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Become a champion of your industry

Services and Competencies for a business in a changing world

Become a champion of your industry Services and Competencies for a business in a changing world

Become a champion of your industry

Services and Competencies for a business in a changing world

Become a champion of your industry Services and Competencies for a business in a changing world

Organizational Development

Personnel Requirements Planning

 

The digitization and automation of processes and individual work steps always raises questions about personnel management and personnel planning. These include questions such as:

  • Do the company's employees have the skills to meet the challenges of digitization?
  • Will the department need the same number of employees in the future?
  • Are new personnel requirements emerging from the growing use of RPA and artificial intelligence?

HDP is the experienced partner for answering these and other arising questions in order to carry out with a client a personnel requirement planning.
The personnel requirement planning determines how many and which employees are needed in the company, when and in which function, and which qualifications employees have today and must have in the future. The personnel requirement planning considers a quantitative and a qualitative determination of the personnel requirement.
The quantitative determination of personnel requirements identifies how many employees will be needed in the future to achieve the company's goals. Internal and external factors such as corporate strategy, age structure and economic developments are considered.
In the qualitative determination of personnel requirements it is assessed which qualifications the existing employees currently have and which qualifications the employees must have in the future in order to effectively occupy the required positions in the company.
After combining and evaluating the results of the quantitative and qualitative personnel requirements analysis, the gross and net personnel requirements are determined. As a result, a target picture of the future organization is created, and a tailor-made catalogue of personnel measures is derived.

 

The following outcomes result from the personnel requirements planning:

  • Quantitative overview of the actual headcount of the company
  • Quantitative overview of the target workforce in the planning phase
  • Analysis of the qualifications of the actual workforce
  • Identification of the personnel qualifications required in the future
  • Target picture of the future organization 
  • Catalogue of personnel measures

These results are used to identify necessary changes in the tasks and fields of activity of the affected departments and to determine and document the required capacities for each task. Existing job descriptions are, if necessary, adapted or new ones defined. A comparison of the actual status with the target status potentially shows how many and which changes a company needs in terms of personnel. The next step is to derive measures.

 

Identification of Qualification Gaps

These measures relate, among other things, to the identification of the qualifications of the actual headcount as well as the future qualifications of the employees required. As a competent partner, the HDP can also accompany and ensure the correct and complete identification of the qualification gaps and derive the required measures.
In order to determine the qualifications of the actual workforce, the existing job descriptions are reviewed, and interviews/surveys are conducted using valid methods to verify employee qualifications. The required target qualifications result from the planned target organization and the identified qualification requirements during the personnel requirement planning. Qualification gaps are then evaluated and documented.
In addition to the analysis of the qualification gaps, an analysis of the company-wide high potentials should be prepared as well as measures for the talent management of the company derived.
In addition to the change concepts, this can also lead to well-founded information about the strengths and weaknesses of the employees, including a statement regarding further development or a recruitment recommendation. However, it should be paid attention to the legal conditions of these activities, as well as to include HR and if necessary, also the work council from the start, in order to avoid conflicts and manage violations in the later period. The HDP can also be a competent partner in this regard.
The identified gaps must now be precisely addressed and closed. To this end, training and further training measures must be developed and implemented for existing employees, employee relocations are to be planned and, possibly, separation measures have to be initiated.
For unoccupied positions, vacancy notices should be reviewed and, where appropriate, adapted or replaced by new ones. A hiring plan for the period of change has to be prepared together with the HR managers.

 

Concept for Demand-Oriented Employee Training

The HDP and its qualified education and qualification partners can provide support here and create a tailor-made training concept, accompany the subsequent implementation and carry out the further training of employees.
The identified qualification gaps should be examined more closely in order to develop a further training concept for employees. It is necessary to group together related and complementary qualifications so that they can be mapped primarily to in-house or for common training courses.
The employees to be trained are grouped (if necessary, with the support of our partners from the education sector) according to their learning type in order to define for and with the client the most suitable training procedure for them. Then a planning horizon for the training measures should be defined by the management and the HR department so that the appropriate training units, courses or trainings can be selected from the training portfolio of the company or the external training partners.
The resulting training program, which accompanies the automation process, is then discussed, documented and implemented among those who are impacted.

 

Implementation of Education and Training Concepts

In order to ensure learning success and to transfer it into everyday working life, a variety of proven learning methods should be offered and applied. These include blended learning, web-based training, e-learning, but also face-to-face methods such as frontal teaching and coaching.
The selection of the right methods depends on the training plan, but also on experience and cultural aspects - online, on-site in the company or externally with an education partner are potential options.
It is important that HR actively supports the training phase, publishes regular information about the changes implemented and planned, and offers the opportunity for individual and group discussions.
The learning progress of the employees and the success of the further training measures should be recorded and documented transparently for the employee.
The HDP has recognized and excellent partners in the education sector and can support clients in implementing their education and training concept in a targeted and efficient manner.