Especially HR cannot evade the so-called mega trends like demographics, value change and digitalization. The demographic change requires people development for advanced age, health-oriented employee management and training measures, also for leaders. The value change requires the arrangement of work, family and leisure time as well as the consideration of generation X and Ys’ work attitude. The digitalization continuously requires new job profiles and the request for highly specialized and qualified professionals and leaders with IT competence increases. These trends are accompanied by notions like health management, big data in HR and war of talents. Therefore, the HR function faces the challenge to set up their models and concepts, their processes and instruments as well as their organization and workforce with motivation for change. By conducting a trend analysis, we prepare critical topics and present them transparently. Always having your specific issue in mind.
HR work 4.0 – Our economy is in the middle of a revolution. The four mega trends mobile, social, cloud and analytics take digitalization to the next level. While people and machines connect with each other, a new generation enters an old labor market, who do not know a life without being part of a digital network. Meanwhile job descriptions become more challenging and complex, demanding new competences from the employees. How is HR going to react on these changes? How can an effective HR work 4.0 look like? But way more important will be to take current employees on that journey. We support you in evaluating the consequences for your organization and help you with our services, especially our organizational development, in mastering the changes.
Analysis of the job market and demographics – everyone is talking about the demographic change and anywhere you can hear employees missing. On the other side it is complained about high underemployments rates. Further, the digitalization and automation by robots will lead to less jobs. What is the impact of this for organizations? Which impacts follow for the HR functions? These questions need to be answered differently for different companies. An emotional- and ideology-free view by using out HR trend analysis, will help you in choosing the right measures in order to prevent impact for your company.
Predictive analytics – predictive analytics is a subset of business intelligence (BI). Business intelligence is used as a generic term for all kinds of data analysis within an organization. Due to business intelligence, companies are able to answer questions regarding the current economic situation by collecting, evaluating and depicting organizational data systematically. Figures and evaluations of end of month or quarter, in combination with as is-to be comparisons support the management in making a better operative and strategic decision. BI mainly deals with incidents of the past and their impact on the present. It answers questions about the happening (What happened?), the amount, frequency or reason of an incident. Tools for this are for example reporting (KPIs, metrics), automated monitoring (alarm in case of exceeding or dropping below threshold levels), dashboards and ad-hoc-requests. Predictive analysis starts where reporting ends. Instead of only analyzing the existing situation, predictive analytics tries to make predictions about possible happenings in the future, with the help of data models. HR trend analysis helps you maintaining the overview.
