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ABOUT

In most industries, fewer and fewer employees are making an ever greater contribution to value creation. The demands and challenges for companies continue to increase. For the success of a company, the HR strategy is essential as part of the overall strategy. This shapes the DNA of a company and forms its core corporate identity. It is a mirror of the cohesion and motivation of the employees.

As a boutique consultancy, INLINE focuses on the people in the company who drive the company forward. We understand the importance of employees as the key to sustainable economic success is constantly increasing. It is important to specifically use and promote the skills and talents of every employee in the company. With strong human resources management, companies can focus on their own internal resources, place them in the right place and thus increase competitiveness. Reliable applications are required so that the costs, income, opportunities and risks of human resources can be controlled and the potential in every area can be used in a targeted manner.

Build a flexible HR strategy that scales with your business and supports efforts beyond the basic requirement. Our goal is to accompany people in organizations in making decisions and implementing them intuitively, creatively and authentically on both a personal and corporate level.

WE say YES to people

WE say YES to innovation & change

WE say YES to human inlined & balanced work

It’s custom & creative. It’s sustainable. It’s human.

It's inlined.

It's your own signature!

THE PEOPLE BEHIND

HUMAN WORX INSIGHTS

Today’s increasingly volatile, uncertain, complex, and often ambiguous business environment is forcing companies to transform at an unprecedented pace. The rapid evolution of workplace technology have accelerated the adoption of various alternative, hybrid working models - as well as new challenges in monitoring employee conduct and performance. The emergence of majority-millennial workforces has led to a profound shift in employee preferences. Demographic developments, has intensified existing talent shortages.

HR plays a central role in navigating this upheaval, creating a need for the function to rise to a new level of adaptability and responsibility. While every organization has its own trajectory and HR operating model, we experienced that organizations are willing innovate the HR function in employee centric ways to thus targeting to better employee experience, to safe market competitiveness and at a longterm to reduce costs. Questions we find answers for in our daily practice focus on:

How to adopt agile principles to ensure both strict prioritization of HR’s existing capacity and swift reallocation of resources when needed, enabling a fundamentally faster rate of change in the business and with people and how they work?
How to excel along the employee experience (EX) journey to win the race for talent in the time of the Great Attrition, enabling both employee health and resilience?
How to re-empower frontline leaders in the business to create human-centric interactions, reduce complexity, and put decision rights (back) where they belong?
How to offer individualized HR services to address increasingly varied expectations of personalization?
How to ‘productize’ HR services to build fit-for-purpose offerings with the needs of the business in mind, and to enable end-to-end responsibility for those services through cross-functional product owner teams in HR?
How to integrate design and delivery with end-to-end accountability to effectively address strategic HR priorities, reduce back-and-forth, and clarify ownership?
How to move from process excellence to data excellence to tap into novel sources of decision making using artificial intelligence and machine learning?
How to automate HR solutions to drive efficiency and capitalize on the power of digitalization in HR?