{"id":4696,"date":"2022-04-07T09:06:38","date_gmt":"2022-04-07T07:06:38","guid":{"rendered":"https:\/\/curit.dk\/?p=4696"},"modified":"2026-04-14T09:08:12","modified_gmt":"2026-04-14T07:08:12","slug":"hr-del-3-strategisk-hr-er-motoren-under-forretningsmaalene","status":"publish","type":"post","link":"https:\/\/curit.dk\/en\/hr-del-3-strategisk-hr-er-motoren-under-forretningsmaalene\/","title":{"rendered":"HR \u2013 Del 3 \u2013 Strategisk HR er motoren under forretningsm\u00e5lene"},"content":{"rendered":"

Strategisk HR har m\u00e5ske aldrig v\u00e6ret s\u00e5 vigtig som nu. Manglen p\u00e5 arbejdskraft betyder, at virksomheder skal arbejde h\u00e5rdt p\u00e5 at fastholde og optimere udbyttet af deres medarbejderressourcer samt sikre, at nyans\u00e6ttelser meget pr\u00e6cist matcher ikke kun de aktuelle, men ogs\u00e5 fremtidige kompetencebehov. Det ophedede arbejdsmarked levner ikke plads til mange fejlskud, s\u00e5 hvordan rammer I plet med kompetencesammens\u00e6tningen, s\u00e5 den matcher jeres forretningsm\u00e6ssige m\u00e5l?<\/p>\n

 <\/p>\n

HR-strategien b\u00f8r altid indeholde m\u00e5l og planer for, hvordan virksomheden i den kommende strategiperiode f\u00e5r og fastholder de rigtige kompetencer, i den rette m\u00e6ngde, til den rette pris, p\u00e5 rette sted og p\u00e5 rette tidspunkt.<\/p>\n

Derfor skal HR-strategien v\u00e6re forankret i virksomhedsstrategien. Er den strategiske m\u00e5ls\u00e6tning fx at f\u00e5 fodf\u00e6ste i en ny produktkategori eller ny kundegruppe, s\u00e5 er det en kerneopgave for HR \u2013 p\u00e5 forkant \u2013 at sikre, at de rette kompetencer er til stede til at l\u00f8fte opgaven.<\/p>\n

 <\/p>\n

GAP-analysen er jeres n\u00f8gleredskab<\/strong><\/h5>\n

S\u00e6rligt i st\u00f8rre virksomheder med mange medarbejdere kan det v\u00e6re en udfordring. Her har man sj\u00e6ldent indsigt i den enkelte medarbejder og derfor heller ikke fuldt overblik over, hvilke kompetencer virksomheden r\u00e5der over, hvor der er huller, hvem der kan opkvalificeres, og hvilke kurser de skal tage, samt hvilke kompetencer det er n\u00f8dvendigt at tiltr\u00e6kke eksternt.<\/p>\n

 <\/p>\n

HR-modulet i IFS Cloud indeholder en stribe redskaber, som skaber netop dette overblik \u2013 ovenik\u00f8bet i en str\u00f8mlinet, st\u00e6rkt automatiseret proces, der er reducerer det manuelle arbejde i HR-funktionen. Hovedredskabet er en GAP analyse, som med afs\u00e6t i de strategiske m\u00e5l for virksomheden kortl\u00e6gger kompetencematches og -huller. Analysen laves p\u00e5 baggrund af de medarbejderdata, som er opsamlet og registreret i IFS under\u00a0MUS-samtaler<\/a>\u00a0og p\u00e5\u00a0medarbejdernes stamkort<\/a>. Ud over de konkrete kvalifikationer inddrages s\u00e5ledes ogs\u00e5 data om medarbejderens interesser og personlige udviklings\u00f8nsker, hvilket har stor betydning i forhold til trivsel og fastholdelse.<\/p>\n

 <\/p>\n

Brugervenlighed i h\u00f8js\u00e6det<\/strong><\/h5>\n

GAP-analysen er omfattende og pr\u00e6senteres med et brugervenligt resume og mulighed for at dykke ned i detaljerede resultater.<\/p>\n

\"\"\"\"<\/p>\n

Et strategisk valg p\u00e5 baggrund af analytisk indsigt<\/strong><\/h5>\n

N\u00e5r I har overblikket p\u00e5 plads, kan I m\u00e5lrettet igangs\u00e6tte de HR-indsatser, der underst\u00f8tter virksomhedsstrategien mest optimalt. Ogs\u00e5 her byder IFS Cloud p\u00e5 st\u00e6rke v\u00e6rkt\u00f8jer. I kan blandt andet se medarbejdernes certificeringer p\u00e5 tv\u00e6rs af virksomheden, herunder behovet for nye certificeringer for at kunne l\u00f8se specifikke opgaver, varetage nye funktioner eller for at kunne deltage i kurser i forbindelse med opkvalificering. IFS giver ogs\u00e5 proaktivt tr\u00e6ningsforslag til, hvordan I udvikler de n\u00f8dvendige kompetencer og opn\u00e5r de rette certifikatniveauer.<\/p>\n

 <\/p>\n

GAP-analysen b\u00f8r desuden bruges i samspil med udviklingsplaner for den enkelte medarbejder. Med Succession Planning har I fx mulighed for at analysere den enkelte medarbejders forbedringspotentiale og identificere de muligheder, der b\u00e5de m\u00f8der medarbejderens egne udviklings\u00f8nsker og jeres fremtidige behov. L\u00f8sningen indeholder ogs\u00e5 et tracking device, hvor I kan f\u00f8lge op p\u00e5 at n\u00f8dvendige kurser og certificeringer gennemf\u00f8res som aftalt, samt flere andre v\u00e6rdiskabende v\u00e6rkt\u00f8jer som underst\u00f8tter kompetenceudviklingen hos jeres eksisterende medarbejdere.<\/p>\n

\u00d8nsker du at vide mere om disse og de andre v\u00e6rkt\u00f8jer i HR-modulet i IFS Cloud, er du meget velkommen til at kontakte Signe Henneberg, HR-konsulent \u2013 mail sihe@curit.dk<\/p>","protected":false},"excerpt":{"rendered":"

Strategisk HR har m\u00e5ske aldrig v\u00e6ret s\u00e5 vigtig som nu. Manglen p\u00e5 arbejdskraft betyder, at virksomheder skal arbejde h\u00e5rdt p\u00e5 at fastholde og optimere udbyttet af deres medarbejderressourcer<\/p>","protected":false},"author":6,"featured_media":4697,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[43],"tags":[],"class_list":["post-4696","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-nyheder"],"acf":[],"yoast_head":"\nHR \u2013 Del 3 \u2013 Strategisk HR er motoren under forretningsm\u00e5lene - Curit<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/curit.dk\/en\/hr-del-3-strategisk-hr-er-motoren-under-forretningsmaalene\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"HR \u2013 Del 3 \u2013 Strategisk HR er motoren under forretningsm\u00e5lene - Curit\" \/>\n<meta property=\"og:description\" content=\"Strategisk HR har m\u00e5ske aldrig v\u00e6ret s\u00e5 vigtig som nu. 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