to further develop these employees in a personal support process.

For this purpose we use the Reiss Motivation Profile® (RMP)

In contrast to many personality tests, which mainly describe how a person behaves, the Reiss Motivation Profile® goes one step deeper and looks below the surface of human behaviour patterns. The RMP® describes which motives in our lives are the driving force for our actions - the motors of our behaviour, so to speak.

Scientifically based on factor analysis (tens of thousands of profiles from many countries around the world have now been evaluated), the Reiss Motivation Profile® can be used to distinguish 16 life motives.

These 16 life motives are independent dimensions (factors), which have a high explanatory value in relation to human behavior and also have a high predictability of behavior. Thus, every human being has a motivational fingerprint - just like everyone has his or her genetic "fingerprint". The various motives for life are combined in a way that is unique to each individual and are more or less pronounced. Thus, the individuality of people is taken into account and no attempt is made to assign people to these typologies.