Deutsche Post DHL Group Delivering Skills-First Careers Powered by AI

Deutsche Post DHL Group (DPDHL) is the world’s leading logistics company. DPDHL is made up of a family of close-knit business divisions all working together to meet customers’ needs.

Bridging the gap: Optimising talent and learning systems with data for effective performance

The purpose of this blog series is to offer some suggestions on how to grow your confidence in using technologies and data to support your HR practice. The first in the series explored the topic at a general level, while the second focused on Learning and Development (L&D) technologies and data. This final instalment offers some thoughts on bringing talent and learning together, and the role of data and technology in doing so.

Leveraging performance management to drive success

One thing the unpredictability of the past few years has taught business leaders is that they need to be able to navigate change, and quickly. There are many tools that companies should have in their arsenals to be able to do this, but three major areas to prioritise are: skills development, career growth and talent mobility. Why is this significant? Firstly, a highly skilled workforce is more capable and efficient. Such employees can perform their duties better, driving greater success for the organisation overall, in turn attracting investors. Additionally, if employees feel that their organisation is investing in their growth and prioritising their development, they are more likely to remain with the organisation.

Deutsche Post DHL Group Delivering Skills-First Careers Powered by AI

Deutsche Post DHL Group (DPDHL) is the world’s leading logistics company. DPDHL is made up of a family of close-knit business divisions all working together to meet customers’ needs.

Core HR function: Anticipating skills requirements

The human resources discipline encompasses a wide variety of roles and responsibilities, all centred around the employee. These tasks span everything from recruitment, payroll and administration to strategic workforce planning and training. The number one purpose of HR, however, is to manage skills. This means ensuring that the company possesses the knowledge and expertise it needs not only to manage day-to-day business and contribute to the company’s success, but also to anticipate future talent requirements. This is particularly true in times of talent shortage. It is up to companies to equip themselves with the concepts and solutions needed to meet these challenges.

Build power skills everyone needs for success in manufacturing

According to Deloitte, 4.6 million manufacturing employees will be needed by 2028, but 2.4 million of those jobs may go unfilled if steps are not taken to ensure proper training, putting $2.5 trillion in manufacturing GDP at risk. And unlike most industries affected by the COVID-19 pandemic, a shift to remote work was not possible for many manufacturing employees, as they are needed to operate factories and production plants. It is therefore critical for manufacturing organisations to focus on reskilling and upskilling to retain their employees and provide them with the opportunity to grow their careers through skill building.