Agile employees Archive - agile Companies

Careers in IT 21. March 2021

Maintaining a balance between short-term and long-term success

The pressure on results increases in the short term, the pressure of expectations grows in the long term. The following scenario sounds familiar to you: On the one hand, managers and customers demand quick decisions and immediate success without much consideration for the day after tomorrow and, on the other hand, the company should be made fit for the future. Issues such as sustainability, compliance and new technologies should find their way into the company proactively and at an early stage. What are the reasons: Political instability, new trends, new technologies, competitors and a still unknown Generation Z make long-term planning almost impossible. Even employees seem to have the motto when changing employers: “After three years you can, after five years you have to!” to be taken very seriously. Often the reasons mentioned force managers to opt for short-term success, as this is foreseeable and measurable. But how can you…

Agile organization 21. March 2021

Between tradition and change – the story of an organizational rebel

“It is they who drive the transformation of companies and industries: courageous lateral thinkers, risk-takers who are different and visionaries. Every change, every innovation needs people who think beyond borders, question the status quo and convince others of their ideas. We call them thought leaders, rebels, or drivers”so Haufe in the invitation to the latest blog parade with the hashtag organizational rebels. I would like to participate in this and have set myself to answer the following questions on this topic: What are my very personal experiences in my life as a rebel? What best practices can I share – and what have been my biggest mistakes that others can learn from? In the first step I would like to tell my very personal story about a change in which I was involved for a whole year. From this story I derive best practices that can help an organizational rebel…

Digital change 21. March 2021

Digital specialists wanted – job advertisements between generalist and specialist

Looking for digital specialists? In the digital transformation, it is very time-consuming to hire new employees. It gets even worse if they quit because something completely different was promised in the job advertisement. But the permanent changes in digital change are making job profiles more vague and changing activities. Companies have completely new flexibility requirements for employees in the execution of work. But how do you phrase this in a job advertisement? Digital specialists in job advertisements Nice that Handelsblatt states: “Especially in times of digitization, the demand for qualified personnel increases daily and companies try to attract new talent through active sourcing (i.e. direct contact with external candidates), job exchanges and personal contacts.”So we are looking for numerous partly new and old job profiles, which, however, are often not precisely described or writable. The magazine Impulses warns of rash shots: “When it comes to digitization, many companies reflexively think:…

Digital leadership 21. March 2021

Generation management: Hybrid teams in the field of tension between X, Y, Z

tolia[fotolia]For many years everything was very clear with regard to generation management: We have a Generation X who works diligently and loyally for us and a Generation Y who is looking for meaning and self-fulfillment. The consequences can now be clearly seen: companies are increasingly turning into luxury hotels with relaxation rooms, open spaces and, in some cases, fully equipped fitness studios. But now there is another generation that is pushing its way into the labor market: Generation Z. The result is hybrid teams from three generations that present managers with tough challenges. After a short introduction, I would like to give differentiated recommendations for the management of the three generations. Generation X If you look at that Portal Absolventa, one finds the following definition: For the so-called Generation X this is professional advancement the most important goal when looking for a job. At least that is what the study…

Work 4.0 21. March 2021

Agile HR

HR (Human Resource) describes the “totality of performance potential (performance reserve) that is made available to a company by its employees” (Gabler Wirtschaftslexikon). The skills of the individual employees are decisive for the success of the company and form the supporting framework of the respective company. HR management (HRM for short) or HR marketing is therefore a crucial discipline that is of significant relevance for the sustainable success of a company. In order to find agile employees, on the other hand, you need agile HR – that is, personnel marketing and personnel recruiting that does not react, but rather acts purposefully, flexibly and actively on current economic conditions. Agile HR can therefore refer to both agile human resources (the agile employee) and agile HR management. In this case, the latter is treated under the term. Agile HR for the company You probably know job advertisements with titles like “Agile Software…

Digital leadership 21. March 2021

What is the difference between digital leadership and agile leadership?

Digitization was undoubtedly one of the trending topics in the past year. Contrary to what the talk of the trend suggests, digitization is anything but a temporary phenomenon – it is rather a so-called megatrend: a long-term development that shapes all areas of social life (Source Heap ). In order to implement this, the collective term “Digital Leadership” was formed. Continued to pose Heap the following: Never has the market demanded innovations, solutions and methods so quickly, never has the need for skilled workers been higher and never has work been carried out so closely across borders and time limits. This presents managers with new challenges in personnel management. One possible solution is: agile leadership. So there is agile leadership on the one hand and digital leadership on the other. But what is the difference and which of it is currently optimal in the digital transformation? Agile leadership For executives,…

Medium-sized companies 4.0 21. March 2021

Recommendations for action for the shortage of skilled workers in medium-sized companies

One of the four biggest challenges for HR managers in medium-sized companies is the task of finding and developing talent. Given the much-discussed shortage of skilled workers, this is not surprising. Around three quarters of the 323 companies surveyed stated that recruiting qualified employees will be the focus of HR work in the next three to five years, according to the magazine Heap . In addition to Haufe, many other magazines speak of a shortage of skilled workers in medium-sized companies. What actually is a shortage of skilled workers? Wikipedia says: As Skilled workers shortage This describes the state of an economy in which a significant number of jobs cannot be filled for employees with certain skills because there are no suitably qualified employees (skilled workers) available on the labor market. So is there currently a shortage of skilled workers in medium-sized companies? No shortage of young professionals If you…

Agile organization 21. March 2021

Agile HR work – agile career?

“Where do you see yourself in 5 years?” – Well .. I would like to be the boss … This or something like that probably runs through a lot of thoughts that employees have. The vertical career carries a lot of prestige and is often associated with great success and income. But in times of agility and flat hierarchies there are far fewer management positions and so agile HR work is established, which has to establish an agile career in the company. But what is it? Agile career What actually is a horizontal career and is it also an agile career? Career bible says: “The horizontal career or Specialist career is characterized by the subject-specific development. ” The problem is in the Computer week clear: Not everyone wants to be a manager and has an interest in spending his time on budgets, appraisal appraisals, and corporate policy skirmishes. In the…

Agile organization 21. March 2021

How can you actually scale Scrum?

Having already been in the Article on scaling agility have made an initial assessment with experts for agile frameworks and also in the Dialogue with Boris Gloger the frameworks have been criticized, I set out to collect the frameworks and describe them. In the following you will find an overview of methods that deal with the question: How can you actually scale Scrum? Scaling Scrum with frameworks Scrum is widely used among agile development frameworks. The challenge here: Scrum is based on the work of a small team and does not initially provide any solutions for use in a large organization with a large number of teams. As a result of this need, various approaches to scaling agile procedures have emerged in recent years. In the following you will find an overview of the relevant frameworks, as well as an assessment of the measures and costs. To make the assessment…

Agile departments 21. March 2021

Digital HR – agile to new skilled workers?

Digitization is having a full impact on the German economy. The credo is clear. So it shows Quote from Haufe this quite clearly to: “The virtual world of shopping temples, social networks, news channels, games, travel, etc. It couldn’t be more convenient! Why shop on site, call in person, wait for the day’s news … when digital images, videos, rating systems, (customer) comments provide a faster, usually more up-to-date overview and offer better service? ” So it’s about making everything somehow more convenient and faster. Agile, fast, flexible … But what does this mean for HR and what does digitization have to do with it? The role of HR in digital change To a large extent, digitization also means tool support for various tasks. For example, the applicant selection can be done through a Big data Tool can be met faster or large numbers of applicants can be evaluated, contacted…