Talent & organization

Talent Management plays a crucial role in the success of any organization, especially in the context of growing organizations that develop different needs in the respective life phases of the company. HR administration should always run smoothly, but as the organization grows, streamlined processes across the HR domain become important.

Holistic approach

So it's not just about recruiting the right people, but also about continuously developing and retaining talent to achieve organizational goals. At Unikoo, a holistic approach to talent management is key, where we focus on connecting and engaging people. An effective policy in this area requires attention to several key aspects, including the development of skills and competences, growth through feedback and evaluations, attention to people's well-being, achieving personal and business goals, and a motivating remuneration structure.

Skills & Competences‍

We strongly believe in the power of development programs that encourage employees to continuously improve their skills and competencies. This starts with identifying skills and job groups, developing career paths and their impact on training programs. Not only formal but also on-the-job learning, mentorship programs or new training techniques via VR/AR, mirco-learning, etc. that promote a culture of constant growth.

Feedback & Evaluation‍

Feedback and evaluations are another crucial part. Regular, constructive feedback sessions help employees understand their performance and identify where there is room for improvement. This process is supported by setting clear, achievable goals that meet both the ambitions of the individual employee and the broader business goals. Our goal is to create an environment where employees feel valued and motivated to contribute to the company's success.

Wellbeing‍

Furthermore, well-being is also an essential aspect of modern personnel policy and is therefore central to our approach to a talent policy. A positive wellbeing policy not only contributes to the health and satisfaction of employees, but also promotes their productivity and engagement with the company. We recognize the importance of creating a supportive work environment that promotes wellbeing through a holistic approach, focusing on both physical and mental health aspects.

Remuneration structure

Finally, we recognize the role of an honest, motivating and optimized remuneration structure in attracting and retaining top talent. Our consultants work closely with your organization and our partners to develop compensation systems that are not only competitive, but also fair and tailored to individual and team performance.

Through our support in developing your talent management policy and providing access to support tools, we help your organization become an attractive employer for top talent. Together, we're building a future where your team is not only successful today, but is also ready to face tomorrow's challenges.

Organizational Design

‍Objectives can only be achieved when the foundations of the machinery are in place. It is therefore crucial to make the organization future-proof by aligning its structure and governance with its future ambitions. This also allows management to be relieved of operational burdens, while retaining strategic control.

Current competencies, structure, and future needs are mapped out. Based on this, we make proposals for a future organizational structure, including leadership constellation, clearer roles and responsibilities, mandates, consultation structures, and processes (strategic and operational). A clear transition and communication plan ensures the proper adoption of the new narrative.

M&A – integration in acquisitions

‍All these building blocks relating to talent, structure, and governance become even more important in the context of mergers and acquisitions. Whereas a traditional M&A approach often focuses on figures and contracts, true success lies in the integration of teams, roles, and cultures. We map out the existing organizational and team structures of both parties, identify overlapping and missing roles, and work towards a single, clear, future-oriented organizational model.

In doing so, we pay explicit attention to leadership: who manages what, which responsibilities shift, and how is strategic control maintained? Culture and ways of working are also addressed: which values and habits do we want to explicitly incorporate, what do we let go of, and how do we formulate a new, shared narrative that people can identify with?

We help to identify talent, competencies, and critical functions, develop retention plans, and redraw growth paths in the new context. Through a well-thought-out transition and communication plan, we reduce uncertainty among employees and maintain focus on continuity in day-to-day operations. In this way, we ensure that an acquisition not only makes sense on paper, but also leads in practice to a single integrated organization with clear expectations, stable teams, and room for further growth.