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.
The challenge 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 Continental business model’s requirements.
„We conducted our first pilot with HRForecast thinking Big Data had potential, however, we were amazed at the transparency and insights it delivered. Since then, we have conducted several projects with HRForecast.“
Dr. Ariane Reinhart, Member of Executive Board, HR
Questions to be clarified:
1. Data setup
Using Machine Learning algorithms, we consolidated company’s data and identified information to the personal structure. This information built the basis for further analysis.
2. Approach development
We developed an approach to planning the future needed skills on a detailed level and aligned with the quantitative strategic workforce planning.
3. Data evaluation
We analyzed current skill-availability inside the company. In this step, future risks and potentials regarding the skill landscape were identified.
4. Scenario simulation
We simulated the future workforce structure scenarios and skill availability. Afterwards, we defined skill transformation requirements to close the gap between the skill supply and future demand.
Key insights & value-adds for the client
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