{"id":2504,"date":"2017-09-27T13:39:33","date_gmt":"2017-09-27T11:39:33","guid":{"rendered":"https:\/\/www.organisator.ch\/?p=2504"},"modified":"2017-09-27T13:39:33","modified_gmt":"2017-09-27T11:39:33","slug":"die-wichtigsten-hr-trends-fuer-2018","status":"publish","type":"post","link":"https:\/\/www.organisator.ch\/it\/human-resources\/hrm\/2017-09-27\/die-wichtigsten-hr-trends-fuer-2018\/","title":{"rendered":"Le tendenze HR pi\u00f9 importanti per il 2018"},"content":{"rendered":"
\"\"
La valutazione dei datori di lavoro \u00e8 una delle tendenze pi\u00f9 importanti in materia di risorse umane per il prossimo anno. (Immagine: zVg Coople)<\/figcaption><\/figure>\n

Le tendenze HR per il 2018 puntano in una direzione chiara: utilizzando algoritmi e strumenti intelligenti, i dipartimenti HR possono gestire le attivit\u00e0 quotidiane in modo pi\u00f9 efficiente e quindi guadagnare pi\u00f9 tempo per il lavoro strategico. I dipendenti sono supportati nel dispiegare le loro risorse immediatamente e sempre pi\u00f9 precisamente quando e dove sono necessarie. Il recruiter on-demand Coople ha identificato le tendenze lavorative pi\u00f9 importanti per il prossimo anno.<\/p>\n

Tendenza 1: Impiego mirato del personale grazie alla pianificazione predittiva del lavoro<\/strong><\/strong><\/h2>\n

Programmare il lavoro in modo predittivo significa, in poche parole: L'assegnazione del personale pu\u00f2 essere pianificata con precisione grazie ad algoritmi di autoapprendimento che calcolano i programmi futuri a partire dai dati esistenti. A tal fine, il computer viene alimentato con il maggior numero possibile di dati relativi a uno specifico periodo del passato. Ad esempio, il fatturato, il tempo, il numero di clienti\/ospiti al giorno, il numero di dipendenti impiegati e qualsiasi altra cosa fosse rilevante per la rispettiva azienda. Sulla base di questi dati, \u00e8 possibile calcolare con maggiore precisione il futuro impiego del personale per un periodo di tempo simile. La programmazione predittiva del lavoro viene gi\u00e0 utilizzata oggi nel commercio al dettaglio e nell'aviazione, ad esempio per il personale di terra.<\/p>\n

Tendenza 2: <\/strong>Valutazione reciproca da parte del datore di lavoro e del dipendente grazie al feedback online<\/strong><\/h2>\n

Sono finiti i tempi in cui le valutazioni delle prestazioni erano esclusivamente nelle mani dei datori di lavoro attraverso le referenze lavorative. Da tempo ormai anche i dipendenti si esprimono sui loro datori di lavoro, anche pubblicamente attraverso portali come kununu o Glassdoor. I fornitori on-demand come Coople fanno un ulteriore passo avanti. Qui \u00e8 persino obbligatorio che i dipendenti e i datori di lavoro si valutino a vicenda tramite un'app dopo ogni incarico. In questo modo, le pecore nere di entrambe le parti vengono escluse dal mercato del lavoro nelle future offerte di lavoro.<\/p>\n

Tendenza 3: <\/strong>I bot per le risorse umane cercano talenti sul web<\/strong><\/h2>\n

Questa tendenza era gi\u00e0 stata annunciata da molte grandi aziende nel 2016, ma solo ora sta lentamente prendendo piede: I bot HR dovrebbero supportare le aziende nel reclutamento di nuovi dipendenti. Gli assistenti digitali cercano i CV sui portali di networking, li confrontano con le posizioni aperte in azienda e forniscono una preselezione. Il passo successivo per alleggerire il reparto risorse umane pu\u00f2 essere fatto anche dai bot: Conversano con i candidati e restringono ulteriormente il campo dei candidati in base ai chiarimenti iniziali.<\/p>\n

Tendenza 4: in futuro le competenze digitali faranno parte dello zaino didattico<\/strong><\/h2>\n

Saper programmare, gestire l'intelligenza artificiale o imparare le tecnologie della realt\u00e0 virtuale: tutto questo far\u00e0 presto parte del profilo professionale dei futuri dipendenti. L'apprendimento permanente, in ogni caso, \u00e8 un'attivit\u00e0 che si svolge in modo continuativo. I corsi di formazione online sono quindi in voga e vengono sviluppati in collaborazione con aziende tecnologiche leader, ad esempio presso https:\/\/de.udacity.com\/<\/a>.<\/p>\n

Fonte e ulteriori informazioni: www.coople.com<\/a>\u00a0<\/em><\/p>","protected":false},"excerpt":{"rendered":"

Die\u00a0HR-Trends f\u00fcr 2018 zeigen in eine klare Richtung: Mittels Algorithmen und cleveren Tools k\u00f6nnen die HR-Abteilungen das Alltagsgesch\u00e4ft effizienter bew\u00e4ltigen und dadurch mehr Zeit f\u00fcr die strategische Arbeit gewinnen. Die Mitarbeitenden werden dabei unterst\u00fctzt, ihre Ressourcen unmittelbar und immer genauer dann und dort einzusetzen, wo sie gebraucht werden. Der On-Demand\u00a0Personalvermittler Coople hat die wichtigsten Arbeitstrends […]<\/p>\n","protected":false},"author":4,"featured_media":2505,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_yoast_wpseo_focuskw":"HR-Trends","_yoast_wpseo_metadesc":"Im Personalmanagement gab es in den letzten Jahren kaum disruptive Innovationen. 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