What building bridges offers
Stay ahead with shared insights on executive coaching, GenAI and tech, digital transformation, leadership, future skills and learning
Human Resources
In this Blog, I share some thought splinters and interesting findings on the latest HR trends, focusing on talent management, people development and (digital) learning, performance management, organization design and agility. Also, some updates on HR technologies and AI that may influence our work.
Digital Transformation
Digital transformation refers to the use of digital technologies to fundamentally change how an organization operates and delivers value to its customers. It involves the integration of technology into all areas of a business and its business models.
Leadership
To lead in a servant and agile way it is important to focus on empowering and enabling your team. Continuously learning and improving and adapting to change and uncertainty, fostering a culture of collaboration, transparency and customer focus.
Future Skills
Future skills are the key to not just surviving, but thriving in a rapidly changing world, where the only constant is constant change itself. To help organizations growth, especially in times of disruption, business and HR needs a granular, relevant and up-to-date understanding of employees skills and skill gaps.
Executive Coaching
Building bridges and broaden horizons – is my motto as an Executive Coach.
I empower leaders through systemic coaching combined with enabling methodologies, forstering continuous learning. In doing so, I embrace your personal growth and change for a better work and life.
About me
Meet a bridge builder in connecting People, Business, and Tech
My name is Karl-Ludwig Knispel and I am a senior HR executive, driving digital transformation and talent development, and working in executive coaching and organisational development
A visionary HR leader with over 20 years of experience, I excel in aligning human capital with technological advancements and business strategy to drive organizational growth. My expertise lies in spearheading digital transformations within global learning environments, developing top-tier talent management programs, implementing strategic HR solutions and leadership development.
As a Management Consultant I used to work on both sides on the table – the perspective of an advisor and consultant as well as a driver of global and corporate initiatives on people strategy and organizational change implementations. Beside that, my journey includes senior executive positions in global players, e.g. PWC, SIX Group, Deloitte, SULZER, METRO
In this blog I share my private views and updates in Leadership, Talent Development and Corporate Learning, Future Skills, Digital Transformation and HR Technologies.
Human Resources
Key trends that shape Human Resources
The future model of HR will move from an administrative and process-driven HR to an orchestrator of marketplaces for jobs, talent, development opportunities and skills. In the coming years we will see the rise of internally and externally connected talent marketplaces and skills-driven organisations. HR will be forced to transform into a more agile organisation, experimenting, innovating and scaling solutions faster than ever before. The challenge for HR will be to orchestrate a complex ecosystem of tools: „working technology tools“ (e.g. AI tools, automation tools, robots), workplace technology (e.g. cockpits and virtual portals as the working place for employees), and the „traditional“ HCM, payroll, LMS, etc. landscape with additional layers of employee experience, skills and talent marketplaces.
Automize whatever you can
HR is likely to continue leveraging technology to streamline processes and improve efficiency, data accurancy and security. For instance, HR software can streamline recruitment processes, automate onboarding, track employee performance, and increase employee engagement and retention.
Employee Experience
A core differentiator of today’s HR is the creation of an emotional and positive employee experience across the entire employee lifecycle. So-called „moments that matter“, e.g. welcome days, development paths, but also standard processes must be consistently thought of from the employee’s point of view and designed accordingly.
Data-driven decision making
By leveraging data analytics, HR can identify skill gaps, determine training needs, and create effective talent development programs that align with business goals. Moreover, data-driven decision making can help organizations predict future HR needs, plan for succession, and develop strategies to attract and retain top talent.
Connected Talent Marketplaces
The talent shortage and the hunt for talent will continue for years to come. External job markets are already established. Internal corporate marketplaces will emerge and be linked to them. HR is facing a fundamental new way of thinking about work, jobs, careers, talent, projects, skills and technology. Talent marketplaces create agency and choice for employees to explore opportunities for development and growth.
Learning & Development
What`s the Future of a Learning & Development Function?
Corporate learning or L&D functions will evolve from a training administration department that efficiently manages the annual training catalogue and e-learnings to a learning enablement function that holistically drives individual and personalised people development, focusing on innovation, collaboration and organisational adaptability. L&D is likely to become more agile and technology-driven, enabling learners to continuously develop their skills and knowledge throughout their careers.
Learning Technology Ecosystems
Today, corporate learning takes place in „ecosystems“ of internalCorporate learning today takes place in ‚ecosystems‘ of internal and external learning and content platforms. The challenge for L&D is to orchestrate these system landscapes to support a continuous learning process. This can include the use of virtual and augmented reality, gamification and other interactive technologies to create immersive and seamless user experiences.
Personalization and Adaptive Learning
L&D may focus on delivering more personalized learning experiences, taking into account individual learning styles, preferences, and goals. This may involve the use of artificial intelligence (AI) and machine learning to tailor learning content to individual learners, creating personalized learning journeys and career paths recommendations
Continuous Learning
Rather than focusing on one-off training programs, L&D may shift towards a continuous learning model, in which learners have ongoing access to learning resources and opportunities throughout their careers. L&D may continue to embrace blended learning approaches, combining in-person training with online and self-directed learning options. This allows learners to choose the format that best meets their needs and preferences.
Skills-driven Organizations
The pandemic has shown that the way work is organised around jobs has its limits. In times of major disruption, skills are a better and faster way to staff projects, initiatives and move people to the right place and role. Anticipating and closing the skill gaps associated with the company’s strategic business model is a key role of the L&D function. Democratising development opportunities for all employees, not just top talent, is key to success. Keeping people relevant much faster not only saves costs and improves performance. Developing people at the same time also increases retention and engagement.
Latest news from my blog
Here you can find the short links to my latest blog articles.
If you follow on LinkedIn and Twitter, I notify about new blogposts.
Please set the ‚Contact Form‘ component shortcode
