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Opportunity Marketplaces: When employees invest in themselves, everyone wins
HR is, without a doubt, one of the business areas most affected by disruption. That was already the case before the pandemic hit. This development has been further accelerated by Covid-19. In addition to new concepts for remote collaboration between employees, the focus is on personal and professional development of the people in an organization. And just like with the free choice of working hours and location, the emphasis is increasingly on self-determination. The days when middle management had the power to determine the career of the employees are over. Promoting career ownership, meaning that employees are responsible for shaping their own career in a self-determined way (with the manager in the role of a mentor and supporter), is becoming the main task of a future-oriented HR department. Organizations must create the framework for this, a framework of opportunities, if you will. Many large companies are already successfully working with software-based opportunity marketplaces such as the ones we are developing at Tandemploy. Today, we will show you what distinguishes these marketplaces from traditional talent management and why they are becoming more and more relevant. Read more
From job sharing platform to talent marketplace – the story behind the strongest HR-Tech brand in the DACH region
While others are just starting to address the topic of “digitalization”, employees in 58 countries and 276 cities worldwide are already using the Tandemploy software on a daily basis to network internally for a wide variety of reasons – for mentoring duos, job rotations, project work, onboarding, lunch dates, expert sessions and much more. The SaaS offers a broad range of matching topics to choose from, enabling organizations and their employees to transform into a mobile and vibrant corporate organism. Well-known companies like SAP, Evonik, Haspa, and Lufthansa are just some of the customers (and fans) of the matching software. From their Berlin headquarters, Tandemploy is not only conquering the German economy but is also increasingly gaining traction internationally. In 2020 the “brand eins” magazine listed the software in a row with Google Drive, Github, and Slack. Shortly afterward, America’s most famous morning show “Good Morning America” reported on the “Tinder for Businesses” from Germany. Read more
Is technology the answer? – How corporations can create a humane and measurable New Normal
Is technology the answer? This is – in summary – the central question of a remarkable article recently published by business analyst Den Howlett. The text is based on Siemens’ decision to establish the home office as the standard for more than half of their employees worldwide, thereby transforming their corporate culture. Other large corporations, such as Allianz, have now followed suit with similar announcements.
The discussion about home office is never just about working remotely. The question of how organizations will work after the pandemic has far-reaching consequences – not only for the economy as a whole, but also in terms of a new work-life reality for hundreds of thousands of employees. Read more
Knowledge, competence, talent – what counts in the end: liquid skills!
So what are skills?
Tandemploy means “think big” – and this also applies to our definition of skills:
”Skill is the infinite potential of people in an organization. It is everything people bring with them and want to contribute.”
(The sky’s the limit and so on.)
When is a skill a skill
If you want to work with skills, the definition should be a bit more specific. Because not only the HR department has clear criteria and classifications, our skill matching software also follows a system that identifies and classifies skills. And: If we want to discuss skills that companies urgently need now and in the future, we need to be clear about what we are talking about. Read more
There is no second chance for a good onboarding! – Bring new colleagues on board with these tools
Employee Experience – Touchpoint 1:
In our series “Employee Experience” we will highlight all critical touchpoints of the “Employee Journey”. Today: Onboarding.
It’s 2008, on a plane to London. On board: an aspiring intern with butterflies in her stomach. Huge anticipation, because getting the position was not easy. She’s really looking forward to giving it her all. The sky’s the limit and so on.
When she finally pushes through the narrow glass door to the offices in the City of London, huge backpack on her back – sweaty but happy – ready for more warmth, a bit of glitter and confetti….nothing happens. Instead of a warm welcome, as the previous email correspondence had led her to expect, her contact person doesn’t even get up from his chair. He is kind of in the middle of something.
She is left standing there and doesn’t know what to do with herself. There is no desk for her. The rom-com she had envisioned in her head of the intern from Berlin that turns the London PR world upside-down is showing first signs of turning into a tragedy.
Will it really turn out to be this terrible? Read more
“War for Skills”: Get the changemakers out of the isolation of the labs!
In the past few weeks, we have repeatedly been attested war-like circumstances in view of Covid-19. For HR managers nothing new so far. They have been at war for years, the “War for Talents”. This bellicose phrase has become part of the standard vocabulary in the HR field.
There are three main reasons for the tough HR challenges in the talent market:
- the global competition,
- the demographic shift,
- the change in values, especially among young people.
Covid-19 and its aftermath now give the combating parties – companies all over the world – an involuntary cease-fire. The uncertain situation has led to hiring freezes and consequently to free time, which HR staff could and should use to reevaluate whether, over the past years, they have been fighting for the best people with the right “weapons”. Read more
Don’t mess with your X: Anyone can manage HR! But what about designing HX?
Employee Experience begins with empathy. If a company’s talent managers really want to understand what experiences people make in the course of their professional life, they have to try putting themselves in their position as best as possible. To feel what they feel. To understand their needs. Only then can they design products that create positive experiences in connection with working in the company.
Wait a second, “Products”?? But employees aren’t customers! Or are they? Read more
Dance to the Algorithm: The Tandemploy Data Check – imitation encouraged
Remember May 2018? That was the month the expansion of the EU General Data Protection Regulation (GDPR) was enacted. Months in advance people were up in arms about what this new regulation would mean for software vendors and email marketing (newsletters). Well, and then May came and went and, surprisingly, life continued in a normal and unexcited manner. Wouldn’t it be great if we could maintain that level of normalcy and calm, while engaging in an even more extensive discussion about data that has the potential to radically change the way we work and live? Let’s dive right in. Read more