Does HR management still handle a lot of time-consuming, administrative work? Then it’s high time to change that. Societal changes such as the shortage of skilled workers or digitalization are presenting human resources management (HRM) with a major change process. HR must continue to evolve – just like all other areas of business. And technologies make an important contribution to this development. Digitization makes many of the processes more consistent, transparent and error-free. It is a must for all companies that want to develop positively and ensure future-proof HR management. In the HR area, the right software can take away many administrative, time-consuming processes, so that HR managers can devote more time to their employees. And the employees themselves also benefit in many ways from digitized and individualized processes in their everyday work. But as often as one hears and reads about the need for digitalization, so little has actually happened in many companies.
One of our core competencies is the development, implementation and management of continuing education programs, incubator centers and vocational training centers.
The promotion of skilled workers and the qualification of (not only) young people belongs to the multifaceted area of corporate learning, which is the focus of our attention alongside management and development.
As part of the practical example published by iMOVE, we strategically realigned the continuing education centre of the private Université Quisqueya. The concept of the educational centre was revised, the educational offer was modernised and extended by digital possibilities. A language centre, the QM system and a train-the-trainer programme have also been integrated.
Everyone is talking about companies having to develop the skills of their employees for the future. This also means the development of digital competences. But what is behind it? Digital competencies can look differently in every company – depending on the industry and the use of systems. For all of them, however, it is true that on the one hand, cross-occupational digital competences are involved and, on the other hand, occupation-specific digital competences.
The cross-occupational ones are composed as follows:
The digitalization is rolling like an avalanche through the industrial countries at the moment. Everything is absorbed and changes the complete environment or society through this. This digitalization, the so-called digital transformation or also revolution, running through our country – for my taste actually much too slow – changes us and our complete culture.
Much is reported and discussed lately over the so-called digital media and the competence connected to that. But what is standing behind it? What is part of the digital media and what kind of competence one must acquire?
A digital transformation doesn’t contain the use of digital technologies in the first step but the development of a strategy, which contains infrastructure, organization models and the quality of the management. In the meantime, the digital transformation should have arrived everywhere. Also in the HR (Human Resources) department, at least in the use of language and the expectations to this.
As a freelance “MAKER”, I travel – just as my colleagues – a lot professionally. While being in different cities, I always like to take time between different business meetings to visit local museums and their exhibitions. As it became usual in my generation, and also in my occupational group, I always have electronic devices with me, among others a small laptop. Digitalization is part of my daily work as well as part of my way of life and passion. Generally, within our society, the so-called digital revolution has made the digital devices part of the life, learning and workspace.