Keeping up with new technologies – and the right HR strategy

How does the personnel strategy have to react to increasing digitization? Definitely with a strong focus on IT competence. Because the technology boost requires new skills in the company not only temporarily, but permanently. A challenge for managers and HR departments.

Technological progress comes more into focus

It is obvious: a lot has changed the world of work in many industries, i.e. digitized it in large areas. According to recent research by Robert Half, 38% of around 1,500 hiring managers surveyed worldwide say that their company has accelerated the adoption of new tools.

Take new customer requirements into account

Although the workforce will return to their companies, remote work remains a dominant issue. Because not all employees should be willing or able to return to their old job permanently. Be it because you prefer to work from home, be it because your employer wants to reduce costs by outsourcing your job to the home office.

But beyond that, companies also have to adapt to new developments. Because the demands and work processes have not only changed internally, but also on the customer side. Therefore, one of the to-do lists of executives:

  • intensive digitization of products and services,
  • better use of customer data,
  • continuous improvement of operational efficiency,
  • stronger networking with the IT systems of business partners.

Emerging Technologies That Are Here to Drive Innovation | Africon 2019

Spread IT competence on a broad basis

The challenges mentioned can only be mastered with an appropriately aligned HR strategy. This means that companies need specialists whose skills give them advantages in the technological race with other market participants. Talents are required for different IT areas. Therefore, the personnel strategy should focus on specialized employees with qualifications in the following areas:

  • Data analysis,
  • Machine learning,
  • Cybersecurity,
  • Software development and
  • Cloud infrastructure.

Filling these and similar IT functions will not be easy. The shortage of IT specialists was problematic. Today, due to the advance in digitization, there is a strong demand for qualified experts. Now the economy has picked up on a broad front, they are likely to be even more popular. That is why companies have to prepare for this as early as possible and draft a recruiting roadmap. It is important to work closely with those responsible in the relevant departments. You can best assess which skills you will need in the medium term.

Focal points of a far-sighted personnel strategy

The requirements for HR planning differ from company to company. However, there are points that will be important across the board. In order to develop far-sighted personnel planning, the following aspects and tasks should be taken into account:

  • The likely end of the crisis,
  • The staffing requirements to be expected,
  • Check support from recruitment agencies,
  • Planning the future order situation,
  • Make home office arrangements,
  • Follow technological developments and
  • Determine the need for additional IT infrastructure (e.g. use of remote maintenance, virtual and / or augmented reality).

Managers must identify these and comparable issues as early as possible and bring them together in an individual personnel strategy. Then your companies can be technologically up to date.

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