HR-and Resource Team | North Consultants

Using up to date IT and technology enables HR to follow up professionals to leverage the value of the vast amount of data available at their fingertips.

Covering how to identify the most useful sources of data, collect information in a transparent way that is in line with data protection requirements (GDPR) and turn this data to business intelligence is a focus area for HR in the digital shift.

Fast-changing work environment means HR must adapt to survive. Resource management is about how effectively one can serve and develop the organizations need for resources.

Acquiring, allocating and managing the resources required for a project becomes increasingly critical to fulfill business plans. Particularly the resources that are scarce, with effective work performance and deliver on time and to budget. The timing of the resource management activities has to remain flexible so that it can match any project schedule changes.

HR will be increasingly impacted by digital technology using smart ERP solutions. HRs future depends on its response to the digital shift. If HR cannot adapt, it may not be able to keep up with today’s fast-changing work environment.

The basic work that HR does, and is mostly valued for, such as recruitment and administration, will be primarily carried out through AI and other smart technologies.

Traditionally seen as a purely people function, unconcerned with numbers, HR is now uniquely placed to use company data to drive performance. Both of the people in the organization and the organization as a whole

Fast-changing work environment means HR must adapt to survive. Resource management is about how effectively one can serve and develop the organizations need for resources.

Acquiring, allocating and managing the resources required for a project becomes increasingly critical to fulfill business plans. Particularly the resources that are scarce, with effective work performance and deliver on time and to budget. The timing of the resource management activities has to remain flexible so that it can match any project schedule changes.

HR will be increasingly impacted by digital technology using smart ERP solutions. HRs future depends on its response to the digital shift. If HR cannot adapt, it may not be able to keep up with today’s fast-changing work environment.

The basic work that HR does, and is mostly valued for, such as recruitment and administration, will be primarily carried out through AI and other smart technologies.

Traditionally seen as a purely people function, unconcerned with numbers, HR is now uniquely placed to use company data to drive performance. Both of the people in the organization and the organization as a whole

Using up to date IT and technology enables HR to follow up professionals to leverage the value of the vast amount of data available at their fingertips.

Covering how to identify the most useful sources of data, collect information in a transparent way that is in line with data protection requirements (GDPR) and turn this data to business intelligence is a focus area for HR in the digital shift.

focusing on availability North Consultants

Resource management (RM) is how effectively one can serve and develop the organization´s need for resources. RM is more than just managing individuals and their tasks, or creating reporting tools and reports. RM is about acquiring, allocating and managing the resources required for running operations or projects. Aligned with specific task and role definition that ensures that internal and external resources, especially those that are scarce, are used effectively, on time and to budget. The timing of the RM-activities has to remain flexible so that it can match any project schedule changes.

International studies of global HR trends highlights three important new trends:
1. A rapid and continuing shift from a permanent full-time workforce to a combination of full-time and part-time, permanent and temporary towards more flexible, project-based teams, contrasted with traditional steady state business-as-usual operation.

2. The strategic capabilities the organization needs, will have to be built through an interchangeable mix of human and technological resources.

3. The hunt for talents to secure strategy and vision is stepped up many times. Disruptive markets need top notch individuals to deliver

Todays managers have two choices; a) re-skill HR to provide better tactical value via expert advice on people issues, or b) transform the function to exploit the full potential of its strategic contribution by defining and delivering on personality traits (soft skills).

Focusing on availability of resources and linked with planning of people demands, allows for effective use of limited resources. Using modern technology and smart methods on how to attract and retain talents, will save money, time spend and increase output.

CONTACT & LOCATIONS