An interview with Bruno Gross, CEO of SAPHIR Deutschland GmbH
In today’s world, it seems like nothing ever stands still. Huge changes are occurring in our economy and in society as a whole. Companies have to keep reinventing themselves, placing ever greater demands on their employees. Which strategies can help to make HR development fit for the future? TRANSFER discussed this question with Steinbeis expert Bruno Gross. He argues that in order to be successful you must be willing to explore new ways of doing things and learn from your mistakes.
Mr. Gross, what do you see as the greatest current challenges in the field of HR development?
The tremendous speed of digitalization, driven mainly by artificial intelligence and automation, is creating huge pressure to change. Companies have no choice but to realign, and they can only do so if they have people who are willing to explore new ways of doing things. This calls for fresh minds and a strong learning and no-blame culture that encourages people to be bold rather than afraid. Those who stick to the same old routines will be left behind. If you want to make the leap into the future, you need to stay curious, challenge the old ways and fire your enthusiasm for the new.
Which strategies and measures do you think are needed to overcome these challenges?
Change will only succeed if it’s supported by the people within the organization. That’s why it’s so vital to get all your employees on board right from the start – through clear, inspiring communication and genuine participation. Giving your employees a say creates a really dynamic environment. People need spaces to experiment, learn – and fail. Professional development must have an impact on people’s everyday work, there’s no point if they aren’t going to use what they’ve learned. The power of new knowledge is only felt when it is put into practice.
What specific services does SAPHIR Deutschland offer businesses to help them with this?
For many businesses, the challenge is recruiting the right people to make change happen. This is what we focus on. We bring motivated talents who are willing to embrace change together with companies that need this kind of drive. We help to define the skill sets they need, target vacancy ads at the appropriate groups and carry out candidate preselection.
Rather than simply providing a company with résumés, we supply carefully researched appraisals of candidates’ skills and potential. If our client wants, we will also provide support with in-house selection processes and onboarding in order to see the change through from the beginning to a successful conclusion.
What role does the Steinbeis Network play in this?
The Steinbeis Network is a veritable treasure trove of practical expertise. It provides invaluable input for identifying future skills in a practical rather than theoretical manner. It also provides a knowledge pool that enterprises can draw on for their ongoing development. This combination of theory and practice is a key success factor.
Which trends do you expect to have the biggest impact on HR development in the next few years, and how will this affect your work?
The coming years will see far-reaching changes. Technological revolutions require more flexibility, more innovativeness and also more staff, especially during the implementation stage. But the demographic reality is that around 20 million people will leave the labor market between 2022 and 2036, while only twelve million or so will enter it. That’s a huge shortfall. As a result, innovative recruiting strategies that facilitate a perfect match between companies and talents will become even more important. The services we offer bridge the gap between requirements and potential, and between change and stability.