/ 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.
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.