Cathrine Andersson Email & Phone Number

Gothenburg, Se

Göteborg, Västra Götaland, Sverige

Göteborg, Västra Götaland, Sverige

Guthenborg, Sweden

Booth employees and business leaders in our “Age of Acceleration” don’t operate in a stable, hierarchical, tightly bounded world. They need different skills than their predecessors – and changing requirements can push even successful employees and leaders beyond their comfort zones.That’s why it is important to work strategic with people plans, competencies fit for the future and lifelong learning culture to equip people and organizations to become more agile, more competitive, and better able to create sustained value in today’s convergent environment.Strategic competences for the future need - today needs to the needs 15 years forward Identify skill and competency gaps Provide more customized training and professional development and trainings (internal and external)Make change management processes work more efficiently so the leaders understand how to work with competence and development In my role I work most of my time in external networks and projects with public and governmental organisations, schools and academies, interest and partnership organizations and other companies. I participate in different competence network, regional within Västsvenska Handelskammaren and national network within Teknikföretagen. At the moment I also participate in a workgroup within Regeringskansliet och Arbetdepartimentet. The task is to create a digital infrastructur for lifelong learning in Sweden.

Gothenburg, Sweden

As HR Manager I was team member in 2 management teams during my time within Product Development, Electricity and Software development and Complete Vehicel.My role and responsibility was to drive the strategic HR agenda and the implementation of our HR processes and products at management team level and through my HRBP colleagues down in the organizations.My business focus was to help the organizations to solve issues, create value, maximize growth and improve business performance by bring out the best in people. Through workforce and people plans, strategic competence plans and project I drove the people agenda and developed the leadership in competence and performance management. To have the right competences to be fit for the future the organizations had to work with developing any specialist skills that it may be lacking.Defining which competencies are necessary for success in the organization I worked with following:Ensure that our people demonstrate sufficient expertise.Recruit and select new staff more effectively.Evaluate performance more effectively.Identify skill and competency gaps more efficiently.Provide more customized training and professional development.Plan sufficiently for succession.Make change management processes work more efficiently.

Gothenburg, Sweden

I worked withfollowing. to defining which competencies where necessary for success in Torslanda plant: Strategic competences for the future need - Smart fabrik Identify skill and competency gaps Provide more customized training and professional development and trainings Plan sufficiently for successionMake change management processes work more efficiently

European social funding project (ESF) to create a competence portfolio for the production industry in Sweden, main focus on the car industry.

Gothenburg, Sweden

As Productt buyer I was responsible for selecting and purchasing quality products for our business. My responsibilities included processing purchase orders, negotiating with suppliers, tracking orders, creating and maintaining an inventory, quality assurance and liaising with inventory teams and management. I worked with staff across departments to forecast the needs of the business and make purchase decisions based on demands.

Göteborg, Vastra Gotaland County, Sweden

As Consultant Manager, I had full employer responsibility for the consultants I recruited and it acquired great knowledge in employment law, personnel administration and leadership. A role that developed my business acumen and my sales ability because every contact with a candidate or customer means that I market Manpower and our services.