TUI Cruises is part of the national tourism company TUI - and on the road to success. The growth meant that the HR structures of this company with the mentality of a start-up had to be transferred to the structure of a medium-sized company. The HR interim manager was tasked with professionalizing the HR team during the parental leave of the Head of HR. She was also tasked with establishing business HR processes and strengthening the skills of the managers.
The HR interim manager worked with the HR team to develop a new approach. Previously, the HR team had acted reactively with an ad hoc service approach. From this, she developed the team into a proactive approach, close to the specialist areas to be supported and their topics. The result was a collaborative partnership with strategic, forward-looking action in line with the HR business partner model. HR processes such as recruiting, personnel development, performance management and talent management were also optimized and made more efficient by the HR interim manager. She led a multi-stage recruiting process and activated university marketing through cooperation projects. This led to a sustainable improvement in the quality of employee recruitment.
The implementation of a transparent personnel development concept was another milestone and success for the HR interim manager. Together with the HR team, she involved internal stakeholders in the project in order to incorporate multiple perspectives and inputs. This made it possible to tailor the development steps to the specific needs of the company and the specialist departments. The result of the subsequent training sessions and workshops was accordingly sustainable and targeted. Acceptance among managers and employees was very high. They experienced this approach as a novelty.
The HR interim manager established another innovation with a series of events for managers. Among other things, the events focused on sharpening the profile for management positions and building up the relevant skills. The topics ranged from employment law issues to financial awareness and effective networking. The HR Interim Manager developed all events in close consultation with the CEO and CFO.
The HR Interim Manager developed workshops for new managers, which she supplemented with individual coaching sessions as required. She also had good success with her workshops on the topic of "Working efficiently in teams". She is an accredited trainer for the Insights Discovery preference model methodology. She was therefore able to address the diversity of individual personalities and develop a common understanding among all those involved of how to work well together in a team with different personalities and strengths.
The bundle of measures for targeted personnel development and professional HR structures ensures that the company is very well prepared for further growth after the end of the interim mandate.
