In part 2 of our mini series “Rock & Role” we are about to share a Tandemploy Best Practice with you. Our colleague Christoph is taking on a new role in the product team these days. In the following interview he tells us how he manages this role next to his role as Digital Marketing Manager, how it changes his daily work routine, and how he deals with role conflicts.
https://www.tandemploy.com/en/wp-content/uploads/sites/3/2020/12/Tandemploy-Best-Practice4.png450800redaktionhttps://www.tandemploy.com/en/wp-content/uploads/sites/3/2020/03/Logo-Tandemploy-Distance-Corona-300x65.pngredaktion2020-12-18 10:51:012021-01-14 11:41:26Tandemploy Best Practice: “Doing the same tasks over and over again would feel extremely demotivating to me.”
Role trumps position – this assumption has proven itself at Tandemploy. Although we use job descriptions when searching for new employees, we already evaluate which strengths and competencies the new team member brings along during the onboarding process and where these can be useful outside the defined position. In this way, we raise the awareness from the beginning that no one is stuck within one job forever and signal the following: We want to get to know you – with all your strengths, interests, and wishes regarding your work with us. Over time, this often results in completely new team constellations that help us move forward, but which we did not have in mind at all when we advertised the position.
Beyond the recruiting process, the need for new or changing roles arises in the day to day business as well. Which roles are needed essentially results from the following three questions: Read more
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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
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
https://www.tandemploy.com/en/wp-content/uploads/sites/3/2020/10/Ein-bisschen-Text-hinzufügen2.png450800redaktionhttps://www.tandemploy.com/en/wp-content/uploads/sites/3/2020/03/Logo-Tandemploy-Distance-Corona-300x65.pngredaktion2020-10-12 21:59:342020-11-11 06:53:53From job sharing platform to talent marketplace – the story behind the strongest HR-Tech brand in the DACH region
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
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Simply put, a matching process brings together what belongs together. To each their own or a lid to every pot – or rather, learning needs and know-how or project and skills. And here we are, right in the middle of Skill Matching and the question of what the whole thing has to do with the changing world of work. Read more
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