Photo: Peter Porst – Zukunft Personal
To cater to the ever changing needs of their attendees, HR events, just as much as other meetings are constantly pressured to broaden their spectrum of topics covered and pump up the volume on everything they do from conference design to participant engagement strategies. The same trends that are shaping the world of work, like digitalisation, globalisation, demographic trends among others, are also influencing how HR conferences can best deliver on their promise to educate, inform and inspire visitors.
You can’t hide away from it: everywhere you turn Artificial Intelligence (AI) is embraced by industries and companies. Even the least anticipated sectors are taking advantage from the benefits of AI as, for example, in the music industry classical albums are being fully composed by computers, or in the news production sector where computer programs are collecting and personalizing sport related results, recaps and events to avid fans.
Artificial Intellingence is also shaping functions within HR such as recruitment, training & development or compensation & benefits. It shouldn’t be surprising, then, that by today Artificial Intellingence has become one of the main driving forces in lifting the burden off from the shoulders of HR, and there are two general directions towards which these developments are taking us. First: What is the best way of using the information gained from AI programs? And Second: What HR should do with its freed up time and resources thanks to AI? Is it really time for HR to take its well deserved place in the Board Rooms of companies and become a strategic partner, a role foretold years ago by HR thought leaders? Easy questions, but with no simple answers.
As the 2017 Zukunft Personal has already been covered in great breadth and depth through various summaries, articles or LinkedIn posts, we decided to bring you a new perspective and highlight those social media influencers who have profoundly shaped and determined the online conversation during the conference and exhibition.
Foto: Gary Kildare
Before his much awaited presentation at Europe’s largest HR gathering, we interviewed Gary Kildare, Chief HR Officer at IBM Europe, for our interview series with the keynote speakers at the 2017 edition of Zukunft Personal.
One of the key secrets to IBM’s long-term success can be found in the company’s ability to constantly reinvent itself, to continually transform and to search for strategic technologies that enhance human labour. It is a 106-year-old journey that now takes IBM to its present top position in the Artificial Intelligence and cognitive computing market designed to support, inspire and lead current generations. Gary Kildare has spent much of his professional career with IBM as an HR leader and I was pleased to speak with him about AI, the history of HR, Germany’s AI talent shortage and many more.
Photo: Thorben Albrecht
A podcast interview with Thorben Albrecht
In a one of a kind process, the German Federal government involved its 80 million citizens in co-creating the future of work. The process, which started in late 2014, involved experts, citizens, business, trade unions and artists, and culminated in a policy White paper at the end of 2016. Taking us into the details of Arbeiten 4.0, or Work 4.0 is Thorben Albrecht, Permanent State Secretary at the Federal Ministry of Labour and Social Affairs in Germany.
Anyone who followed the process since the beginning, perhaps at the annual Zukunft Personal HR exhibition in Cologne, where the Ministry and the stakeholders regularly presented the progress of the Work 4.0 dialogue, surely gets a sense of the forward-looking and innovative nature of this initiative. Perhaps one of the key aspects worth mentioning is the underlying motivating factor, namely not to let technological change shape the way people work and live, but to be more in control of these changes and trends, and find out first how do people want to live and work, and then ensure that technological change is an enabler for that.
Could it be really possible that almost everything your organisation is doing to promote learning and development is a waste of time? Why is it that innovation and learning programmes don’t deliver the land of promise that is coupled with innovative, talented and self-driven colleagues?
To deliver increased productivity, organisations must be in a constant state of adaptation, planned and unplanned learning. The concept that is often left behind from this track of thought is unlearning. Why is this approach crucial? Why is it so relevant for any organisation to adapt its HR practices? Buckle up, in this post we will walk you through unlearning.
Photo: Gunter Dueck, CommonLense.de
Interview with Gunter Dueck, mathematician, author, philosopher and future thinker
Anyone experiencing Gunter Dueck, the long-standing IBM manager, mathematician, author and star guest at many conferences and congresses, live for the first time, may wonder if they are hearing satire or simply harsh reality. We also experienced two different sides to him in the interview prior to his keynote speech at the exhibition Zukunft Personal. One moment he may be chuckling at his own explanations and in the next breath, he will be deeply philosophical. We talked to him about why it makes sense to have network-organisations today and what metawork means in human resource management. We hope you enjoy reading it! >>MORE>>
Photo: Stephanie Cherrin
Interview with Stephanie Cherrin, Investment and Program Manager for hub:raum Tel Aviv (Deutsche Telekom AG)
Tel Aviv has an impressive start-up scene: new businesses seem to shoot up like mushrooms. Around 1,000 of the total 3,400 start-ups in Israel are located in Tel Aviv – one start-up per 431 inhabitants (as at 2015). So Israel’s boom town is an interesting “innovation playground” for several international companies. One of them is Deutsche Telekom. We talked to Stephanie Cherrin, Investment and Program Manager for hub:raum, a kind of start-up network of the telecommunications company. She explains why Tel Aviv is a paradise for entrepreneurs and how established enterprises can profit from a cooperation with (Israeli) start-ups. >>MORE>>
Adventure digitalisation: but where does that leave the employees? Photo: Anne Spratt, StockSnap.io
Everyone’s talking about digitalisation and Work 4.0. No doubt about it, this subject is a must for human resource managers and other “work designers”, especially as they are still not putting on a particularly good show (see the example given here). Despite all the eagerness to move forwards, we would like to remind everyone of the main point and purpose of this venture: technology is supposed to serve people, i.e. the employees. Are we in danger of forgetting the employees by being preoccupied with digitalisation? We want to take a closer look at this question inspired by the main theme of the exhibition Zukunft Personal, ”Work 4.0 – The Employee Experience”. We hereby call upon everyone to take part in the Blog Carnival: Digital Employee Experience #DigiEmX.
Foto: Bastian Unterberg
A podcast interview with Bastian Unterberg
What if you could solve your complex challenges by asking the top talents from all around the globe to help you out? You can! It took a couple of years before the market was ready to embrace Crowdstorm as a concept and service, but it was worth the wait and patience for Founder Bastian Unterberg.
As a young design student at one of Germany’s top Universities, Bastian Unterberg found himself contemplating his career options. Looking at his peers, top creative young talents ending up in rigid organisations with hierarchies, he understood that he imagines his life differently. He was dreaming of a place where young creative can be mobilised for exciting projects for them to truly unleash their talent and accelerate innovation. At the time such a place didn’t exist, so he went ahead and created jovoto.com in 2006. To date they have solved over 400 challenges with a community of 80.000 creative professionals from non-profit campaigns to physical spaces, packaging or service design.