Organisation & Culture

They start on the day a company is founded and end when the company ceases to exist. Sounds a bit dramatic, but it's true. Of course there are organisational and cultural issues that can be dealt with quickly: An employee survey can be completed in 2-3 weeks (if standardised). Other topics, such as the introduction of new talent processes that fit in with an agile organisation, need to be carefully considered and involve employees on a broad scale. This is worthwhile, but takes months, not weeks.

Yes, HR is responsible for the people in an organisation. From recruitment to the development of all employees. The organisation describes the relationship between employees. The corporate culture is the sum of the values of all employees in an organisation. It has always been and still is the task of HR to accurately map and develop the organisational structure of a company. Finding the right employees with the right values is also an absolute core responsibility of HR.

Firstly, we believe that culture is contagious: at HR Campus, we provide professional, genuine advice and live what we advise.

Secondly, for us "down-to-earth" means that we bring things down to earth. Of course, clean conceptual work and good storytelling before management is important. But it is just as important to integrate these "stories" into everyday life and translate them into bits & bites.

Thirdly, there is probably no other company in Switzerland that consolidates as much experience around HR topics as HR Campus. For 25 years, we have left no stone unturned to advance and improve HR in Swiss companies. Not every consultant can do everything, but as a team we can dive deep into practically any topic.