Source: Ursula Vranken in IPA

Digital transformation needs digital people management

Employer attractiveness, digital HR, digital leadership, digital change, digitization, management models, transformation

Digital transformation needs digital people management, says Ursula Vranken, CEO of the IPA Institute for Personnel Development & Work Organization. She notes that digitization is changing tasks and processes in all areas of the company. So it is no wonder that these have a massive impact on the topics of people management, leadership, culture and work organization.

Source: Prof. Dr. Heike Bruch et al. in Harvard Business Manager

On a digital mission

Employer attractiveness, digital HR, digital leadership, digital change, digitization, management models, transformation

No tools and technology – digital change can only be successful if the focus is on people. What managers have to consider in order for the transformation to succeed. Digitization is in full swing, but you lack the expertise for a coherent strategy? Many companies are in good company with this. In a study by market research Lünendonk, only 14 percent of the companies surveyed stated that they developed digitization strategies themselves – all others resorted to external help.

Source: Prof. Dr. Nele Graf, Prof. Dr. Anja Schmitz in Human Resources

Star level learning

Employer attractiveness, digital HR, digital leadership, digital change, digitization, management models, transformation

Learning has hardly changed with the world of work when the buzzwords haunt the room: “Learning 4.0”, “Agile Learning”, “New Learning”. Three useful concepts that all mean something different, but are often used carelessly or interchangeably. time for clarification.

Source: Prof. Jennifer Jordan PhD, Prof. Michael Wade PhD in Harvard Business Review

Every leader needs to navigate these 7 tensions

Employer attractiveness, digital HR, digital leadership, digital change, digitization, management models, transformation

In recent years, articles have claimed that old-style command-and-control leadership is “out” and a new way of leading is “in.” Instead of telling people what to do, leaders should ask them open-ended questions. Instead of sticking exactly to plans, they should adjust goals as new information emerges. Instead of working from the gut, a leader should rely on data to make decisions. And so forth.

Let's drive the change!

With courage: creating ideas, promoting innovations, celebrating success!