Merck Group

Gained transparency on global labor market skills’ development trends to inform strategic workforce planning decisions.

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✓ Helped translate mid-to-long term business strategies into tangible demands for different future ways of working, including new or evolving future critical skills and roles, while highlighting needs for re-skilling

✓ Optimized recruiting & talent development through future-proven job profiles

✓ Achieved large cost savings by adopting very targeted talent management, training and recruiting strategies aimed at achieving future strategic priorities

Industry:

Healthcare, Life Science and Performance Materials

Locations:

250+

Employees in 2019:

56,000

Received product:

Market intelligence: competitor benchmarking; future workforce insights; future job profiles

Faced challenges.
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As part of its Group vision to be a leader in science and technology, Merck Group identified selected business “must-win” areas and wanted to translate these into tangible strategic workforce plans to be executed upon. Sharpening Merck Group’s knowledge of the current and future labor market’s skills and jobs demands helped these selected businesses to translate their strategic business objectives into demands for new ways of working, associated new or evolving critical roles required and clear strategic workforce implementation plans to be supplied upon. Some of the labor market analyses’ goals were to outline future operating models for defined business areas based on external data analysis and market best practices, get further transparency and competitive intelligence on selected direct/indirect competitors’ activities and skills’ landscape evolutions. This input helped foster and inform several top Business and HR leadership discussions and decisions to successfully shape the people dimension of Merck Group.

To solve the challenges, HRForecast conducted  ‘Market Intelligence’ analysis which includes following milestones:

  • Competitor benchmarking
  • Future workforce insights
  • Future job profiles
„HRForecast’s data analytics driven approach delivers tangible value and insights to inform and shape Senior Business and HR leadership strategic workforce planning decisions.“
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Alexis Saussinan, Global Head of People Analytics & Strategic Workforce Planning, Merck Group

Questions to be answered.

Competitor benchmarking:

  • How does Merck perform compared to selected direct and indirect competitors in selected business areas, who is shaping the industry future and how?
  • What are workforce and future skills trends in these areas?
  • Is Merck Group missing out on any relevant trends or skills in its strategic workforce planning approaches?

Future workforce insights:

  • How do new technologies and trends influence the way work will be done in the future?
  • What are possible future operating models for selected business areas?
  • Which critical roles and skills are becoming more relevant in the defined units, which ones are becoming less relevant?

Future job profiles:

  • How will specific critical job roles and skill profiles evolve in the short-, mid- and long-term future?
  • How are future skills’ requirements impacted by new technologies and trends (e.g. digitalization)?

Project approach.

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/ 1      Definition of target group

Together with Merck Group we defined the target group for the analysis based on industry and cross-industry competitors.

/ 2     Data analytics

We collected, crawled and analyzed the macro-economic data, providing information of the target group on job demand, skills and trends.

/ 3     Benchmarking

We benchmarked the target group to identify recruiting and location strategies, emerging roles, skill trends and future organizational models.

/ 4     Insights & recommendations

We translated insights into strategic and operational insights and recommendations.

Key insights & value-adds for Merck.
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Sharpening Merck Group’s knowledge of the current and future labor market’s skills and jobs demands helped these selected businesses to translate their strategic business objectives into demands for new ways of working, associated new or evolving critical roles required and clear strategic workforce implementation plans to be supplied upon.

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