We help healthcare companies with all human resources issues, particularly those associated with the adaptation of their skills models and their organisational structures: internal mobility agreement, new organisational strategy, creation of new business lines, development of new-generation skills reference systems for sales teams, Lean Management examination, management training courses, recruitment and assessment.
We help healthcare industries with the human resources issues and especially the ones relating to the adaptation of their competency models and their organizations: internal mobility agreement, new organization strategy, establishment of new professions, development of new generation skills framework for sales forces, Lean Management reflection, management training, recruitment & assessment.
We also assist activity branches, such as medicinal products for human use and medical technologies and tools, with the changes they are required to make: forward planning of jobs and skills in local areas and enhancement of employees' employability, particularly for holders of jobs identified as sensitive.
Our experts carry out studies that provide companies with an overview of the expected changes: Health Industry ADEC (agreement for the development of employment and skills), an annual business and trends barometer.
Examples of assignments completed
Implementation of a full internal mobility process in the healthcare sector
Our customer, who was faced with substantial portfolio changes, had to plan staff movements to other business lines and the creation of new lines. Our experts helped the customer with the definition of the right HR strategy, the negotiation process, and the creation of a dedicated, secure web platform allowing each employee to ascertain their position in the overall process.
Anticipation of a restructuring operation in a medical equipment company
Our customer, who had projected negative growth for its flagship product and its replacement by a new-generation product, required assistance to smoothly plan its new organisational structure and limit the impact on jobs as much as possible whilst maintaining employee-employer relations in line with its performance targets. Our consultants proposed an overall approach aimed at securing key skills, educating each employee about the safeguarding of their particular career path and triggering the necessary actions on time: skills assessments, training, mobility, etc.