{"id":55706,"date":"2017-05-17T13:30:00","date_gmt":"2017-05-17T11:30:00","guid":{"rendered":"https:\/\/synergie.de\/?p=55706"},"modified":"2025-07-23T14:54:58","modified_gmt":"2025-07-23T12:54:58","slug":"aktuelle-trends-und-zukunfts-themen-im-personalbereich","status":"publish","type":"post","link":"https:\/\/synergie.de\/en\/aktuelle-trends-und-zukunfts-themen-im-personalbereich\/","title":{"rendered":"Current trends and future issues in human resources"},"content":{"rendered":"

Digitalisation in human resources \u2013 also known, in modern parlance, as \u201eWork 4.0\u201c \u2013 \u201eGeneration Y\u201c and its expectations of the world of work, as well as traditional HR topics \u2013 such as employment law, staff appraisals, payroll and the increasingly important field of health management \u2013 were the focus of this year\u2019s \u201ePersonal S\u00fcd\u201c event.<\/p>\r\n

At southern Germany\u2019s largest HR trade fair in Stuttgart, over 5,000 HR professionals came together to learn about the latest topics in the field. 315 exhibitors presented their solutions and discussed the very latest developments in the world of work during presentations and panel discussions.<\/p>\r\n

We weren\u2019t just there as exhibitors; we also took the opportunity to explore interesting topics and trends, and have summarised our personal impressions and some ideas for you here.<\/p>\r\n

Recruitment remains crucial for successful companies<\/strong><\/p>\r\n

The number of candidates available on the market is falling, and recruitment is becoming more complicated \u2013 exhibitors and visitors were largely in agreement on this point.<\/p>\r\n

Consequently, traditional job boards also featured prominently at the fair \u2013 the \u201etraditional\u201c job board with the widest reach, Stepstone, with around 12 million visitors per month, Jobware, yourfirm and others \u2013 representing around 2,500 job boards in Germany, some of which are highly specialised. A key factor in selecting the right platform \u2013 alongside the budget \u2013 to ensure the best value for money is a precise understanding of the target audience and comparing options with the numerous partner platforms of the major generalist sites. Should the vacancy also appear on the online jobs page of the *Badische Zeitung* in Freiburg, or would *ingenieur-jobs.com* be preferable? In that case, it makes sense to place the advert on the corresponding partner job board or, where appropriate, directly on the niche portal at a lower price and with a smaller reach.<\/p>\r\n

Equally prominent was the neighbouring stand of the traditional job board, the job search engine \u201eIndeed\u201c \u2013 Germany\u2019s job portal with the widest reach and a proven market leader that HR professionals simply cannot ignore when recruiting. Indeed, along with competitors such as Kimeta, Jobrapido, Jobisjob and other meta-job search engines, not only provides a large part of Stepstone\u2019s reach but also that of companies\u2019 career websites \u2013 these portals have been an indispensable part of the mix of recruitment tools for several years now.<\/p>\r\n

The trend in e-recruiting is moving towards \u201eprogrammatic job advertising\u201c. Behind this complicated name lies nothing other than what has long been common practice in online marketing for products. Just as Amazon makes product recommendations to shoppers based on their previous purchasing behaviour, combined with statistical data on similar consumers \u2013 both on its own platform and on partner networks, Facebook and so on \u2013 this will also be possible in the recruitment sector in future. Intelligent recruitment tools statistically determine likely demographic data and behavioural patterns of the desired target group of applicants and ensure that a (potentially job-seeking) candidate not only within the editorial context of \u201eBeschaffung aktuell\u201c online, but also on the website of their favourite sports club. A pipe dream?! No, it\u2019s already technically possible today and is currently being implemented.<\/p>\r\n

Digitalisation is advancing: networking is becoming increasingly important in HR<\/strong><\/p>\r\n

\u201eThis is more of an IT fair than an HR fair\u201c \u2013 that was the impression of many visitors, and of the SYNERGIE team too. From applicant tracking systems, talent pools and time and attendance systems to recruitment tools and solutions for software-supported performance reviews \u2013 numerous providers of web tools and software showcased their offerings at Personal S\u00fcd. There was a wide range on offer, from fully integrated systems covering all HR processes to niche providers specialising in specific areas.<\/p>\r\n

The keynote speeches also focused on digital HR processes: \u201eDigital Transformation \u2013 how the \u201eNetwork Generation\u201c is changing the world of work\u201c, \u201eInnovation@HR \u2013 unlocking potential with self-organised teams\u201c and \u201eDigitalisation Now! How to Lead Your Company into the Future\u201c are just three of the presentations on this topic. Digital strategist Carolin Desir\u00e9e T\u00f6pfer spoke on the latter topic: \u201eIT and data will play an absolutely massive role in the future; they will move to the very heart of corporate organisation.\u201c Whilst start-ups begin without any \u201elegacy baggage\u201c in the data sphere, with modern business models and a homogeneous age structure, SMEs have to overcome resistance precisely in these areas.<\/p>\r\n

Digitalisation is advancing not only in recruitment and HR management processes, but is also opening up new opportunities in staff development. The experts discussed the use of social media in staff development and mobile learning.<\/p>\r\n

Retaining staff and maintaining the workforce<\/strong><\/p>\r\n

As the Corporate Health Convention was taking place at the same time, the topic of health management featured prominently on the programme \u2013 a quarter of the exhibition hall was occupied by exhibitors from this sector. Stress \u2013 and, as a consequence, burnout \u2013 along with related prevention schemes offered, for example, by health insurance funds or the German Pension Insurance Scheme, were just as much a focus as some initially very simple approaches, such as those from Fruitful Company.<\/p>\r\n

Our guests at the stand shared these tips and highlights with us<\/strong><\/p>\r\n