Digitizing Personnel Development in SMEs: How Does it Work?
In today’s world, many HR departments are faced with the challenge of digitizing their personnel development processes. In particular, the area of personnel development in SMEs and other company sizes, which is linked to a large number of tables and data on qualification matrices, employee interviews, competence models and career paths, can benefit enormously from intelligent digitalization. However, the digitization of HR processes poses a challenge for HR departments and companies.
Thinking Outside the Box
A benchmarking study conducted by Personalmagazin with the University of Mannheim and the Rhine-Main University of Applied Sciences investigated the question of how satisfied HR departments are that have already digitized. Of 345 HR managers in SMEs with 50-2500 employees, 81% said that the existing processes were simply digitized, but far less energy was invested in efforts to fundamentally rethink their own work. This means that the digitization steps fell far short of the expected potential.
In this article, we will take a look at key strategies and steps that will help to successfully digitize workforce development.
The Personnel Strategy as a Starting Point for Personnel Development in SMEs
A crucial starting point for the digitization of personnel development is alignment with the corporate strategy. The aim was to identify personnel development measures aimed at the skilled workers of the future. On this basis, the goals of digitization can be optimally derived.
Evaluation of Existing and Selection of Future Personnel Development Measures
In order to optimally design personnel development, it is essential to evaluate the existing measures and to select future measures in a targeted manner. The focus should be on the needs of employees and managers in order to develop measures to retain and promote skilled workers. It is also important to analyze the degree of digitization of the processes and to identify optimization potential.
After analysing the current situation, the planning of the target perspective follows. There should be clarity about which topics in personnel development are to be addressed in the future. The corporate strategy and the personnel goals can serve as guidelines here. For example, if a stronger focus on self-directed learning is desired, it can make sense to implement a learning platform on which employees can learn independently, needs-oriented and regardless of location.
Another goal could be to improve learning transfer, which allows the 70:20:10 rule to be applied for more effective knowledge transfer. This means that 70% of learning should take place in everyday work, 20% through social learning and 10% through seminars/trainings.
By carefully analysing existing measures and selecting future personnel development measures, HR professionals can ensure effective and needs-oriented personnel development.
Sharpening the Mission Statement of the HR Department
The self-image of the HR department plays an important role in digitalization. It is crucial to define whether the HR department should be more service-oriented in the future, manage projects and accompany managers more closely, or whether agile action is required. By developing an HR digitization strategy, these change processes can be supported by developing scenarios for the future offer of the HR department at an early stage.
Development of Data Strategies in SMEs
The preparation of existing data and the development of data-based strategies are important steps in the digitization of personnel development. It is crucial to determine what data can be used in the company and how to gain strategic insights from it. This can be the basis for data-based decisions and the development of integrated personnel development.
Creation of a Digitization Roadmap and Implementation Planning
Once these aspects have been identified, a digitalization roadmap can be developed that focuses on the future. It is helpful to bring in experts in HR processes and personnel development instruments in order to answer the critical questions in a moderating manner. Detailed implementation planning makes it possible to effectively plan and implement the steps towards digitization.
Involving Experts in Personnel Development in SMEs
It is important to deal with future requirements and needs at an early stage and to find appropriate solutions. Experienced HR experts can provide important added value in crucial areas: They ensure a view beyond the horizon, a common vision with the stakeholders and, if necessary, they provide important assistance in the digitization and transformation process.
Conclusion
The digitalization of personnel development offers a wide range of opportunities to make processes more efficient and to make employee development and the design of succession processes more attractive. By strategically aligning with the corporate strategy, evaluating and optimizing existing measures, sharpening the mission statement of the HR department, developing data strategies, and creating a digitalization roadmap and implementation planning, companies can successfully digitize their personnel development.
In addition to efficiency and effectiveness, the successful digitization of personnel development offers the promotion and retention of skilled workers. By consistently pursuing this path, companies can optimally position themselves for the challenges of the future and remain competitive.
Study: https://www.haufe.de/download/studie-digitalisierungsgrad-von-hr-579756.pdf
Author: Tanja Martin
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