People

Companies are evolving in increasingly complex environments where economic, environmental, and social issues are deeply interconnected. The role of individuals, their relationships with others, and collective performance are critical in this context.​

At KEPLER, we are redefining our approach to analyzing and supporting these strategic corporate assets—beyond just human capital—to help our clients achieve their mission successfully.

Supporting the impact of Artificial Intelligence (AI) on businesses​

Artificial intelligence (AI) has become ubiquitous, prompting numerous articles to underscore its impact on businesses. Unlike the industrial revolution, which primarily affected “low-skilled” jobs, AI affects all professions, particularly those deemed “intellectual.“​

A major concern for HR departments is analyzing and anticipating the impact of AI on jobs, requiring a comprehensive understanding of its effects.​

KEPLER has cultivated strong convictions and expertise in this domain, positioning us to assist businesses in the following ways:​

• Deciphering AI’s nuances and identifying early indicators to forestall its potential counterproductivity, safeguarding against declines in critical thinking and creativity.
• Assessing AI’s impact on your businesses while proactively preparing teams for impending changes. Our commitment lies in maintaining the human element at the core of our approach

Embracing transversality for enhanced work processes​

In today’s interconnected world, transversality stands as the bedrock of an agile, high-performance organization.​

At KEPLER, we firmly believe that transcending silos hinges upon harnessing collective intelligence and fostering successful collaboration across all departments within the company.​

By cultivating an environment where collaboration and cooperation form the core of work processes, cross-functionality naturally emerges as a powerful catalyst for success.​

Enhancing talent attraction and retention through a robust employee and candidate experience​

In today’s landscape, the challenge of acquiring and retaining talent is paramount to business success.​

To effectively attract and retain talent, prioritizing the employee and candidate experience is imperative within HR and managerial strategies. Recognizing that managers serve as pivotal influencers in fostering employee loyalty, this approach also bolsters the company’s appeal in the market.​

Psychosocial risks, such as Quality of Life and Working Conditions, are not mere acronyms; they represent tangible realities that must be seamlessly integrated into a comprehensive employee well-being strategy, implemented on a daily basis.​

KEPLER stands ready to assist you in defining and implementing this comprehensive HR and managerial strategy.​

We specialize in developing innovative methodologies for learning and skills enhancement. ​

Talent management, training, and the transition towards a learning organization pose significant challenges that we must address to ensure our company’s enduring viability and success in an ever-evolving world.​

Our executive and managerial coaching services are tailored to support you in overcoming these challenges.

CSR: Addressing social challenges and translating responsibility principles into tangible actions

When viewed as an opportunity rather than a constraint, CSR becomes a potent tool for enhancing economic performance, fostering differentiation, and increasing attractiveness. ​

Strategies for Social Responsibility: Promoting Equity, inclusion, and professional development; valuing human capital; establishing ethical work practices; and cultivating a healthy work environment​

Our tailored assistance is designed to help you confront these social challenges and translate responsibility principles into actionable steps.​

At KEPLER, we don’t just offer CSR diagnosis, recommendations, and implementation support; we embed this ethos as a foundational element in all our endeavors.

Agility and adaptability are essential for organizations to thrive in an ever-changing landscape

In today’s VUCA (Volatility, Uncertainty, Complexity, Ambiguity) or BANI (Brittle, Anxious, Nonlinear, and Incomprehensible) environment, companies must continuously recalibrate.​

Developing and nurturing organizational agility is not just advantageous but imperative for performance and even survival.​

At KEPLER, we firmly believe that a company isn’t a singular entity, but rather comprises numerous distinct organizations.​

We maintain that agility transcends being merely a methodology; it embodies a culture and practice grounded in responsiveness, innovation, continuous learning, collaboration, communication, flexibility, and swift decision-making.​

Leveraging KEPLER’s expertise in organizational change management, we conduct comprehensive organizational audits, gauge your organization’s maturity level, and provide tailored support to adapt and thrive amidst evolving contexts and challenges.​

​The challenge of managerial transformation through interpersonal performance​

Managers play a crucial role in anticipating and supporting corporate change, as well as enhancing overall company performance. However, the role is becoming less appealing, with managers often feeling caught between conflicting demands.​

At KEPLER, we believe that managers are not the sole responsible parties; it is essential to consider their entire “ecosystem”: colleagues, superiors, peers, and others.​

For us, managerial transformation is achieved through relational performance, focusing on the quality and efficiency of relationships.​

Beyond current trends such as the “manager as coach” or the “benevolent manager,” our approach aims to engage managers and their teams in a process of shared responsibility.​

Our expertise in collective intelligence and our ability to create customized systems enable us to foster a new management culture and establish practices that prioritize people. This includes hybrid management, customer focus, performance, feedback, and more.

Positioning HR departments as strategists and partners in service of the organization​

Human Resources (HR) departments play a crucial role in supporting these changes. ​

As true “business partners,” they must prepare and support management throughout the transformation process.​

As “People Partners,” they collaborate closely with managers to provide the best possible experience for candidates and employees.​

KEPLER assists HR departments in optimizing their operations, enhancing their performance, and dedicating their added value to HR strategy and partnership roles.​