“Big Data for Best fit” - The target was to analyze the
current skill structure and to align it optimally and
sustainably with the requirements of the Continental
business model.

CONTINENTAL: BIG DATA FOR BUSINESS SUCCESS AND PERSONNEL PLANNING

The leading German automotive manufacturing company Continental wanted to find out what its skill structure looks like in order to be better prepared for the business of the future. This analytics project conducted by HRForecast is a good example of a Big Data application in the area of human resources. The aim of the project, called “Big Data for Best fit”, was to analyze the current skill structure and to align it optimally and sustainably with the requirements of the Continental business model.

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Christian | Project Lead Diversity

Christian Vetter
Managing Director HRForecast

+49 89 44 42 94 90
christian.vetter@hrforecast.de


THE CHALLENGE

In strategic terms, the following questions were raised:

  • Which visible and hidden skills are available and what is their future fit?
  • How can the skills be transferred to support the future business model?
  • Which talent-strategy is required to upskill the organization?

The challenge of the project was to establish the best match between open positions and qualified employees. The results of the project build the basis for data-driven decisions regarding the strategic development of the workforce. In this way, workforce planning supports the global corporate strategy by providing the best qualified employees for new business models. The project also analyzed the opportunities and risks associated with the availability of workforce skills in relation to corporate goals and business environment.

HRFORECAST – SOLUTION APPROACH

  • Extraction of the skills from the sources using machine-learning and natural language processing algorithms
  • Detailed analysis of the organizational skill-availability to identify future risks and unveil hidden potential
  • Introduction of an efficient approach to systematically plan the future skills requirements on a detailed skills level and align it with the quantitative strategic workforce planning based on business requirements
  • Prediction of the future workforce structure and skill availability using workforce simulations
  • Analysis of the skill transformation requirements to close the gap between the skill supply and future demand and evaluation of scenarios

THE RESULTS

Within eight weeks HRForecast conducted the valuable insights for Continental based on the executed data. Using Big Data methods and machine learning HRForecast consolidated the data and identified relevant information to personal structure. By utilizing existing data sources, a holistic view on the workforce skill architecture was created in a very short time. The results in a nutshell:

  • Setting up a personnel structure that can adapt dynamically to the volatile business environment
  • Evaluation of key skills availability in the labor market
  • Location choice of the global Software-Hub strategy
  • Appliance of competence data in further analyzes

You want to experience how Big Data Analytics and innovative tools create a sustainable and competitive advantage out of your data? Schedule a demo here.