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.
Photo: Dr. Bernhard von Mutius
Interview with Dr. Bernhard von Mutius, Senior Advisor at HPI School of Design Thinking
How can companies develop new concepts for employees and managers in a world of digital change? There is hardly anyone better to answer this than the future thinker and management coach Dr. Bernhard von Mutius who gained a wealth of experience in Silicon Valley and at MIT many years ago. For the pioneer of “Disruptive Thinking” in German-speaking countries, it is not about emulating missionaries and machine enthusiasts but about pursuing an individual approach for your own culture. He will be presenting his ideas on this topic as keynote speaker at the exhibition PERSONAL2016 Süd in Stuttgart on 10 May. We spoke to him in advance about “Disruptive Thinking” and the changes that digitalisation will bring about for employers. >>MORE>>
Photo: Tobias Danzer
At this year’s Zukunft Personal, “NOX the Robot” illustrated a trend in the working world: robots are being used more and more, especially in production. On 16 September, the larger-than-life robot NOX could be seen wandering around the so-called “FutureLAB HR” in Hall 3.2 on behalf of perbit Software. He interacted with the visitors there – talked to them, sang, danced, flirted, sprayed them with water – to demonstrate that working with robots need not be frightening but can be a whole lot of fun. The event robot is the brainchild of a start-up from Pforzheim, founded by Tobias Danzer. We talked to him about “his creature NOX”.
These days, everyone’s talking about digital transformation. It seems that everything that can be digitised is being digitised – this affects the workplace too. But what are the main technical trends that really matter? And what have HR professionals and executives got to do with it? We interviewed Rudy De Waele, Digital Transformation Strategist and keynote of the HRM Expo | Zukunft Personal, who helps company managers keep ahead of the competition in a time of digital change. Over the past 18 years, he has been coaching CXOs on digital transformation and open innovation strategies and has also mentored many start-ups. His book “shift 2020 – How Technology Will Impact Our Future” provides a valuable insight into how emerging technologies such as IOT (Internet of Things), robotics or AI (Artificial Intelligence) will influence our daily lives.
In our interview and in a podcast of Worklife Hub he talks about the impact of technology on the workplace and what HR can learn from start-ups. >>MORE>>
An inadequate candidate experience can leave you lacking in the talent department, and even struggling to fill open positions while global unemployment rates remain high. The application process is the first experience a candidate has with your company, and is crucial in their decision to work with you. Treating them as humans, not just another statistic, brings greater potential for you to hire the right talent.
So what can you do to improve your candidate experience with HR technology?