The HR Innovation Day on 02.06.2018 in Leipzig

This year’s HR Innovation Day was once again under the motto of innovations in HR work. In addition to exciting keynotes on the topic of Artificial Intelligence and People Analytics, the latest findings on employee satisfaction, leadership and work techniques were presented. What makes the HR Innovation Day so unique is the familiar atmosphere among the visitors as well as between the speakers and the audience. This creates a space for lively exchange and discussion on the topic of HR.

In addition to many international speakers such as Tom Haak from the HR Trend Institute in Amsterdam and Rebecca Lundin from Celpax in Stockholm, speakers such as Phillip Schuch from Düsseldorf and Dr. Daniel Mühlbauer from Munich gave exciting insights into the latest HR methods and trends.

The first presentation started at 08.00 am and dealt with evidence-based HR management. This included the exploration of fundamental questions such as: What is the significance of motivation as opposed to meaningfulness and appreciation? What are the differences between the target groups? And is Generation Y really so different from the baby boomers? Many exciting questions, to which we have received some very surprising answers based on numerous studies.

Another presentation dealt with employee satisfaction. Rebecca Lundin talked about employee morale and the possibility of recording daily employee satisfaction efficiently, daily, anonymously and in real time. The influencing factors visible in this way enable companies to react to positive and negative events in a targeted manner.

The important topic of cultural fit was also addressed. Christoph Athanas from metaHR in Berlin once again made us aware of the importance of cultural fit between employees and companies. Every company is characterized by its own corporate culture, which has to be conveyed in job interviews. This is the only way to ensure that the candidate is given a realistic picture of the future employer. But this is also a challenge for the applicant. Is he or she realistic? Which corporate culture really suits him? Here once again the necessity of honest, transparent job interviews is made clear.

Finally, Martin Gaedt, who already caused a sensation in 2014 and 2016 with his books “Mythos Fachkräftemangel” and “Rock your Idea – Mit Ideen die Welt verändern” (Myth of the shortage of skilled workers and “Rock your Idea – Changing the world with ideas”), should also be mentioned here. Anyone who has ever experienced him live knows that Gaedt himself brings the required creativity to his lectures. A porcelain plate is smashed or paper airplanes are used to illustrate how quickly new ideas can emerge if creativity is allowed. With his contribution: “Rock your Recruiting – 7 billion ways to 7 billion people” Gaedt definitely whets the appetite for innovative personnel work. With many inspiring and astonishing examples on the topic of employee recruitment, he illustrated how important creativity is in everyday professional life.

Hardly any other industry lives so much on innovations as IT. With flat hierarchies, an open corporate culture and agile communication methods, we have therefore created a working environment that promotes a wealth of ideas and the exchange of ideas even more.

After all, new ideas need not only creativity, but above all the right environment to implement them.

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