This white paper suggests that employing a structured change management approach will act as both the tool to handle the people side of the integration process, as well as the tool that can help shape strategy in the early stages of a merger or acquisition.

In an article in HR Chefen Morten Kamp Andersen writes about two of the roles that HR must play in regards to strategy implementations in the organisation. The first role is to devise a strategy that supports the organisation’s primary strategic goals, in particular the Must Win Battles chosen by the organisation. The second role HR must play is to support the other departments and managers in implementing their strategy. HR must play an active role in helping managers with strategic tasks concerning employees, organisation and culture. The article provides a suggestion how HR can master, measure and evaluate on both focus areas.

In an article in HR Chefen about measuring HR and the value of a diverse management Morten Kamp Andersen writes that good management is worth a lot of money and that the constellation of management also plays a very important role. In cooperation with ISS, proacteur has carried out a unique study, which for the first time shows in numbers how much value the constellation of management can add to a company. And the conclusion is clear: The companies with the most diverse management make significantly more money.

In an article in HR Chefen, Morten Kamp Andersen makes it clear that development of competences is an investment and that it is therefore important to measure the effect and the value of it. The article describes the theory behind measuring development of competences and gives you advice on how to get started.

Diversity is not an end in itself but a means to something greater – to improve competitiveness and the bottom line. In this respect, diversity matters both among employees and among management. Management influences culture and thus helps to promote the gains of diversity.

Sharpen your pencil and get started. Working with data, statistics and analyses in HR is necessary if HR is to be taken seriously, and if the communication around HR is to be improved. Get wiser on data-driven HR here.

Employee engagement correlates strongly with customer experience. The more engaged the service employees, the more likely it is that customers will be satisfied with the service provided.

In April 2015, proacteur held a master class in strength-based leader development in cooperation with Copenhagen Business School. The American management guru and CEO of Zenger Folkman Jack Zenger came to Copenhagen as keynote speaker for this event. See a summary from the master class here.

When developing leaders who are already good leaders in order to make them extraordinary, a new and untraditional approach to leader development is needed.
The strength-based approach is inspired by the training of elite athletes and adapted to modern businesses. Morten Kamp Andersen explains here the main points of strength-based leader development.

External requirements to HR have changed significantly over the last 10 years. One of the biggest changes is the requirement about measuring and documenting the effect of HR; a requirement that is mostly good for HR but is perceived as a great challenge for many people and causing many problems. In this video Morten Kamp Andersen explains why HR measurements are an interesting challenge.