The past few months have not made the spread or deepening of the topic of workforce analytics (WFA) – or people analytics – any easier, although the alignment of resources is currently very important and of immense importance for future competitiveness. Why is that? Is there too little data? Do we lack sufficient expertise in [...]
Organisational Development (OD) should be implemented on all three levels of the St. Galler Management House − normative, strategic and operative. There is no either-or but only an as-well-as. From this perspective − in accordance with the title of this post − OD is much more than employee participation and change! […]
In the last few months I have taken Daniela Kudernatsch’s strategy execution benchmark study to hand and used it to “mirror” ongoing projects. This gave rise to five essential claims. I already set out three in September; This article is about two more. […]
With the restructuring of a company good and bad news often go hand in hand: while layoffs and adjustments in customer and product segments are often the case, a company after a properly executed restructuring achieves lasting sales and profit increase and creates new jobs. […]
Organisational Development (OD) is a general term for a planned, systematic and goal-driven shift in the organisational structures and processes as well as the behaviour of the employees of a company. On the one hand, it is supposed to improve the company’s performance while, on the other hand, it supports the development of every single [...]
A lot of work for recruiters in addressing and attracting young professionals: The need for skilled workers is high, and so are the challenges for recruiters – especially with a view to nursing and STEM professions. The corona pandemic now tops it all off. […]
Two new articles deal with the demands that are necessary for the implementation of strategies to be successful. There is no guarantee of success, there is also no “one size fits all” approach. This makes it all the more important to know and experience from practice that can be used as a guide. [...]
Digital technologies are developing exponentially and in the process are eliminating old jobs and creating new ones. Being ready for and willing to change is central in this time and HR should propel and participate in this cultural change. […]
Artificial intelligence (AI) now has a decisive influence on decisions in almost all areas of life. The technologies that make this possible are developing rapidly and are becoming more attractively priced. So why is it that the vast majority of companies have only used AI in pilot projects or in a single business process? [...]
Due to new challenges, business models have to be continuously questioned and adjusted. First, the actual concept of business models has to be examined. After that, the current set of facts should be evaluated and finally, one should look at possible courses of actions in corporations − in our case, insurance companies. […]
