Governance
The fact sheets have been developed to serve as practical guides with detailed information on individual topics relating to the areas for action, and refer to further literature and standards.
Here you will find all fact sheets addressing the areas for action relating to governance. Their contents are summarised as short abstracts here. Each fact sheet is available for download as a PDF file, currently only in German.
User integration
Area for action Participatory organisational development
A future-oriented real estate development strategy provides selected communication and participation formats that enable stakeholders to become actively involved in the planning, structural design, operation, and management of buildings. Essential conditions for successful user integration are the selection and mobilisation of relevant stakeholders, clearly defined objectives when consulting with stakeholders, and the provision of sufficient resources. Because early involvement of stakeholders opens up room for manoeuvre and prevents conflicts, a key to a successful participation format is integrating stakeholders into project management and development from the very beginning. In addition to merely providing information, participation programmes promote transparent processes in which co-design and co-decision-making are possible. Sensitisation to different points of view sets a mutual learning process in motion, which culminates in mutually acceptable approaches to solutions in the form of strategies, concepts, or measures. What is distinctive about research organisations is that their employees are committed and motivated and, depending on the discipline, can and want to contribute their knowledge and experience. The process of user integration, itself, becomes indispensable especially when undertaking renovations while the building is still being used, and should be planned and implemented with special care.
Organisational development
Area for action Participatory organisational development
Organisational development is a long-term, participatory development and change process of organisations and the people working in them. The controlled change of strategies, processes, structures as well as the culture of organisations is subsumed under the term "change management". The changed demands on research organisations in recent decades, for example in terms of management (New Public Management) or knowledge production while maintaining the reference system of the discipline, present organisational development with complex challenges. In this context, organisational development is to be understood as a process of self-reflection and negotiation within the framework of organisational learning with the active participation of managers and employees. In cooperation with human resource management, changes can be implemented in a participatory manner that is compatible with the organisation and also incorporates sustainability-related goals of the organisation.
Human resources strategy
Area for action Integrative strategic planning
The human resources strategy provides a framework for future-oriented and socially responsible human resources management that accounts for current challenges and future developments. It considers both the strategic and the sustainability-related objectives of the organisation, as well as the life-phase-oriented development and qualification needs of the employees. The strategy identifies and integrates important organisation-specific topics for employees and the organisation, and defines decision-making processes and responsibilities. Strategically, human resources management is both service-oriented and actively formative for the further development of human resources topics. Human resources management is an important strategic partner for the management and implementation of organisational objectives.