Workforce Transformation

Make your people your competitive advantage.

Every organization faces unique challenges, but the levels of uncertainty are rising for all: Constantly changing environments, disruptions, increasingly complex markets. Financial means or market share will not suffice to stay ahead of the competition, but people will.

The workforce evolved to be the decisive factor for delivering on todays and tomorrow’s strategy. But the nature of work also changes. It becomes more digital, employees more demanding, and skills quickly outdated. What are the requirements for managing workforce and organizational structure in these circumstances?

Put people at the center of value creation. By interlacing the human and digital characteristics of work in all the building blocks of talent management. By making work digitally enhanced and personally engaging for people to rise to their potential – with HR being the enabler.

We help design and execute the transformation projects that turn your talent into a competitive advantage.

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Job Catalogs

Traditional organizational structures are not compatible anymore with today’s ways of working. We jump between cross-functional project teams, create multidisciplinary roles, and promote the empowerment of employees. How can we assure a manageable organizational design that is flexible enough for today’s demands?

The answer lies in the digital business dynamic itself: Build a job catalog that is specific in the roles but not too detailed, consistent in its data, efficient to manage, and aligned with your HCM (SAP SuccessFactors, Workday, Oracle). This makes your job architecture flexible, people analytics precise, and your talent management impactful. In HR-technology, you will maximize your investment and shorten implementation cycles.

Our methods to efficiently create job catalogs and architectures have been proven multiple times. You can use our proprietary cloud solution or your own. In any case, we make sure that your job catalog supports your changing organization.


Skills Management

To keep growing, companies need to become even more adaptive than they are today. But how do you make your people flow with constantly changing work, strategies, and processes, if they are demanding more growth for themselves? The answer is skills management, a cross-cutting approach to talent strategy with repercussions throughout your entire organization.

It’s enabled by AI, but it’s not a tool. It’s a series of interconnected building blocks to become a learning organization – with the employee at the center. It will boost talent development, employee engagement, talent mobility, upskilling/ reskilling, people analytics, and even workforce planning. As long as we keep in sight how they all play out together. We partner with you to design and implement the entire journey. From a skills taxonomy to closing your skill gaps, supported by an independently selected software.

Skills Management Skills Management – Use Case
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Strategic Workforce Planning

Organizations have always planned for the future. Today, the future seems nearer than it ever was. Workforce dynamics changed through digitalization, skill shortages, an ageing workforce and shifting demands from customers and employees. They put HR under pressure to anticipate how changing strategies will alter an organizations’ workforce needs.

Strategic workforce planning enables HR to translate business drivers and technological change into future demand for skills and competencies, assess supply inside and outside the organization, and map how to close the gaps. It’s an ongoing process because also workforces flow. But with software supported people analytics, technological impact planning, and suitable modelling, you can make sure that your people strategy will be synced with your business goals.

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People Analytics

The power of data can create competitive advantage for entire organizations. The same is valid for HR departments. Data-driven insights enable HR teams to take better informed, evidence-based decisions on talent and processes. And demonstrably contribute to better organizational performance.

Valuable data sources can be found throughout your organization. To put them to work, you will need a strategy to tie it in with your business goals, build the skills, and choose the tools that make your data work best for you. Once applied, it generates actionable insights to start solving some of your biggest challenges. From identifying skill gaps or drivers of performance, to streamlining operations, humanizing your employee experience, and dynamic allocation of talent.

People analytics creates positive effects throughout your HR organization, HR transformation, and will shape your organizational strategy. We work with you to unlock the power of your data.

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Technology Impact

Digital transformation is challenging business leaders to rethink business models and organizations. In the last years, their most important learning has been that the success of change initiatives depends more on people working with new technologies than on the technologies themselves.

It is therefore paramount for your future success to include the potential effects of new digital technologies into your workforce planning and adjust your change initiatives. Which technologies will have the largest effect on your workforce, on which roles, and in which location? How does this translate into the need to build new skills, into opportunities to save costs, or into the need to adapt your structure? When is the best time to invest?

Supported by our proprietary foresight-tool Global Technology Impact, we can help you assess the impact of new technologies on your company, choose the best HR-measures on time, and ultimately create a unique competitive advantage.

Related Service:

IT for HR

People strategy = business strategy.