Change management in times of digitalization

Strategic challenges for companies and HR

• The HR Trend COMPASS: compact overview of the most important HR trends and how to deal with them.
• Selected megatrends such as digitalization, VUCA, agile management, ecological sustainability and new work are examined in more detail.
• Strategic anchoring of transformations as a success factor.
• Take responsibility for management and support them as the No. 1 customer.

Digitization - a job for HR

• Introduction to a changed world of work 4.0.
• What digitalization means and what companies can expect.
• Opportunities and risks of digitalization, e.g. in the context of green company transformations.
• The two sides of digitalization for HR: HR digitalization and the digitalization of business and companies.
• Finding the right role as a management partner in the 4.0 carousel.
• HR digitization strategy: vision, mission and strategic goals for HR in a digitized working world 4.0.
• The procedure (phase and transformation model examples).

What does digitalization mean for HR Management 4.0?

• Changed and new HR roles and HR development for HR 4.0.
• Influence on HR processes: Recruiting, personnel development, administration, organizational development.
• Sharpening the "HR diamond" with digitalization: More efficiency to enable more value creation through HR.
• HR digitization tips as best-practice films from experts.

Neuro-limits of a digital world and change management

• Dangers and limits of digitalization from a neuro perspective.
• Managing digitalization stress.
• Change management - the brain's ability to change.
• Neuro-agile map as a travel plan.

Change management - the key competence for HR in the dynamic world of work

• Change management as a component of professional project management.
• The nature and psychology of change.
• What is "change management"? Method or attitude or both?
• Setting sail instead of dropping anchor: 9 building blocks for pragmatic change management with the "BzBm-Ship": Turning those affected into participants! 
• Change broken down to teams and individual employees: Team and personnel development during changes with the team clock.

Case studies and workshops