Working world 4.0 and new tasks for HR: Trend Collaborative HR


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The developments in the human resources department are clearly moving towards collaboration and networking. And it urgently needs to dissolve silos and promote new projects. Because waiting for HR managers, new exciting tasks. Working world 4.0 and new tasks for HR: Trend Collaborative HR Working world 4.0 and new tasks for HR: Trend Collaborative HR

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Current challenges for personnel

Overview

Human resources managers are currently facing the challenge of implementing major topics such as digitization and collaboration in the field of human resources Company contribute.

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The networking of experts is becoming a decisive and superior task, which is increasingly accepted by board members and managing directors. They have recognized that closer collaboration between departments is becoming more and more important for companies in order to promote cross-cutting projects.

Personal contact remains important

Overview

Digitization facilitates project management in companies and helps to simplify process. Experts subsequently assumed for some time that collaboration would become increasingly virtualized in the future. This view is today largely outdated - or at least it was recognized that it is not true in one-sidedness.

Rather, both corporations and small and medium-sized enterprises have had the experience that personal contact between specialists from different departments is becoming increasingly important.

Cooperation across borders

Overview

The problem is that they often do not even know colleagues from different areas. HR managers have a new role here: they face the challenge of enabling collaboration across departments.

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The associated economic goal is to increase the performance of their company. Because more networking helps to discover synergies.

4 new output fields for HR managers

Overview

This results in some new and interesting developments especially for human resources departments and essentially 4 areas of responsibility:

  1. Collaboration and Collaboration: When colleagues from different departments bring their expertise together, projects are much more successful. Silo- tokens, on the other hand, is one of the biggest obstacles, and more and more companies are recognizing this. Companies of all sizes will be looking for new opportunities in the future to strengthen the exchange between employees. Digital collaboration tools continue to play a role, but personal interaction is becoming increasingly important. One of the key tasks for human resources managers in the coming years will be to look for new forms to promote exchanges.
  2. From virtual exchange to personal meeting: Meetings and events are well suited to contribute to the networking of employees. However, cross-departmental solutions often need more. So far, many companies have used company-internal social networks - so-called social collaboration tools. These can be an excellent help to form communities on specific topics. In many cases, however, sustainable networking and a break-up of silo companies only arise when companies go a step further and make new personal contacts possible.
  3. Conversation and dialogue vertical and horizontal: Exclusive top-down communication is already some time before the end. Businesses have recognized that they need an increased exchange of all levels and thus have to communicate more strongly and strategically in all directions. The goal is to learn from each other and to develop - so the employee learns from the boss and vice versa. The same applies to the interaction of specialists with different expertise. Often know-how is only really valuable through transfer and exchange.
  4. Networking supports recruiting and employee retention: Better communication usually involves a progressive and positive corporate culture. This is as important as never before in recruiting and employee retention. For more and more specialists, this is often the tip of the scales when it comes to the question of "go or stay". Also, potential new employees inform themselves in advance much more intensively. Especially highly qualified specialists and executives decide not only on hard criteria such as salary or working hours, but on so-called soft factors when they look for an employer.

Summary

Overview

Projects are often so complex today that one-dimensional access is not enough. Experts from different fields must work together. In addition to the exchange of knowledge, this also promotes a positive corporate culture. Managing directors and members of the Board of Managing Directors have recognized this and are pushing ahead with such initiatives today.

In order to better network employees from different departments and levels and establish contacts, companies need new solutions. In addition to events, web-based approaches can play an increasingly important role, which - analogous to the principle of dating platforms - contribute to the mutual learning of colleagues.

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