Digitalisation is reality.# 1 Digitalisation also means “automation”, the use of robotics and Machine Learning and, as a result, the elimination of certain activities and functions. # 2 Digitalisation means skillshifts. While fewer engineers are now needed to optimise the drivetrain of a car, there is a need for more software-engineers to design networked driving solutions. # 3 Digitalisation is altering business models or parts thereof at a rapid pace. The media, commerce and banks are taking the lead and the automobile, energy and other industries involved in research and manufacturing are following suit. Siemens, for instance, has changed around half of its portfolio over the course of the last decade (Source Siemens AG Business Report 2016). Therefore, it is the adaptability of companies that will decide their success and continued survival. HR can – and indeed, must – actively tackle these challenges. Today, we think in terms of two blocks of solutions:
1 The consistent use of technology in terms of the #Digitalisation of Shared Services and #HR-Tech throughout the entire HR-Lifecycle. In addition, HR will have to review which tasks and functions can be automated and at the same time managing the corresponding social implications.
2 Building Digital Organisations, i.e. predicting changes in competence and operational implementation thereof, taking a leading role in reshaping the organisational structures, establishing a digital culture, including the management and establishing forms of New Work.