Questions and answers
Our approach to flexible collaboration between company, HR agency, and HR managers is little known in Germany although common with our European neighbors and in the USA. For this reason we have provided some questions and answers to this approach. In addition, we are personally available for further questions or consultations.
Doesn't it take too long before an interim manager can work for a company in a productive way?
Interim Managers have worked for diverse companies and thus gained valuable experience. Therefore, they have learned to expeditiously comprehend the essential fundamental facets of a company and their goals. With this knowledge, the Interim Managers are able to work efficiently after a very short period of time. An Interim Manager's goal is to complete your short-term task, not pursue a long-term career.
Manfred Faber HR-Consultants provides Interim Management, outsourcing and projects IN HOUSE. This means the consultant has a work place at the company. What´s the advantage compared to conventional consulting firms?
Since the consultant is integrated into the company as a HR manager, he becomes directly acquainted with the business culture and is able to adequately take into account unique "soft skills" for that company. External consultant firms can only consider information that has been given to them. Thus, they obtain the subjective perception of employees which is often (unintentionally) not consistent with reality.
Can I expect an external consultant to be as loyal as an employee?
Loyalty is an individual human attribute, independent from contractual relationships. Consultants intend to fullfil their assignments in the best possible way because eventually there is a chance to assume further tasks for the company. Furthermore, it is essential to have an excellent reputation to be highly-recommended and attract new clients. Therefore, loyalty is imperative.
Isn't a freelance consultant much more expensive than an employee?
For a meaningful comparison, it is important not to just compare the annual gross salary with the fee, but also consider the following values:
- Ancillary wage cost for the employer
- Fringe benefits
- Average down time due to sick days, maternity leave, etc.
- Less productive working hours due to shifting requirements
- Separation items in case of loss of the position
- Expenses for vocational training and advanced vocational training
- Period of vocational adjustment
Consider this: For one-time jobs and periodic, but temporary HR assignments, the employment of an IN HOUSE human resource manager is usually too expensive.