Consultancy on HR-Function Transformation

HR Operating Model

In a rapidly changing and disruptive world, the HR department not only has the opportunity but also the responsibility to actively shape the corporate agenda as a driving force. To do this, HR must move away from the rigid organisational structures of the Ulrich era and add the necessary transformational and immersive structures to what remains a reliable service delivery. In this context, immersive means that the boundaries of the HR function are dissolved and HR becomes part of the operational business. This gives it the necessary insights and competences to drive the upcoming transformation of the entire workforce.

The HR function that can fulfil these requirements and its role in the company differs significantly from today's functions in terms of structure and orientation. The "Immersive People Function" HR model we have developed fulfils these requirements and thus enables the following and other benefits to be realised.

Translating business requirements into HR structures

The HR function must be equipped with skills that allow it to plan and implement workforce strategies. From workforce development planning and organisational design to implementation and ongoing workforce management, HR pursues a wide range of value-creating tasks.

Acting flexibly

Workforce agendas are diverse and so is the Immersive People Function. The classic and project-based organisational forms exist flexibly side by side and are used for different teams in a purpose-oriented manner.

Embedded in a People Experience Layer and organised around an Intelligence Hub

The Immersive People Function is a data-centred function that is integrated into the business. Employee experience platforms control and enable direct interaction with the workforce, act as sensors and allow proactive transformation and intervention in the workforce.

Together with you, we build on our Immersive People Function concept, which is individually tailored to your HR function, strategically fits the company and is scalable for the entire organisation. Together, we answer important questions such as

• What does the current organisational structure look like, which gaps need to be closed and which pain points need to be eliminated?
• How can we ensure that the HR operating model is both efficient and aligned with the needs of the organisation, the employees and the business?
• What does the current process organisation look like and how do processes need to change in order to enable optimal and smooth HR activities?
• Which technologies should we invest in now and how do we ensure that they are utilised optimally?

Our services are designed to support you at every stage of your transformation to build a successful HR organisation together and develop the necessary skills and competencies for the future. Get in touch with us. We look forward to getting to know you and convincing you personally of our expertise.

Download Flyer “NextGen HR Operating Model”

To the Recording of our series “NextGen HR TOM”

HR Customer Experience & Operations

“Employee experience” is more important than ever before. Attracting, retaining and developing talent is critical to competition. At the same time, employees are confronted with a multitude of information and requirements in a complex environment. What's more, the "one-size-fits-all" individualisation trend is a thing of the past. The HR function must succeed in switching from an "inside-out" to an "outside-in" perspective in order to contribute to employee and HR customer satisfaction through the HR customer experience. Our "NextGen" HR Customer Experience Framework offers an approach for this.

The customer experience plays a decisive role in HR Shared Services in particular. For too long, HR Shared Services Centres have been seen as a mere means of reducing costs. With "NextGen" HR Operations, we are meeting cost-cutting agendas as well as digitalisation and automation requirements and creating the link between human and technology-driven service delivery. "NextGen" HR Ops enables the leap into the next generation of HR Operations, which offers the highest level of customer centricity, service quality and technological integration.

In order to successfully implement the CHRO agenda, HR Customer Experience and Operations must be taken to the next level. To this end, we are focussing on the following three guidelines.

Affordable revolution in premium HR

Repetitive work in HR should be a thing of the past. Automated HR solutions need to be implemented in the back office to free up capacity and resources for workforce transformation.

Unlocking the future now

The power of AI in HR. It is advisable to explore new possibilities in customer interaction and use them in a targeted manner to further increase efficiencies and improve the customer experience.

Data-driven HR

The key to an optimal employee experience. It has never been easier to personalise the HR experience for employees, identify problems quickly and accurately or optimise processes based on data.

Together with you, we take a look at your HR organisation and work on holistic solutions to answer the following questions, for example:

• How do we make HR Operations fit for the future?
• What are your HR customers' pain points and how can we address them?
• How can we ensure that the solutions we use improve the customer experience?
• Which technologies and which AI should we invest in now and how can we ensure that they are utilised optimally?

Our consulting services are designed to support you at every stage of your transformation and work with you to find a tailor-made solution for your organisation. Get in touch with us. We look forward to getting to know you and convincing you of our expertise in person.

Download Flyer “NextGen HR Operations”

Download Flyer “NextGen HR Customer Experience with Microsoft solutions”

Tech-integrated HR-Transformation: Is your organization prepared for the digital future of HR?

In today’s dynamic business landscape, organizations face the challenge of digitizing their HR processes while ensuring a positive employee experience. Fragmented technology and HR functionalities can lead to inefficiencies, reduced employee satisfaction, lowered engagement, and missed opportunities to leverage AI and cloud solutions. Studies indicate that organizations are aware of these challenges and recognize the need to strategically deploy and utilize technological innovations. But how can this be effectively achieved?

Empower your workforce with cutting-edge technology

Transform your HR functions by seamlessly integrating advanced technology to significantly enhance employee experience, efficiency, and productivity. Therefore, a comprehensive tech-integrated HR transformation is essential, as this approach not only improves operational HR tasks but also incorporates technological elements. It is crucial to adopt a holistic perspective that considers all users (Employee, Manager, Candidate, etc.) to enhance the user experience and mitigate potential disruptions. With an integrated technology landscape, both your workforce and HR will be able to streamline and make processes more user-friendly.

Cloud-solution is just the beginning – People Experience is next

Implementing a successful cloud solution establishes a robust foundation for a global data structure, yet this is merely the starting point of a comprehensive transformation. After systematically harmonizing processes and setting them up in the cloud, the focus shifts to the people experience. This involves establishing a single point of contact and a seamlessly integrated technology landscape. Rather than viewing the limitations of cloud systems as fixed, our approach emphasizes prioritizing the workforce. The cloud solution is augmented with intelligent features to elevate and customize the people experience.

Optimize your HR function with our people-centric transformation approach

Our goal is to enhance HR functions through enabling technology, ensuring end-to-end efficiency, and improving people experience. Partner with us and bring your HR organization to the next level with our tech-integrated HR Transformation approach, designed to support you at every stage of your journey, ensuring a successful integration of technology and AI, while simultaneously enhancing and prioritizing the employee experience.

Together, we will address critical questions to drive your HR transformation with focus on technology and AI integration:

• Which advanced technologies and AI could we incorporate to streamline our HR processes and improve operational efficiency while boosting employee experience?
• How do we assess and address skill gaps within our workforce to align with our corporate strategy and future needs?
• What is the optimal framework for integrating AI and cloud solutions to ensure seamless user experience for employees, managers, and candidates?
• How can we ensure data privacy and security while utilizing AI and cloud-based HR solutions?

Are you ready to embrace the digital future of HR? Join us in transforming your HR and empowering your workforce through innovative AI and technology solutions. 

To the recording of our series “NextGen Tech-integrated HR-Transformation”

Total Talent Transformation – A holistic perspective on talent management

In today's dynamic business world, employees are no longer just a human resource, but an essential key to sustainable success and competitive advantage. The active management of the existing and future talent pool therefore plays an important strategic role within organisations.

A holistic view of the entire HR value chain that encompasses all relevant components - from strategic workforce planning, talent acquisition and onboarding to learning, performance management, succession planning, career paths, internal mobility, total rewards and offboarding - is essential. This link can only be achieved if all elements are considered as a whole and the process related and technological conditions enable the various building blocks of an employee's personal career path to be flexibly linked together. This creates the conditions for recruiting suitable talent effectively and efficiently and retaining them in the company in the long term.

Strategic workforce development with a skills-based approach

Strategic workforce development with a skills-based approach is becoming a key challenge to ensure that companies create sustainable skills within the workforce in order to meet constantly changing market conditions. A clearly defined and implemented skills model forms the foundation for identifying skills gaps at an early stage and continuously closing them through talent acquisition and/or talent development.

Promoting talent retention through customised career paths

In addition, talent retention is crucial in order to keep the best employees in the company in the long term. Tailor-made career paths and a close-knit and personalised support concept allow talent to be promoted in a targeted manner so that they can develop their individual potential in the best possible way along flexible learning paths. This not only promotes employee satisfaction, but also has a positive impact on overall organisational skills and thus sustainable competitiveness.

Agile skills and talent management for uncertain times

In a time of uncertainty, agile skills and talent management is essential. Organisations must be able to respond proactively and flexibly to change in order to successfully meet the challenges of business transformation. Only through innovative and flexible talent strategies can organisations survive and thrive in volatile times.

Together with you, we will take your talent management to the next level, whereby our Total Talent Transformation approach can be tailored to the individual needs of your workforce, is a strategic fit for your company and is scalable for the entire organisation.

Together we answer important questions such as:

• What is your market environment and how can you formulate a talent strategy that fits it and your company?
• Is your current talent approach mature enough to keep pace with changes in the market and what optimisation potential is there in terms of talent acquisition and talent development?
• Which elements should be considered as part of a holistic talent management approach in your organisation?
• Which career paths relevant to your employees need to be defined and developed with the help of customer journeys? How can talent development programmes be designed accordingly?
• How and which technology should you use to make talent management needs-orientated and sustainable?
• Which flexible deployment options for talent within your organisation should be considered?

Our Total Talent Transformation services are designed to support you at every stage of your transformation, working together to build a successful talent organisation and develop the skills and competencies you need for the future. Get in touch with us. We look forward to getting to know you and convincing you personally of our expertise.
 

Download Flyer “NextGen Talent Acquisition”

Download Flyer “NextGen Talent Management”

 

To the recording of our series “NextGen HR Talent Management”

Download “PwC's PoV on Skill-based Organizations”

The Future of Learning: Key to Business Success

The world of working is changing rapidly – from business models and manufacturing processes to collaboration. With this transformation, the demands on employees and their skill sets are also increasing. However, recent studies clearly indicate that significant skill gaps have already developed in many companies. To address these challenges, organizations must fundamentally rethink their learning strategies and redesign their approach to learning.

This involves not only adapting to new technologies and methods but also fostering a culture of continuous learning and development. Leading companies have realized that their future success will directly depend on how their learning organization is structured. With foresight, yet agile. With digital offerings, but not exclusively. Cost-efficient, but not at the expense of the experience.

Sounds like a simple recipe?

It’s not! Successfully building a learning culture, establishing learning as a form of appreciation, and supporting employees in developing along the requirements of the business remains individual. Nevertheless, we currently observe an increasing focus on the following three levers that are helping our clients to realign their learning functions.

Targeted Employee Development Aligned with Business Strategy through Skill-Based Learning

To develop employees successfully, transparency is essential! A skill gap analysis helps to accurately identify skill gaps and address them with precise, strategic learning content and initiatives. Both the analysis and the programs should be developed in conjunction with business experts and continuously managed along the business strategy.

Technology and AI as a Helping Hand for the L&D Function and Learners

In the context of L&D, there are numerous applications for AI, such as enabling adaptive learning, identifying skill gaps, and practically supporting course creation or analyses. With the help of AI, learning can become more efficient, personalized, and impactful.

Efficiency Improvement through Optimized Learning Professionalization

Good learning offerings are always an investment. But not everything has to be expensive. By optimally balancing a portfolio of targeted content, a balanced mix of formats, and new delivery models, up to 20% of costs can be saved quickly – through transparency and benchmark-based portfolio rebalancing.

Together with you, we develop a learning strategy and operating model that is individually tailored to the learner, strategically aligned with the company, and scalable for the entire organization. We collaboratively address important questions such as:

• How can we ensure that the learning organization focuses on the topics that matter?
• What skills do we have in our company and where are the gaps that we need to close based on our corporate strategy?
• How do we need to position ourselves to optimize our L&D investments for maximum financial efficiency?
• Which technologies should we invest in now, and how do we ensure that they are utilized optimally?

Our learning services are designed to support you at every stage of your transformation, working together to build a successful learning organization and promote the necessary skills and competencies for the future. Contact us. We are looking forward to meeting and convincing you personally of our expertise.

Download Flyer “NextGen Learning”

To the recording of our series “NextGen Learning”

Download “PwC's PoV on Skill-based Organizations”

Gestaltung einer erfolgreichen und resilienten Belegschaft: Personalplanung mit PwC Deutschland

In today’s rapidly evolving business environment, dynamic markets, emerging technologies, and changing skills requirements demand agile, forward-thinking workforce planning. Only with this can companies stay competitive and strengthen the resilience of their workforce.

PwC Germany’s HR Transformation Team supports you in building a future-proof workforce. Using our proven approaches for Operational and Strategic Workforce Planning (OWP/SWP), combined with tailored People Analytics, we help you tackle today’s challenges while preparing for tomorrow, all while addressing the core of your CHRO agenda.

Operational Workforce Planning (OWP): Building Agility for Today’s Challenges

If your company frequently needs to adapt quickly to shifting demands and new challenges, our OWP approach provides the foundation for agile and efficient workforce planning. We help you:

• Boost Agility and Efficiency: OWP empowers you to flexibly adjust your workforce to changing market conditions and operational needs, optimizing workforce management through modern technologies to increase both efficiency and employee satisfaction.
• Plan in Real-Time: Leverage real-time data and analysis to dynamically adjust workforce plans for demand changes, production peaks, or unforeseen events, ensuring responsiveness in volatile markets.
• Proactively Address Skill Gaps: Identify and bridge skill gaps by redistributing staff, hiring (e.g. freelancers), or implementing targeted upskilling and reskilling programs.

Strategic Workforce Planning (SWP): Preparing for Tomorrow’s Opportunities

Looking to develop a sustainable, data-driven workforce strategy that aligns with your long-term business goals? Our SWP approach equips your HR function to:

• Build a Resilient and High-Performing Workforce: Model future skill and workforce needs, anticipate gaps, and take proactive measures to close them. For instance, forecast future skill gaps in areas such as automation and AI and implement training programs to build those capabilities in your workforce.
• Enable Technology-Driven Planning: Use data-driven forecasts to develop action plans for various market scenarios. Model workforce needs based on business shifts and ensure your company is agile and prepared for any eventuality.
• Seamlessly Integrate with HR: Align SWP with your HR processes by defining roles, building necessary competencies, and syncing workforce planning with your overall HR strategy.

People Analytics: Strengthening Your Workforce with Data-Driven Insights

Want to make informed decisions and maximize your workforce’s potential? People Analytics provides the insights you need to:

• Increase Productivity Through Data-Driven HR: Identify top performers, understand employee needs, and tailor development programs for maximum impact.
• Recognize Trends and Mitigate Risks Early: Spot trends like turnover or absenteeism early, enabling proactive interventions that improve workforce satisfaction and reduce operational risks.
• Personalize Workforce Development: Analyze individual skills and potential to precisely plan training initiatives and career paths, equipping your teams with the skills needed to tackle emerging technologies and market demands.

Tailored Solutions for Your CHRO Agenda

To meet the core objectives of your CHRO agenda, we work with you to answer critical questions:

• How can we ensure your workforce strategy drives your business goals?
• What are the current and future skill gaps in your company, and how can they be closed?
• How can workforce planning be optimized for maximum efficiency and ROI? 
• Which technologies and analytics tools best support your workforce planning needs?

Our approach encompasses not only SWP, OWP, and People Analytics but also offers modular, scalable solutions tailored to your specific needs. Whether you’re in manufacturing, services, or technology, we develop a strategy uniquely suited to your company, elevating your HR function to the next level.

Get in touch today to design your CHRO agenda with our experts and elevate your Workforce Planning to the next level!

Download Flyer “HR Data Analytics”