Specialist careers and AI competence for organisations

Successfully introducing specialist career paths. Systematically developing AI competence.

Retaining experts, safeguarding critical knowledge

Effectively shaping professional careers – and retaining expert knowledge within the organisation.

Do your experts not want to become managers?

Do you want to introduce specialist career paths or further develop your existing model?

I support organisations in strategically developing specialist career paths and successfully embedding them in practice. With clear roles, transparent development stages and clear criteria for competence, responsibility and development.

A well-designed specialist career path creates attractive development prospects, provides direction and helps to secure valuable expert knowledge in the long term.

A genuine alternative to the traditional management career path.

Regina Bergdolt: Clarity on complex issues.

Where do you stand?

Career development for experts – without managerial responsibility.

Do your specialist staff lack clear career prospects?
Is it unclear how experts can develop professionally without having to become managers?
Or is there a risk that valuable knowledge will be lost when specialists leave your company?

Then it is time to strategically shape specialist careers.

Career Paths that fit

The specialist career path that suits your organisation

Together, we will develop a specialist career model that suits your organisation and works in practice. From the initial concept, through the definition of suitable roles and development tools, right through to implementation, I will support you every step of the way.

Implement specialist career paths now

Do you want to do more than just discuss specialist career paths – you want to put them into practice?

Do you want to create exciting development opportunities for your experts?
Do you want to secure critical knowledge and key competencies within your organisation?
Do you want quick guidance on the key issues?
Do you want to put specialist career paths into practice, rather than just discussing them further?
Do you want the expert in specialist career paths – without the overheads of a large consultancy firm?

-> Get in touch with me now.

What I can do for you

Implementing specialist career paths

Specialists want to advance as well. Specialist careers offer real opportunities as an alternative to management tracks.

Experience shows that specialist careers in your company need a structured approach - so everything runs smoothly from the start.

Where do you stand? What needs to be done?

More about specialist careers...

Building AI literacy and competency

Artificial intelligence is a catalyst for value creation. But seminars alone do not create AI proficiency. Employees need the right skills to use AI effectively, evaluate its outputs, and make responsible decisions.

That requires a tailored AI competency framework - rather than off-the-shelf training programs.

Ensuring AI Competency...

Effective People Development

Human resources development is effective when it aligns with the organization and its goals. This requires a clear direction, attractive career paths, and systematic competency development. Take a systematic approach to advancing your human resources development; as an HR development professional, I’m here to support you.

Go for effective development...

Curious? - Get in Touch

e-mail bergdolt@move-hr-forward.com
phone number +49 171 727 7092

Contact me

References

...The rapid growth of AXIT AG presents the company management with new challenges regarding structural changes and the organisation of management at both locations.
Regina Bergdolt worked with the Executive Board, the founding team and senior management to develop concrete solutions for structure, management priorities, management roles and responsibilities. She has driven the performance team forward with a clear strategic focus, a fresh perspective and concrete proposals for action, thus helping to ensure growth success through sustainable internal structures and efficient management.

Holger Schmitt

CEO of AXIT AG, Frankenthal

The high level of accuracy that Regina Bergdolt achieved in the evaluation of the telephone interviews and her recommendations should be emphasised.... At the same time, she showed us perspectives as an IT employer in order to position ourselves in the market for the future.

Jörn Riedel

Chief Information Officer of the Free and Hanseatic City of Hamburg

...Regina Bergdolt has been supporting our company since 2017 in filling key management positions: from the creation of a precise requirements profile to the pre-selection of suitable candidates and the conclusion of the contract...
Regina Bergdolt brings a high level of efficiency to the recruitment process and demonstrates astonishing objectivity in the evaluation of candidates. Her swift and precise approach prevents us as a company from being pressurised into making a decision in favour of an unsuitable candidate. It has saved us a lot of time. Thanks to the telephone interviews, we only had to carry out a selection process with a few very well pre-selected candidates.
Mrs Bergdolt...is a very competent contact person for all questions in the selection process and gets to the point quickly; I get what I ordered. Thanks to her sympathetic and empathetic manner, Ms Bergdolt succeeds in involving and appreciating all participants in the selection process.

Gerhardine Müller-Meinhard Cardoso

Managing Direcktor Gerhard Bruns GmbH & Co. KG Oldenburg

Regina Bergdolt advised us on the introduction of specialised careers in our company and is undoubtedly the leading expert on the subject. During our collaboration, we received decisive input on fundamental questions and on the implementation of the specialist career for the Albwerk Group.

The clear benefit: we set up our specialist career right away.

Jürgen Fritz

Head of Human Resources and Administration, Albwerk Group Geislingen-Steige

With Ms Bergdolt, we focused on our collaboration in the international team: who brings which strengths to the table through their team role? How can we best utilise these skills?

Each team member received personal development impulses through individual analyses. We also honed our effectiveness as a team in a rapidly growing company. We use these insights in our day-to-day work, sharpening each other's senses and focussing on our strengths in order to bring them to bear even more effectively.

It was a really successful 1-day workshop with Mrs Bergdolt. Our expectations were exceeded.

Stefan Berndt

Head of HR, Treasury Intelligence Solutions GmbH

...The key to our future and sustainable success lies in proactively shaping the transformation process, i.e. the social changes in terms of consumption and enjoyment behaviour...This means that may is currently facing the major challenge of consistently aligning its organisation and the corresponding management constellation with the needs of its customers....

To summarise, I would like to say that in Ms Bergdolt we have found the ideal partner and companion for the above-mentioned essential transformation process...Her well-tuned balance between attentive provocation and appreciative advice that is directly tailored to the characteristics of a family business is very efficient and target-oriented in a refreshing way.

Ulrich Gröber

Managing Director of Geschwister May GmbH & Co. KG. Waldshut

Regina Bergdolt

Rethink People Development.

Regina Bergdolt is now one of the leading voices on the pressing issues in human resources development: How can organisations offer career prospects through specialist career paths? How can organisations nurture talent – without complicated and off-putting appraisal systems? She is an AI manager and guides organisations towards AI literacy, from concept through to implementation.
As a speaker and seminar leader, she inspires people to rethink careers.

More about her...