Agile organizations don’t need workforce planning

I was recently invited by the ZHAW to present my work on the topic of skill change through digital transformation (presentation documents). One of the topics discussed in the ensuing discussion was strategic workforce planning. The question that preoccupied the participants was: What does "modern" workforce planning look like in a digital world? The discussion … Weiterlesen Agile organizations don’t need workforce planning

How lessons learned can be shared effectively and efficiently

How to share lessons learned in organizations and teams efficiently and effectively? A question on which entire libraries are filled. A question which, in the terms of "knowledge management", justifies an entire research and practice strand. Not surprisingly, many interesting things have been written for this purpose. But in the same way, literature also contains … Weiterlesen How lessons learned can be shared effectively and efficiently

Digital Competencies – An Action Plan for Skill Change

In past articles I have already referred to a reference framework for the development of "digital" competences. The "digital" competences were divided into three different levels: Operative level: Competences that are directly required for dealing with "digital" media (i. e. tools or products). Strategic level: competencies that are fundamental to an organization and its achievement … Weiterlesen Digital Competencies – An Action Plan for Skill Change

Agile competence management as a fiction – why it is the case, but does’t have to be

This week, Avenir Consulting organized a meeting of practitioners in Zurich on the topic of "agile competence management". It was a very exciting exchange, which showed that many companies are struggling with similar challenges (dynamics of competence requirements; trend towards simplification; role change in HR, etc.). The exchanged "good practices" were also very inspiring in … Weiterlesen Agile competence management as a fiction – why it is the case, but does’t have to be