As a globally active organization, the strategic planning of BASF traditionally includes all eventualities that can have an impact on the company’s market position. In collaboration with HRForecast, suitable instruments, to enable the BASF’s HR management to flexibly and appropriately react to any challenges that arise from demographic change, skills shortage and the resulting increased war for talents, should be created. For example:
- Long-term assurance of talent recruiting and -development
- Preservation of workforce performance
- Conservation of available internal knowledge and increased future use
- Sustainable improvement of performance in the organization
After primarily using the own data stock for strategic workforce planning, the inclusion of external information via Big Data Analytics should result in a more comprehensive view and advanced insights for BASF.