A sustainable HR strategy tailored to your organization!
The first stage of the corona crisis seems to be over – many of our customers are returning to the strategic questions:
- How will we work in our organization in the future?
- What changes will trends such as digitalization bring about in our jobs, processes and business models?
- How do we need to recruit, train and restructure in order to have exactly the right people and skills on board at the right time?
- How do we need to position ourselves in HR so that we can manage this transformation over the next few years?
In recent years, I have moderated many workshops on the realignment of human resources. There is now a consensus that work in companies will change fundamentally. Or that digitalization has also fundamentally changed HR. HR IT suites have already greatly automated operational HR processes in many companies and shifted strategic tasks to the forefront. HR is questioning itself and its role more critically than any other function. These visionary workshops on the role of HR leave me with many good suggestions, but also the need to get out of theoretical model discussions about agile organizations and HR.
The WHY and WHAT has been bought – the question of the HOW remains!
How does an HR organization specifically address this question after realignment? Our answer is: it’s a question of sequence. Only when we have a clear picture, agreed with the management, of what the future of the organization, processes and the necessary jobs, skills, etc. will look like, can we talk about what resources, processes and role HR needs in the company in order to achieve this transformation. Not the other way around.
So the strategic groundwork has to be done before HR can negotiate its own role.
Where exactly is the journey going? – #FutureOfWork!
We have developed an approx. 8-week program with which HR teams can develop a methodology step by step in a virtual/hybrid format and apply it to their own area of support. This project-accompanying seminar provides the participating HR managers with a very concrete picture of exactly what the future of work will look like in their area of support.
The end product is a quantified statement of which jobs with which skills requirements will be doing which tasks in 3, 5 or 7 years‘ time. In addition, what measures can be taken to close the gap to today’s roles and skills. Where exactly there is a need for restructuring and what the costs of training, retraining, recruitment and restructuring will be.
These very concrete scenarios provide a reliable basis for negotiating the strategy, role and necessary resources for HR with the management. As these results have already been developed in close exchange with business managers, all questions regarding their resilience will also be answered.
#FutureOfHR – What does this mean for HR as a function?
The earlier the developments are foreseeable, the more room for maneuver there is to implement the necessary changes without any major restructuring.
The analysis in #FutureOfWork is already based, among other things, on specific skills that employees will need in the future. A competency model becomes the starting point for clearly deriving the tasks and roles of HR. Step by step, processes such as recruiting, performance management, training and talent management are aligned with the new strategy.
Such a realignment is always a complex transformation in which aspects such as leadership, collaboration, values and culture play a role alongside structures, roles and processes. Workplaces of the future need different leadership, working environments and forms of collaboration.
HR needs a change approach here.
We use all these pieces of the puzzle to develop a realignment of human resources for the client organization in a programme that also lasts around 8 weeks. Not in the form of visionary organizational and role models that we bring with us, but very specifically aligned with the #FutureOfWork strategy developed by the respective organization. Tailor-made – because we develop it together.
Because every HR organization is different and must fit the respective business. Get in touch with us!
