Usable for the HR business role
The digital economy fuels the transformation of the organizational culture and new digital competencies for managers and employees.
Development of a modern organizational culture which is crucial for successful business performance in the digital economy?
We want to know about modern organizational culture elements, since we want to achieve successful business performance in the digital economy. This is why we ask ourselves:
- What is the modern organizational culture that is needed for doing business in the digital economy like?
- Which elements of our organizational culture should we develop in the future to be more successful?
- What are our biggest challenges connected to the development of the required modern organizational culture?
The development of digital competencies of HR experts
We want to upgrade our professional competencies in areas that are important for successful business performance and HR management function in the digital economy. We want to know:
- Which are the key digital competencies that HR experts require?
- Where and when can we carry out a credible assessment of good quality?
- How can we systematically develop them?
Engaged employees and engaged customers in the digital economy
We are aware that engaged employees are a key requirement for engaged customers. This is why we want to know::
- Which elements of our organizational culture accelerate the engagement of our employees and can be used as foundations for strengthening our increased customer focus?
- Which elements of our culture inhibit the engagement of our employees?
- Which areas are the priority of our development in that area?
Digital leadership
We, as leaders, do not exactly know what to do to improve the digital focus of our organizational culture so we can involve our coworkers for the following reasons:
- We do not yet have a good understanding of business performance in the digital economy.
- We do not know which dimensions of the modern organizational culture should be systematically strengthened.
- We don’t have enough knowledge about the key characteristics of the modern organizational culture which we can use to help us.
The digital strength of our organization
We want to know if it can be measured, how well we are prepared to digital business operations and which level of business transformation have we achieved. We do not know the following: :
- Is there a model of assessing digital maturity and competencies along with a professional test – assessment that we can rely on?
- Can we compare ourselves with others based on the acquired data and what is our position in relation to other organizations (what does the benchmark or comparative analysis in our industry state)?
- What should we do to systematically improve our business performance in the digital economy?
Competencies for a digital business transformation
We want to execute a successful digital business transformation, but we do not know whether we have the suitable and competent personnel to accomplish that? We want to know:
- How to systematically asses the digital competencies of our employees?
- How to select the candidates that are the most appropriate for this task?
- What are the key digital competencies for a successful digital business transformation?
Digital competency profiles
Our company wants to systematically develop the digital competencies of our employees and establish digital competency profiles in connection to that. We wonder:
- Which key digital competencies are important for the successful business performance of organizations in the digital economy?
- How to develop advanced digital competency profiles?
- Where should we place our priorities, connected to the future development of competencies?
Digital academy
We want to train our leaders to acquire suitable digital competencies which will enable successful digital business performance. We wonder:
- How to create a good quality program in our internal digital academy?
- How to systematically asses the competencies of the participants before training and after training?
- Which key digital competencies are important for the successful business performance of our organization in the digital economy?
The culture for a successful digital business transformation
We face a digital business transformation. We are worried whether we will be successful in doing this since we are noticing the following:
- We don’t have enough available resources to do this, so we must ration them.
- There are doubts that we will be able to successfully execute it which lessens the engagement of our employees.
- We will leave the initiative to do it to our IT department.
- We do not know whether our organizational digital culture is developed enough.
Attractiveness of the employer for digital talents
We know we should employ the best digital talents to ensure a successful future business performance and we should ask ourselves:
- Does our culture reflect the culture and values of the best potential employment candidates?
- Is our company digitally attractive to the best young talents?
- The development of which digital competencies should we provide for them?
Challenges of engaging digital talents
We want to keep the best employees, because we are aware that human capital is crucial for our success, today and in the future. We are worried about the following:
- Do our best talents recognize enough opportunities for their professional and personal development within our organization?
- What is the level of their experiences (so called employee experience) with the organization?
- Do they have the suitable opportunities to express their talents and can we ensure an attractive work for them?
Modern strategic planning/strategic planning in the digital economy
We want to know what makes modern strategic plaining different and which new developments must we follow to successfully execute our strategy in the digital economy. This is why we want to know the following:
- What else we should include in our current procedures of strategic planning?
- Which digital competencies do we need to be able to include it?
- Which new elements of the modern digital culture must we develop to support the execution of the strategy?
Employment and development of digital talents
We know that we must employ new digital talents and systematically develop our own talents, so we want to know:
- How do we recognize true digital talents from a range of different candidates?
- What are the key digital competencies that employees must develop so we can be successful in our digital business transformation?
- How to systematically and comprehensively develop our human resources since we can see that there are not enough potential employees with quality digital skills in the market?
A successful leader in the digital business environment
I am aware that leadership is a matter of the business context in which the leader operates. This is why I want to know how the roles and competencies of the leader change in the digital economy. I wonder:
- Which key competencies should a leader have to be able to facilitate successful digital business operations and organizational culture that supports it?
- Which digital competencies that are important for leaders am I strongly proficient in and which ones are lacking?
- How to systematically develop them, today and in the future?
Staying competitive in the digital economy
I am aware that the continuous development of our employees is crucial for the competitiveness of our company. This is why we want to prepare a suitable development plan for digital competencies for our key business roles together with our HR department. We require help during this process since we don’t know:
- What are the key digital competencies which can at least help us retain and if possible improve our competitive position in the digital economy?
- What is the level of those digital competencies in our employees?
- Where should we place our priorities, connected to the future development of competencies?
Employment of digital talents
With credible assessments we want to verify candidates and we will offer it to employers with the aim of providing even more added value. This is why we want to know:
- Which are the key digital competencies that we would test in candidates?
- How can we get a credible assessment of their digital competency level?
- Which key business roles are important for successful business performance in the digital economy?
Implementing a successful digital project
We want to execute a successful digital project, so we want to know the following:
- What are the competencies of the members of the anticipated team for executing this project?
- How to develop the missing competencies of all project participants?
- Which additional digital competencies should such members posses or develop (what do the trends, benchmarks and good practices say about it)?
Organizational culture on mergers and acquisitions
We have performed a merger or we acquired a digitally advanced organization and we have the following questions in connection with this:
- Which common areas should we work on in the future to best align our operations and values?
- How can we find the biggest differences in culture between the companies?
- How can we systematically asses the differences and similarities of our cultures to be able to plan suitable activities for developing a (new) common organizational culture?
Our brand in the digital economy
We are planning a rebranding because of the changing requirements of our buyers and different characteristics of doing business (in the digital economy). This is why we want to know:
- What is our organizational culture: mentality, reasons, viewpoints and values of employees that are crucial for the successful positioning of the new brand or brands?
- What is our customer focused culture like and where are our key challenges or blockers?
- To which elements of the organizational culture should we devote our focus, assets and activities in the future?
Alignment of organizational culture: Our customers and us?
We are aware that the alignment of our organizational culture with the culture (values, beliefs, behavior) of our key customers is crucial for our long term success. This is why we want to know:
- How we check the so called cultural alignment between the culture of our customers and the culture of our organization?
- Is our organizational culture focused on customers and other stakeholders (even compared to the best organization in our industry)?
- What are the biggest gaps between our cultures and what should we do with the goal in the future to achieve as much alignment as possible?
