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From exponential thinking to Big Data and what it means for HR Management in software business.

From Exponential Thinking to Big Data – what does this mean for HR Management?

Beginning of July I had the pleasure to be one of the speakers at the largest HR conference in Berlin powered by the BPM (association for HR Managers). About 1.600 HR managers participated in the conference that hosted 100 different workshops and presentations. Also, renowned key note speakers like the Axel Springer journalist Christoph Keese were there to talk about the latest trends from Silicon Valley.

You might wonder how exponential thinking and Big Data are connected to HR Management. First of all: What is exponential thinking? It’s related to the so-called “Exponential Organizations” from Silicon Valley, which are able to grow exponentially instead of just linearly, i.e. by using communities, automation, and having a digital business model based on sharing instead of owning. However, it is also an attitude of always aiming to be 10 times better.

@Avira we deal with Big Data every day by protecting the data of our 100 million customers, and also with our A.I.-assisted malware detection technology that classifies millions of files daily whether they are malicious or not. And we are now also encouraging our staff to practice “Exponential Thinking”.

Now, what are the essentials of my presentation “From Exponential Thinking to Big Data – what does this mean for HR Management in a software company?”

Three roles how we live HR Management@Avira

  1. HR as designer
    HR has to step on new grounds, thus, finding and designing new and better ways to create value. Therefore, at Avira exponential thinking is an essential part of our corporate values and HR is supporting its implementation in leadership development & coaching, cultural fit interviews, appraisals, and other touch points with candidates and staff.
  2. HR encouraging employees
    In today’s shaky world one thing will never change: the importance of role models who encourage you if you wish to reflect. We in HR can be the ones to go to. And we need to be the ones understanding the motives and expectations of our customers, which are our employees and managers. We have developed “stay interviews” in which the manager asks the employee questions in order to understand what specifically drives the engagement of this employee, whether his/her expectations that they built when they joined have been fulfilled and what the manager can do in order to increase the engagement even more.
  3. HR as digital role model
    The HR function can be a digital role model, however, should at least be technologically up-to-date. This is why we use innovative HR tools from talent sourcing, over eRecruiting to an HRIS with modern analytics functionalities.

What can you as HR Manager do?

  1. Learn about the new technologies
    Join events on industry4.0, follow the activities of Singularity University from Silicon Valley and also try out new HR tools, i.e. for talent sourcing.
  2. Step on new grounds with HR projects
    Be courageous and try out new approaches in HRM. Or connect with your HR network and check whether you can adapt a successful approach of another company to your needs.
  3. Encourage other people
    Become a coach by building up deep knowledge about people and their motives so that you can become such role model who is able to encourage others. In an even more digitalized world these coaches who are able to genuinely encourage others will be sought after.

Wishing you all the best for your HR initiatives!

This post is also available in: German

VP Global HR @Avira.