For Skilled Workers
SME Desk Newsletter
Increasing talent shortage
Requirement for increasing agility
Due to the demographic situation and the digital structural changes, it is becoming increasingly difficult for employers to find the skilled workers they are looking for on the external market and to recruit them in a timely manner. “Hire & fire” is not only expensive, but also dangerous, as depending on the profile, there may not be enough skilled workers available in the Swiss labour market. Therefore, it is becoming increasingly important for employers to retain their employees, continuously develop their employability and increase the content and personal agility of employees in order to continuously adapt their employee profile to the highly dynamic business and company requirements.
The increasing dynamism in the business and market environment leads to continuous change and higher agility of companies. As a result, the classic HR development approach is too static and no longer effective. Target profiles, competence needs and development goals are constantly changing, which is why long-term competence development strategies quickly become obsolete and outdated. Therefore, employers are increasingly focusing on promoting employee mobility and agility. Internal mobility and flexibility in the workplace are crucial. Employees are flexibly deployed where they can add the most value in the company. Their profiles and skills must be constantly compared with current tasks and operational requirements. Internal mobility and agility thus replace traditional personnel development.
In times of rapid change and ongoing transformation, you as an employer need well-trained employees who are flexible and adapt quickly to innovations. You need colleagues who quickly understand where and how they can make a contribution and who independently acquire the necessary expertise themselves. In the digital world, employability no longer means having the right professional profile for a job, but having strong basic skills in learning, change and problem solving.
With "Employability for Future" (E4F), we have developed a simple and targeted approach for companies on how to sensitise and prepare employees for the digitalised world. The most important competences are evaluated and analysed in order to develop an individual learning and development strategy for the employees. This is an important step towards an agile organisation.
The human factor is still very central, even in the digitalised world. As an employer, you want to know about the competence profiles, key skills, talents and potential of your employees. In the case of external applicants/candidates, you want to be sure that they meet the requirements set.
In addition to the classic instrument of assessment centres, we consistently use the possibilities of digital tools and innovative test and learning concepts. The von Rundstedt Assessment Toolbox consists of various psychometric analyses and performance tests.
The concept of an agile organisation only works if internal mobility is enabled and systematically promoted. With the introduction of an internal career centre, you can centrally coordinate and manage internal mobility. This enables you to better promote your internal talents with little external fluctuation and to deploy them in the right place in your company. Instead of a job-oriented organisation, there is now a project- and task-oriented organisation. The basic prerequisite for this, however, is a consistent culture of mistakes and learning. This must be lived by managers and employees.
We support organisations in setting up internal career centres and in selecting, training and developing suitable resources. We provide tools, share our knowledge and place our experts at your disposal.
Career management has changed considerably in recent years. Linear career models are rather rare today. New agile career patterns such as the mosaic career, portfolio career, project career or entrepreneurial career are becoming more important and popular. In addition, employers do not like to see themselves as responsible for the individual career development of their employees. They prefer to focus on personal responsibility and flexibility. However, this requires employees to have the necessary knowledge and tools.
We will support you and your employees with various programmes and services:
1. individual assessment and career planning2. career management workshops with certificate3. career platform with virtual coaching
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As a professional assessment provider, adherence to a number of values is very important to us. Our basic attitude leads us to the following priorities and statements.
Our team of observers always includes at least one psychologically trained observer. However, we concentrate strongly on business aspects when setting tasks and assessing them. Therefore, the tasks are consistently geared to the practical activities and professional requirements of the target group.
For us, the candidate is also a customer. Accordingly, they are treated as customers throughout the entire AC process and are supported to the best of their ability. Thanks to the high level of professionalism and clear transparency towards all persons involved, our assessments also enjoy a high level of acceptance among candidates.
The candidate receives detailed feedback, which is discussed personally. We also advise them on how they can develop further and learn from the AC experience.
The quality of process, assessment and recommendation is very important to us. We therefore work with an experienced team of observers and involve subject matter experts and insiders depending on the target position. Observations are reflected and discussed until a reliable statement is possible. In doing so, we consistently take into account the requirements of the general quality criteria (objectivity, validity, reliability).
In addition to the strong interactive and personal character of our assessment programmes, we also focus on digital assessment tools. Our assessment toolbox contains several psychometric tests as well as performance tests and 360 feedback analyses. The combined use of different instruments enables us to holistically assess people’s personal and professional profiles.
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