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.
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.
Photo: Julia Shaw (Zukunft Personal Europe)
The 2018 edition of Zukunft Personal Europe has come to an end, and for the next few months, we will be bringing you an account of the many highlights the packed 3-day event had to offer to visitors. In this first article, we are focusing on the role and place of women in the future of work, digitalisation and also the other side of the coin: human resources and human potential.
According to a Deloitte study, in Europe, women make up 45% of the workforce and yet, only 11% are corporate executives. Integrating more women into both the labour market and decision-making roles contributes to enhanced innovation capacity, better corporate governance, better market opportunities and an increase in the overall business performance of companies.
During the three-days, many women entrepreneurs were represented among the fair exhibitors and a good percentage of female professionals, researchers, and founders took the floor at the Keynote stage. The presentations they delivered contributed to the overall success of the event by providing interesting content, thought-provoking, and relevant information and insight. Moreover, many discussions and presentations were about the labour-market integration of women in the context of the future of work, which is a great sign, that more and more HR professionals, employers and service providers are conscious about the benefits of equality.
What are the strategic business arguments in favour of making progress towards gender balance? How can changing the culture of the organisation attract a more diverse pool of talents? Who are some of these women influencing the future of work?
Photo: Bettina Engel-Albustin (Dirk Müller), Jens Müller (Heidi Moser)
The strategic orientation of many companies is focused on digital transformation and the handling of disruptive business models. The digital revolution has also created a new position in management: corporations are increasingly appointing their own Chief Digital Officer or CDO for short, to tackle the mega trend of digitalisation. But what are the most important levers to manage digital change successfully, and where are interfaces to HR management? After all, it is the employees that have to support and shape the change. At Zukunft Personal Europe, keynote speakers Dirk Müller, CIO of Franz Haniel & Cie. and CEO of the digital unit Schacht One, and Heidi Moser, Head of HR at ratioform Verpackungen GmbH, will provide orientation and impulses in a joint keynote. In an advance interview, we spoke with them both about the collaboration between CDOs and HR managers.
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.
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?
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?
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.