Dr. Walter Jochmann studied
psychology at Ruhr University in Bochum and obtained his doctorate on the
career change motivations of executives. Dr. Walter Jochmann has been with
Kienbaum Consultants International GmbH since 1983, initially as assistant to Jochen
Kienbaum, then as a consultant in recruitment and personnel development. He is
currently Managing Director/Partner and Head of the Organisation Strategy &
HR Transformation service line. As a consultant, Dr. Walter Jochmann supports
corporates and medium-sized companies in the development of future-oriented
organisational models, in the transformation of HR functions, in the strategic
realignment of HR departments, in change management, in the development of
leader-ship models and in the assessment of top executives. In addition, Dr.
Walter Jochmann took over the management function of the Kienbaum Institute
@ISM for Leadership and Transformation in Dortmund as Head of Innovation in
2014 and is also Chairman of the Executive Board.
ABOUT THE LECTURE:
Corona and the consequences - for people and for the HR function - A look into studies and time courses on problems, challenges and positive impulses/developments with digitalization and transformation push. Condensation into 3 times 7 trends on levels of society, company and HR function.
Opportunity for strong, value-adding positioning - with development line of the HR function via service provider, HR expert and business partner - and perspective on new role of business enabler. Reflection of the increasing importance of the people factor in corporate development. Conclusions for Corporate People Strategy and HR Functional Strategy.
Lever Organizational and Process Model - with current study results to dominate Operating Models - HR Process Map and IT Maturity Levels - eternal challenges and disruptive solutions. Learnings from the agile design wave with agile location HR. Trend function integration - are the days as stand-alone function numbered?
Maturity model of the HR function - with the levers for a next level HR - learnings from the booming digital industry - and a clear view of impact. HR needs an entrepreneurial positioning as a people company with a clear business model.
Post Pandemic HR as NEW HR - with the legacy of the Dave Ulrich Model - and with a new focus on competencies and control. Derivations for an entrepreneurial HR function and the resulting transformation case. Adapted roles and scenarios of networking as a people experience platform.