Future Job Profiles
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Industry:
Logistics, Agriculture
Locations:
19 countries
Employees in 2018:
ca. 5.000
Received service/product:
Strategic workforce planning
Faced challenges
—
Launched as a one-man-business 60 years ago, the supply range of Kramp, with its headquarters in the Netherlands, includes around 450.000 spare parts and components for the areas of agricultural technology, garden and forest, construction machines and OEM brand manufacturers. Permanent high qualifications of employees, continuous growth and sustainable performance are among the most important elements of Kramp’s entrepreneurial approach.
HRForecast supported Kramp to adapt the strategic workforce planning to changing environmental conditions of the digital age and align it with the company’s digital DNA.
Questions to be clarified
—
- How to find or attract talents in the rural areas?
- How to identify and prevent possible competency gaps using HR instruments?
- How to keep up with the rapid transformation process of the supply chain?
- What should be changed with the use of advanced Big Data tools?
Project approach
—
/ 1 Initial Situation
While the digital supply chain isn’t lacking any data or tools for evaluation, Kramp didn’t have the experience to use Big Data Analysis for strategic workforce planning.
/ 2 Approach
To begin with, Kramp and HRForecast defined business relevant competencies of employees, created job families and also included the factor of employment with a company.
/ 3 Scenario Planning
By connecting workforce-, finance- and business planning with external data of demographic development and future talent resources, a custom-fit environment for scenario planning across all levels of function was created.
/4 Outcome
Based on analysis we estimated external labour market risks and ascertained concrete predictions on the net labour supply needs on functional level. We could accurately forecast future workforce costs that emerge in volatile environments and the digitalization.
Key Insights & Value-Adds for the Client
—
The client was able to
- Take early precautions for workforce dynamisation if uncertainties in business planning emerge.
- Gain insight to determine functions and requirement profiles at the level of middle-management employees more precisely.
- Define age- or functional groups and create tailor-made instruments for talent management.
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