Project History

Development of a Personnel Development Strategy

1. Project Overview

Industry: Plastics Industry
Company Size: 250–500 employees
Role: Strategic design and implementation of a comprehensive personnel development strategy in close collaboration with HR and executive management

2. Initial Situation

The company operated a traditional HR department but lacked a structured personnel development strategy.

The situation was characterized by:

• High employee turnover
• Skilled labor shortages
• Limited structured career development opportunities
• Low transparency regarding competency profiles
• Upcoming retirements of experienced employees

Employees expressed a strong demand for clearer career perspectives and structured training opportunities.
At the same time, the company was preparing for future growth and required a stable foundation of skilled professionals and future leaders. 

3. Objectives 

• Develop a long-term personnel development strategy
• Establish transparent career and development paths
• Secure skilled professionals and future leadership
• Prepare for demographic changes
• Increase employee retention and motivation
• Support planned organizational growth 

4. Approach 

• Strategic analysis of the existing workforce structure
• Close coordination with executive management and HR
• Workshops with leadership teams to define future competency requirements
• Development of company-wide competency models
• Design of clear career paths (both technical and managerial tracks)
• Creation of structured training programs
• Establishment of an internal talent pool
• Implementation of instruments for continuous personnel development 

5. Results 

• Significantly increased employee motivation through transparent development opportunities
• Structured succession planning
• Improved productivity
• Reduction in employee turnover
• Decrease in absenteeism
• Strengthened internal pipeline of skilled professionals and future leaders 

6. Strategic Impact 

The company achieved: 

• Long-term workforce stability amid demographic change
• Higher employee retention
• Greater planning security for growth
• Reduced recruitment risks
• Enhanced employer attractiveness