5 min read
Our research shows that in each people management process there are a few Must-Win-Battles which need to be executed right by management. Executing these right according to F-Top practice shows a significant raise in business results.
Lack of execution
In many organisations the people management processes are well-defined, HR professionals are well-trained and motivated – but the execution is often lacking due to managers not embracing the process, acting half-heartedly or simply not understanding the value to the organisation.
The missing link
This missing link – getting management up to speed – targeting this with our Learning Nuggets. Focus is on the most important topics, strong in the messages, fact-based on Best Practice from the financially most successful companies and with clear measurable links to business success.
Afterwards the managers are not only fully aware of their role and responsibility but also and especially in what results they must achieve and what’s the impact in financial terms. With embedded metrics the training success can be measured on an individual but also on a company-wide level.
Changing the playing field and focus from optimising HR to Top Line focus
By enhancing the classic cost focus with a strong top-line focus we are supporting the strategic agenda while enforcing line management accountability. The management training focuses on the Must-Win-Battles with highest significance and greatest business impact within all people management processes. Companies training their managers in this way can achieve a savings potential of 7 mio. Eur per 1000 employees.
“… Although everything might be optimised – the real value and success comes from consequent execution by line management…..”. It’s the result that counts not the process adherence!
Example of an organisation with ca. 22.000 employees. The classic organisational practice very often still focuses on the cost side (putting HR in a defensive position), leaving the value creation side (where mainly line management is responsible, but HR sets up processes and tools) out of focus. Proven practice includes both parts with a higher focus on the top-line growth side.
