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Category: Human Resources & Corporate Learning

You don‘t live modern personnel management in your company? Are you thinking about how HR Management could look like in the future? THE MAK’ED TEAM makes your human resources work sustainable.

Katharina Auer

Future Skills: What Skills will be needed in HR Management tomorrow

The world of work, with all its demands and tasks for each individual, is changing at breakneck speed. The advent of new technologies such as AI-based tools requires HR employees to have a wide range of new skills. Technical and digital skills play an important role in successfully shaping the HR management of the future. In an increasingly networked and digital world, the ability to deal with technologies and innovations is essential. This includes certain basic digital skills and, depending on the position, role and sector in HR work, also more in-depth specialist knowledge, for example in dealing with AI or managing large amounts of data. HR analytics will also continue to gain in importance, but certain “classic” skills in creativity, agility or problem-solving skills will also be increasingly in demand.

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Fabian Reinhardt

Smart, patient, available around the clock: The Role of Intelligent Chatbots in HR

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Recruitment used to be a time-consuming business: HR employees spent hours sifting through applications, conducting interviews and evaluating potential candidates. This is changing fundamentally with the use of intelligent chatbots. The use of artificial intelligence (AI) and the automation of processes are on the rise in German companies and their HR departments. Only a few companies are currently using AI in HR, but many have planned the use of AI-based tools. The Leibniz Institute for Economic Research ifo conducted a Randstad-ifo HR manager survey on the use of AI in HR departments in the third quarter of 2023. Although the results showed that only 5% of the companies surveyed were using AI in HR at that time, a quarter of the companies were planning to use it. AI-based chatbots are among the up-and-coming technologies here. As intelligent virtual assistants, these text-based dialogue systems can significantly relieve the burden on HR departments by taking over time-consuming HR tasks. Chatbots are placed in the respective platform – such as Microsoft Teams or the intranet. They are able to generate and curate content. In this function, chatbots can take over the company’s standardised communication processes, such as the written exchange with applicants. Read more

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Katharina Auer

A Priority for SMEs: Strengthening Employee Loyalty

Stable employee retention is a top issue at management level today and a decisive factor for corporate success. For many companies, the issue is exerting enormous pressure in view of the increasing shortage of skilled labour and rising staff turnover. If employees resign or have already quietly resigned and are only doing the bare minimum of their daily workload, this costs the company money. According to the Netigate study on employee engagement from 2023, the intention to resign has increased and one in four people are considering quitting in the current year. How can a company counteract this trend and retain its employees in the long term?

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Katharina Auer

Introduction of a new HR IT system and a lively learning culture for the future viability of the company

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In order for a company and its organization to be future-proof and marketable and to be able to constantly question, develop and change accordingly, it needs, among other things, a lively learning culture. Nowadays, with all the fast-moving changes and requirements, organizations and their employees should continuously learn and tap into their knowledge. The focus of change is therefore shifting more towards the employee, and with it the continuous learning of the individual and the development of knowledge and skills. Can the company’s current knowledge and learning tools provide employees with the necessary resources and opportunities for continuous learning and knowledge reference? Or do other formats, tools and methods need to be used and practiced?

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Fabian Reinhardt

Shaping the future, increasing performance: competence management in production

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An essential backbone of manufacturing SMEs are production employees who are proficient in the applications and have the relevant experience. These employees are crucial for the innovation and competitiveness of the company. In order to keep pace with the many changes and transformation processes in the competitive environment and to fully exploit the innovative capacity of the company, it is important to promote and permanently develop the competences of the employees in production. This can be implemented in a focused manner with strategic competence management. Read more

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Katharina Auer

Competence Management: The Right Tools For Optimal Employee Development

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Competence management is important in a company to ensure that employee resources are used optimally. Through competence management, the skills and competences of employees can be developed and used in a focused way. Competence management is a demanding task. How does the company know what competencies a person has outside their field of work? And how can these competences be used professionally?

In order to solve these and many other challenges in competence management without spending a lot of time and personnel, the use of skill management tools can be a useful method: The right tools ensure that skills management can be implemented efficiently. Digital tools can be used for every step along the employee life cycle and significantly improve the results. The tools start at different points along the employee’s career path. Which tool or mix of tools a company needs depends entirely on individual needs. All-in-one solutions are often very powerful for SMEs. The key question in the selection process is: What requirements should be met by the competence management system?

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Fabian Reinhardt

The Power of Online Reputation: How Rating Portals Influence SMEs

In recent years, rating portals have become increasingly important for a company’s image – especially as an employer. How employees, former employees and applicants have rated a company as an employer has become an indispensable source of information for potential applicants. The ratings can be submitted anonymously and free of charge and can be accessed worldwide and permanently. Rating portals thus create enormous market transparency and have a considerable influence on whether and how a company is perceived as an attractive employer. The ratings of one’s own company on the various online platforms have a strong signal effect in the environment of potential applicants and customers. Read more

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Fabian Reinhardt

A Review – this is how our Event & Dialogue “Robust, Adaptable, Strong: Resilience Management in Practice” went

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Resilience was the topic of our Event & Dialogue, which we held at our Nuremberg location in April 2023. Together with our cooperation partner stg Die Mitar-beiterBerater, we looked at resilience from different angles with our guests. Read more

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Fabian Reinhardt

We invite you to: Our Event & Dialogue on Resilience Management in SMEs

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In the current economic situation, which is challenging for most companies, we will be devoting ourselves intensively to the question of what makes medium-sized companies resilient at our Event & Dialogue on 19 April 2023. In cooperation with the employee consultancy stg, THE MAK`ED TEAM invites managing directors, executives and HR managers to a joint evening above the rooftops of Nuremberg, which will be dedicated to professional exchange and dialogue. The focus will be on many practical topics related to resilience management. THE MAK`ED TEAM will give an overview of organisational resilience: How can a company develop the right balance between stability and flexibility? We will show management approaches and discuss resilience strategies suitable for SMEs. stg will again look at individual resilience: What can the company do to strengthen the resilience of its employees? The Event & Dialogue “Robust, adaptable, strong: Resilience Management in Practice” offers an intensive professional exchange. The agenda includes:

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Fabian Reinhardt

A Balancing Act between Stability and Flexibility: Resilient Companies

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The medium-sized companies sector is in permanent crisis mode. That is why the question is more urgent than ever for many medium-sized companies: How can we set up our organisation in such a way that it is immune to external disturbances and emerges from crises unscathed? How can the company grow and develop even in an unstable environment? This requires resilience.

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