Deutsche Bahn AG

Strategic Skill Management.

Industry:

Traffic/Logistics

Revenue:

44,2 Mrd. Euro (2018)

Employees in 2019:

315.000+

Received service/product:

Strategic Skill Management

Faced challenges

The digitization of all areas of life also affects the skills and knowledge that will be required in the future in the world of work. Even occupations that are classically “analogue” will change with the possibilities of new technologies. For example, an electrician recently also has to deal with the programming of smart homes and a bus driver with new digital payment options. The change is rapidly increasing, so that current IT skills have a half-life of one to two years. Employees are thus constantly exposed to new conditions.

Deutsche Bahn has recognized the importance to be preparared for the challenges of the future. As part of the startup program ‘Mindbox’, Deutsche Bahn has launched – together with HRForecast – a pilot project aimed to answer the question: „How will job profiles evolve in the future and are the current trainings and development activities sufficient to support the transformation?

Questions to be clarified

  • How are job profiles at Deutsche Bahn impacted by trends like digitalization, automation, etc.?
  • How future-oriented are the current job postings of Deutsche Bahn? Which skills will become increasingly important in the future?
  • Are the current training and development activities able to support the employees to acquire the needed future skills?

Project approach

/ 1      Data integration

HRForecast analyzed over 5.000 trainings conducted by Deutsche Bahn employees. Text mining technologies were applied to extract and systematically register the unstructured information on the training.

/ 2     Assessmenet of the status quo

HRForecast analysed every skill and learning content that was part of the conducted trainings  in terms of future-orientation and coverage of future mega trends. The results uncovered white spots and improvement potentials in the training landscape.

/ 3    Derive future skill requirements

HRForecast used macro-economic data to translate the major trends impacting Deutsche Bahn into concrete skillset requirements. These inputs were used to formulate a selection future-oriented job profiles.

/ 4     Provide results and propose measures

By connecting the future skill requirements derived from the future job profiles with the training data of the employees, HRForecast and Deutsche Bahn were able to identify the skill gap. Measures were set up to improve the future fit of the training landscape to support the systematic transformation of the workforce.

Key insights & value-adds for the client

The client…

…received best-practice future-oriented job profiles for optimized recruiting.

The client…

  • received transparency on the gap between current training and development activities and future skill requirements
  • improved the future-fit of the training portfolio

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