UNCC Consulting
Coaching and Change
Human Resources


  • Implementing talent management
  • Staffing open positions, incl. attracting and selecting new recruits
  • Assessing associates of all levels
  • Identifying future leaders
  • Human resources development, esp. analyzing the needs and planning the development
  • Executive development
  • Developing HR employees to HR business partners
  • Post merger integration in human resources



As in any other function, tasks and processes in human resources are constantly changing.


While in former times, human resources often meant "administering employees", today excellent HR work is an essential strategic building block of the economical success of a company.


Critical HR tasks are:

  • Talent management, including
    • Recruitment and staffing
    • Performance management
    • Human resources development
  • HR as business partner


In my understanding, talent management encompasses attracting highly skilled employees, professionally integrating new employees, and developing and retaining current employees to meet current and future business objectives. From my perspective it is important to realize that the HR function is not any longer the main driver, but the responsibility for talent management is (or should be) shifted to all managers throughout the organization.


When staffing professionally, you are able to identify the candidate best suited for an open position in the company by reviewing and assessing personality, performance on the job, leadership skills and social behavior. This relates to internal as well as external candidates. Especially on executive level, many companies conduct dedicated audits as part of the career development (often called management diagnostics).










In my experience, performance management is another important aspect of talent management. It describes the cycle of performance planning, performance coaching, and performance appraisal. Based on the results, human resources development supports the continual improvement and growth of the individual employee.






HR as business partner usually means that dedicated HR employees form the bridge between HR and the other functions, serve as competent contact persons, and are able to understand and support not only the HR view but also the needs of the respective business function.


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