Tenders Are Invited For Business Services: Law, Marketing, Consulting, Recruitment, Printing And Security – Consulting Services For The Conception And Support Of A Transformation Process

Business Services: Law, Marketing, Consulting, Recruitment, Printing And Security – Consulting Services For The Conception And Support Of A Transformation Process. The Rheinisch-Bergische Kreis (Rbk) Aims To Continue The Comprehensive Process Of Transforming And Consolidating The Administration Into A Future-Proof, Efficient And Citizen-Oriented Municipal Service Provider And To Ensure A Strategic Framework For Action Using A Concept. The Identification Of Synergies And The Increase In Efficiency Can Then Lead Directly To A Reorganization Within The District Administration; A Possible Inter-Municipal Implementation Would Have To Be Considered In A Later Step. First Of All, Consolidation Within The District Administration Is Necessary So That It Can Carry Out Its Diverse Tasks In A Resilient Manner. The Prerequisite For A Successful Transformation Process Is First To Develop A Culture Of Change That Promotes Change And Innovation. Against This Background, It Is Necessary To Develop A Common Vision, A Picture Of The Future Of This District Administration. The Basis For Such Change Management Can, For Example, Be Shared Values ​​And Goals That Support A Positive Attitude Towards Transformation. Common Principles Need To Be Developed. Appropriate Instruments And Methods Must Also Be Developed That Serve To Live And Continually Review These Common Values ​​And The Agreed Culture. Taking Managers And Employees With You In Such A Transformation Is Crucial For Success. Therefore, At The Beginning Of The Transformation Process, Important Attention Must Be Paid To Concrete Goals And A Common Understanding Of The Necessity Of This Overall Process. Trust In Each Other And In The Change Process To Be Initiated Are Essential Factors For Developing Commitment And Motivation. The Following Structure Is Planned For Developing The Overall Process: I. Development Of A Common Vision, Common Values ​​And Goals In The Following Steps A. Definition Of A Common Culture B. Concrete Instruments For Implementing Culture In Daily Life C. Development Of Communication Of This Culture Into The House. Development Of Methodological Competence For The Sustainable Fulfillment Of Requirements The Goal Must Be Role Clarity And A High Level Of Motivation On The Part Of The Entire Administration To Change. Ii. A Brand Name Must Be Developed For The Rbk Transformation Process That Facilitates Understanding And Promotes A High Level Of Identification. Iii. A Communication Structure Must Be Developed For The Entire Transformation Process, Which Takes Into Account Transparent Participation And Information At All Levels Right From The Start, From Administrative Management To The Responsible Managers And Employees. A Distinction Must Be Made Between Which Information Channels/Means/Times Are Developed In The Specific Transformation Process And What The Long-Term Communication Process Looks Like In The Further Ongoing Transformation