Source: Soumyasanto Sen
Digital transformation may sound easy, but it’s not. Currently there are so many different perception of this buzzword around the world.
Off course it’s a journey which will change with the technologies you adopt and also bring it to the people, processes and culture associated with your company. But before understanding this buzzword, it is important to know what not a Digital Transformation is.
Illustration: Studio Fee Overbeeke
In November last year, I had a discussion with a team of HR professionals of Deutsche Telekom, about the future of talent management. In this conversation we covered the following important talent management trends.
After a year of working and living in Germany, and after being part of a HR team in a company that was both rapidly scaling and had a high turnover of staff, I’ve come to know the quirks and nuances of the German recruitment landscape very well indeed. Not just the company I worked for either. As my interim role neared its conclusion I approached and was approached by several companies and got to see much of the recruitment culture from the other side. So what have I learned? Let us dive in and take a look.
Illustration: Soumyasanto Sen
The digital economy is shaping the aspects of society, including the way people interact, the economic landscape, the future of work and business transformation empowering with fast-changing technologies.
The Fourth Industrial Revolution is distinguishable from the others because it is where humans meet the cyber world; where technology and people are not distinct, not separate. The Fourth Industrial Revolution will change not only what we do but also who we are. It will affect our identity, role, responsibility, a way of leadership and our mindsets.
Illustration: Studio Fee Overbeeke
Not too long ago the main instrument to gather data about the mood of the employees in the different parts of the organisation was the annual employee engagement survey. Once per year, or one every two-years, a long questionnaire was distributed to the employees. 50-70% of the employees responded.
The answers were analysed and often months later the reports were ready. Management discussed the outcomes, and a summary was communicated to the employees. Focus groups discussed the outcomes and made some suggestions for management. And so on, and so on. Even writing the complete process down, takes too long. Employee mood measurement has fortunately moved on. Nine trends we see.
2018 saw the toy giant, Toys R’Us close down all of their shops. Marks & Spencers has been hanging by a thread for a number of years now. Toshiba was forced to sell its computer chip business in 2017, and we know of the massive losses in the billions of Euros suffered by mobile phone giants for their texting services, due to the arrival of WhatsApp and Viber.
Volatility and unpredictability are increasing in business, as well as in the economy and the environment, and one of the questions large corporations and companies need to ask themselves, where is our innovation capacity going to come from in the next couple of years.
2019 is here, a new year full of opportunities to connect with great people, expand your knowledge and set ambitious goals for yourself and your organisation. Even if you are not one for making new year’s resolutions, reading this Blog means you are seeking ways to improve your professional life and approach to people management.
So what’s this “Brexit” thing we’ve all been hearing about then?
The HR Cat (Sarah Murray): Back in 2016, in order to retain the support of nationalists within the British Conservative party, Prime Minister David Cameron offered the UK a referendum on the UK’s EU membership. The people voted “Leave” by a margin of 52%/48%. The current Prime Minister, Theresa May, subsequently activated Article 50 of the Treaty of Lisbon, and the UK is now set to leave the EU on March 29th 2019 as an automatic operation of law.
Oh I see. So why is this in the news so much?
Photo: Zukunft Personal Europe
The pursuit of innovation is a key factor in competitiveness. In September 2018, we attended the HR Innovation Award Ceremony of the Zukunft Personal Europe which was the official opening of the EU level event. It was one of the most attended and inspirational sessions of the 3-days-long conference and expo, where HR newcomers and more established businesses got recognized for their product and service developments. Over the course of the last years, innovation in HR has become crucially important. It refers to an imaginative way of dealing with change, translated into actual implementation. It’s about generating new ideas, carrying out research and development, improving processes or renewing products and services.
At the ceremony, we got to know the 7 winners – in the categories of Startups and Established Companies – out of the 24 finalists (from 114 submitted applications) and in the following article, our goal is to share their cutting-edge concepts with you.
Photo: Zukunft Personal Europe
Workplace safety issues and dismissals. Labour strikes, lockouts and mounting numbers of resignations.
With all the above issues escalating, John Patterson, owner of the National Cash Register Company, in 1901, was pushed to his very limits. In a desperate – but certainly historic – attempt he decided to try something totally different. He set up a new team in charge of people management. And so the first HR department was born; tasked with creating the company’s compensation, employee relationships, workplace safety and compliance policies.
To be totally fair, those specific areas of people management did not transform that much in the following 100 years. To recap, early HR practices, over the first part of the 1900s, focused rather on a “watchmen” function and were tasked with keeping the record on employee data and initiatives. The second part of the 1900s was characterized by momentous societal changes that lead to more elevated expectations on equality and safety policies.
By today, not only is our socio-economic environment changing rapidly and constantly but the expectations of our employees as well. Gone are the days when the role of HR simply revolved around administration, compensation or protective regulation. What will become even more nuanced for HR managers in the future that will require the acquisition of new knowledge? In one single word: Everything!
Doubtful? Critical? Don’t click away just yet.
Keep reading as we bring you our top predictions as to where HR needs to focus on in 2019 and beyond, built on our conversations, with among others Ralph Hocke, the CEO of Spring Messe Management GMBH and the key takeaways from the 2018 Zukunft Personal Europe.