Human Resource Management Archive - Zukunft Personal Blog Human Resource Management Archive - Zukunft Personal Blog

Zukunft Personal Blog

Der offizielle Blog von Europas führenden Expos, Events & Conferences für die Welt der Arbeit

Tag: Human Resource Management (page 1 of 3)

“How to succeed in permanent beta” – Calling all bloggers!

Blog Carnival

Photo: Pixabay

The fast pace of modern life requires a high degree of flexibility, courage and emotional intelligence from employers and employees alike. The result is a constant need to adapt to new market conditions, the development of new forms of collaboration and last but not least, the fusing of human intelligence with artificial intelligence. In short, we find ourselves in perpetual beta.

What opportunities and challenges does this present to employers and employees? What will the working world of the future look like? How do we want to work in the future and who will decide?

We want to explore these issues in more detail taking our inspiration from the motto of the exhibition Zukunft Personal Europe 2018: “work:olution – succeed in permanent beta”. With this in mind, we are calling all bloggers to take part in the blog carnival: “How to succeed in permanent beta?”  #permanentbeta.

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Staff turnover – a diagnosis.

Staff turnover - a diagnosis

Quelle: Pexels

If you work for a single company for a long time, especially a large company, you’re probably familiar with the common workplace rituals that have developed which mark the beginning and the end of the employee life cycle. The welcome cards, the little speech when someone starts, the little mementos people buy for you when you start. Then there are the leaving parties, the speech on how great an asset someone has been and how sorry everyone is to see them leave, and the post-work trip to a local pub with a few of the people the person leaving became close to. Perhaps you’ve shed a few tears yourself or had others shed tears on your behalf after moving on from a company you grew attached to.

As negative as the actual experience of leaving a job can feel, losing people is an absolutely necessary part of the work ecosystem. People come and people go. It’s in the very nature of most forms of social human activity. Whether it’s a circle of friends, a royal lineage, a scientific project, a private company, or a public service, fresh blood is regularly introduced and others move to something new. It’s a vital part of how social structures adapt themselves to a changing world or try to influence the changes that occur around them. Without this exchange of people stagnation and weakness sets in.

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Deconstructing Recruitment

Deconstructing Recruitment

Photo: pixabay.com

Recruitment, one of the principle functions of HR, has become such a sophisticated and involved process that it is now handled mostly by specialist people who know the questions to ask and the qualifications that matter to the role. Whole businesses have proliferated, worth millions, which do nothing more than offer specialist recruitment services. The reason it is such a weighty topic is obvious – having the right people work for you will make the difference between success and failure.

There have been numerous articles written on recruiting in HR publications across Europe, and even more on the internet. Besides from some notable exceptions, few have impressed me. An overreliance on buzzwords and corporate phrasing (“Reach out and pick a dynamic candidate who’s core competency gives them an attitude of thinking outside the box, enabling them to synergise rapidly with your business ecosystem!”) might be good for grabbing the reader’s attention, but such articles do nothing to advance the readers actual knowledge of the topic. One of the problems is that a lot of these articles are simply stealthy advertisements with email addresses or clickbacks to recruitment agencies, so exist to sell the process as opposed to inform about it.

As someone has done a fair bit of recruiting, let me try to inform, or at least illustrate the enormous amount of variables involved that make recruitment such a massive task.

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Immigration: HR’s newest frontier

Immigration and HR

Photo: pixabay.com

Modern technology has made travel easier than it ever has been. I can buy an airline ticket today and be in Australia by tomorrow. When I was interviewed for a job in Germany I boarded an aeroplane in my native Britain, flew to Berlin, spent several hours with the team I would be working with, and then flew back home again, all in a single day. Before I made this trip I had several initial interviews remotely via Skype. When I was offered employment I gave serious consideration to working here, staying here during the the week, and then flying back to the UK for the weekend, such is the ease of travel that being able to cross several hundred miles and a few countries every week is simple and easy.

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Must attend HR events in 2018 – the Zukunft Personal Universe

Zukunft Personal Events 2018

Photo: spring Messe Management GmbH

With the warmer weather the conference season is also upon us. If you are like us, you are also looking forward to the events of the HRM conference calendar of 2018. Where is the most useful place to learn about the latest HR industry trends, get inspired by opinion leaders and network with like-minded professionals? The Zukunft Personal events, of course! On this blog we talk a lot about Zukunft Personal Europe, the international flagship conference and expo of the Messe Management events, but did you know that the organiser team pulls together several other top HR gatherings as well?

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Too small for the digital revolution?

no business is too small to go digital

Photo: pexels

AI, smart machines, digitalisation – not a day goes by without an abundance of articles or news items about these latest tech developments. If the threats about robots stealing jobs were not enough, now the fear about data and its farming may have caused further alarm in citizens and businesses all over Europe. How can companies keep up with the rapid shifts in technology?

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What the top employer review sites predict about the future of work

Employer review sites

Photo: Unsplash

Employer review sites have made an incredible progress from a platform catering to disillusioned employees and turned-away jobseekers, where they could vent their frustration and disappointment. The last years have seen these sites, and their member base growing in confidence and maturing into a reliable source of labour market insight for both job hunters and HR managers, even supply chains and researchers.

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How to win in the war for talents?

How to win in the war for talents?

Photo: pixabay.com

Samuel Thomas Johnson was a young boy when he wrote a letter to the CEO of LEGO telling them that working at the company was his dream job, and what does he need to do to be hired by them. He received an encouraging answer with a list of qualifications a design engineer may need to be hired by LEGO. 15 years later as a young graduate he pursued the company and landed his dream job, working on projects like Ninjago and the smash hit the LEGO movie.

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Digital transformation is not science fiction – how to get people to engage with it today

Digital transformation is not science fiction - how to get people to engage with it today

Photo: pixabay.com

Talking to the main sponsor of Zukunft Personal 2017, SAP, represented by Stefan Schuessler, Business Development Manager Human Capital Management, one thing becomes blatantly clear: Digital transformation is in the hands of people. It needs to be embraced, explored and used by humans. So in a way, even technology platform providers and enablers, just like SAP, need to reach out to the professionals and engage them in learning about the technology and the role of people in making technology useful and a value add to businesses.

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8 talent management trends for 2018

trends-in-talent-managment

Illustration: Studio Fee Overbeeke

When you ask CEO’s and CHRO’s what their key priorities are for the coming year, talent management always is one of the issues high on the list. Talent management is an easy and safe choice. Nobody will argue that talent management is not important. Supervisory Boards love to talk about succession and talent management. Talent management is generally seen as something long-term. When you hear terms as “strategic”, “long-term”, “future” and “investment”, you must be careful. For talent management this means: it is important, but not urgent. For the CEO, it means: I have ticked the box, but now HR can deal with it. Of course, I will visit the final session of the senior management program, of course, I will personally mentor one or two high potentials, but please, do not bother me too much about talent management, I have more urgent matters on my plate.  A big challenge for organisations is to make talent management urgent, and to make it a priority of today, not of the future.

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