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Future Work Skills - Welche Fertigkeiten verlangt die Arbeit der Zukunft?

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Eine qualitative Studie zu benötigten Kompetenzen seitens Arbeitnehmern im Jahr 2024.

Und hier geht es zur Umfrage der Folgestudie: www.bit.ly/1JzDpD5

Published in: Recruiting & HR
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Future Work Skills - Welche Fertigkeiten verlangt die Arbeit der Zukunft?

  1. 1. Future  Work  Skills   Welche Fertigkeiten verlangt die Arbeit der Zukunft? Februar 2015
  2. 2. Future Work Skills – Benötigte Kompetenzen im Jahr 2024 Vor dem Hintergrund einer sich immer schneller verändernden Welt und damit auch einer stetigen Veränderung der Arbeitswelt, beschäftigt sich diese Studie mit der Frage, welche Fertigkeiten die Arbeit der Zukunft von uns verlangt und welchen Einfluss dies auf Wirtschaft und die Personalpolitik in Unternehmen hat. Der Fokus der Studie liegt auf dem Bereich der Wissensarbeit. Die Forschungsarbeit widmet sich insgesamt drei Bereichen: §  Ursachen: Im Rahmen von Experteninterviews wurden zunächst die Ursachen für die veränderten Anforderungen erforscht. §  Veränderungen: Die Experten gaben weiterhin Auskunft über die in Zukunft benötigten Kompetenzen, über die Arbeitnehmer verfügen müssen. §  Probleme & Intervention: Abschließend wurde die Frage beantwortet, ob es möglicherweise zu Problemen in Zusammenhang mit den neuen Anforderungen kommen kann und welche notwendigen Entwicklungsmaßnahmen gesehen werden. Vorwort   Hintergrund der Studie Future  Work  Skills   2  
  3. 3. Inhaltsübersicht   Future  Work  Skills   3      Execu;ve  Summary        4     1      Einflussgrößen  in  2014      5     2      Future  Work  Skills      6     3      Überblick  der  Ergebnisse      7     4      Probleme      8     5      Entwicklungsmaßnahmen      9     6      Durchführung  der  Studie  10     7      Creden;als  11     8  
  4. 4. 1  Execu;ve  Summary   Take-aways aus der Studie Future  Work  Skills   4   §  Durch Megatrends wie Globalisierung, demographischer Wandel und Digitalisierung kommt es zukünftig zu massiven Veränderungen unserer Arbeitswelt. §  Den stärksten Einflussfaktor stellt die Digitalisierung dar. Die Studienergebnisse zeigen, dass die meisten Kompetenzanforderungen sich aus diesem Themenkomplex ergeben. §  Hinsichtlich der Kompetenzanforderungen ist zu erkennen, dass Selbstkompetenzen zunehmend wichtiger werden. Fachkompetenzen hingegen verlieren in Zukunft an Bedeutung. §  Zu den wichtigsten Kompetenzen zählen Kommunikationsfähigkeit, Mehrsprachigkeit, IT- Kompetenz, vernetztes Denken, kognitive Flexibilität, Verlässlichkeit, Offenheit, räumliche Flexibilität und lebenslanges Lernen. §  Einige Fähigkeiten, die heutzutage noch kaum relevant sind, werden in Zukunft an Bedeutung gewinnen. Hierzu zählen mathematisches Verständnis, emotionale Intelligenz, Innovations- fähigkeit und Datenmanagement. §  Die Entwicklung hin zu einer Zwei-Klassen-Gesellschaft, sowie die fehlende Zusammenarbeit zwischen Unternehmen und Bildungseinrichtungen wird als problematisch gesehen. §  Neben dem Bildungssektor sind vor allem die Arbeitnehmer und die Unternehmen gefordert, die benötigten Kompetenzen zu entwickeln, um einem Fachkräftemangel entgegen zu wirken.
  5. 5. 2  Einflussgrößen  in  2014   Trends, die die Arbeitswelt nachhaltig beeinflussen Future  Work  Skills   5   §  Interkulturelle Zusammenarbeit §  Ethnic Diversity     Globalisierung   §  Alters-Diversity §  Sinkende Geburtenraten §  Rückgang der Erwerbstätigen     Demographischer Wandel   §  Kommunikationsmittel §  Ubiquität von Wissen §  Alltäglicher Umgang mit IT §  Konnektivität   Digitalisierung  
  6. 6. §  Mehrsprachigkeit §  Ausbildung §  Fachwissen §  Spezialisierung   Fachkompetenzen   3  Future  Work  Skills   Heutige und zukünftige Kompetenzen Future  Work  Skills   6     Selbstkompetenzen  §  kognitive Flexibilität §  Verlässlichkeit §  Offenheit §  Räumliche Flexibilität §  Kreativität §  Lebenslang Lernen §  Entscheidungsfreude §  Selbstmotivation §  Selbstreflexion §  Durchhaltevermögen §  Selbstwertschätzung §  Verantwortungs- bewusstsein §  selbständige Arbeitsweise §  Qualitätsbewusstsein   Sozialkompetenzen   §  Kommunikationsfähigkeit §  Teamfähigkeit §  Interkulturelle Kompetenzen §  Soziale Flexibilität §  Empathie §  Führungskompetenz §  Emotionale Intelligenz   Methodenkompetenzen   §  IT Kompetenzen §  Fähigkeit zum Lern- transfer §  Methodologie §  Prozessverständnis §  Analytik §  Projektmanagement §  Konzeptionelles Denken §  Vernetztes Denken §  Mathematisches Verständnis §  Datenmanagement
  7. 7. 4  Überlick  der  Ergebnisse   Kausalitäten von Megatrends, Veränderungen der Arbeitswelt und Kompetenzanforderungen der Zukunft Future  Work  Skills   7       Mehr-­‐   sprachigkeit   Räuml.     Flexibilität   Offenheit   Soziale     Flexibilität   Interkulturelle     Kompetenz   Kommunika;ons-­‐   fähigkeit   Vernetztes     Denken   IT-­‐Kompetenz   Prozessverständnis   Analy;k   Spezialisierung   Emo;onale   Intelligenz   Methodologie   Math.   Verständnis   Fachwissen   Lebenslanges     Lernen   Selbstreflek;on   Selbst-­‐   mo;va;on   Alters-­‐   Diversity   Fachkrä3e-­‐   mangel   Rückgang   der   Erbwerbs-­‐   tä=gen   Ausbildung   Methodologie   Ubiquität   von   Wissen   Auto-­‐   ma;sierung   Alltägl.   Umgang   mit  IT   Konnek-­‐   ;vität   Kommunika;ons-­‐   mi`el   Rückgang     der     Erwerbs-­‐   tä;gen   Fachkräae-­‐   mangel   Alters-­‐   Diversity   Daten-­‐   management   Interkulturelle     Zusammen-­‐   arbeit   Ethnic     Diversity   Interna;onal   we`bewerbsfähige   Ausbildung   GLOBALISIERUNG DIGITALISIERUNG DEMOGRAPHISCHER WANDEL
  8. 8. 5  Probleme     Mögliche Probleme im Rahmen des künftigen Kompetenzerwerbs und der -aufrechterhaltung Future  Work  Skills   8   §  Zwei-Klassen-Gesellschaft §  Qualifizierungsproblematik §  Fachkräftemangel    Arbeitsmarktbezogen   §  Fehlende Flexibilität Arbeitgeberbezogen   §  Psychische Gesundheit   Arbeitnehmerbezogen   §  Zusammenarbeit zwischen Unternehmen und Bildungsinstituten Bildungssektor  
  9. 9. Notwendige Entwicklungsmaßnahmen seitens der Stakeholder Future  Work  Skills   9   §  Fortbildung fachlicher Kompetenzen §  Talent Management §  Mitarbeiterbindung Arbeitgeberbezogen   §  Vorbereitung auf den Arbeitsmarkt §  Digitalisierung des Bildungssektors Bildungssektor   §  Eigenständige Weiterentwicklung Arbeitnehmerbezogen   §  Change Management §  Generations-übergreifender Wissenstransfer §  Modernisierung des Managements 6  Entwicklungsmaßnahmen  
  10. 10. 7  Durchführung  der  Studie   Forschungsdesign Future  Work  Skills   10   Befragt wurden insgesamt 10 Experten aus der freien Wirtschaft (Branchen: Marketing/Kommunikation, Steuerberatung/Wirtschaftsprüfung, Industrie/FMCG und freiberufliche Beratung). Die fachlichen Kompetenzen der Interviewpartner liegen in den Bereichen Human Ressource, Organisations- entwicklung/Change Management bzw. Coaching/Beratung. Alle Befragten verfügen über Berufserfahrung von mind. 10 Jahren, vornehmlich mit Personalverantwortung oder Teamleitungsfunktion.   Studienteilnehmer   Die Datenerhebung erfolgte in Form von halbstandardisierten, leitfadengestützten Experteninterviews (face-to-face bzw. telefonisch).   Methodik   Oktober bis November 2014   Erhebungszeitraum  
  11. 11. 8  Creden;als   Future  Work  Skills   11   Die vorliegende Studie wurde im Rahmen des Fachs „Projektstudium II“ an der Hochschule Fresenius in Düsseldorf im Fachbereich Wirtschaft & Medien, Studiengang Business Psychology erhoben. Gerne lassen wir Ihnen die ausführliche Fassung dieser Studie zukommen. Bitte kontaktieren Sie hierfür die Vertreterin der Projektgruppe Astrid Kobarg unter kobarg.astrid@duesseldorf.hs-fresenius.de Autorinnen: Laura Holland // XING Melanie Gaspary // XING / LinkedIn / about.me Sandra Gütte Astrid Kobarg // XING / LinkedIn Nina Winkels // XING Auftraggeberin: Dr. Deborah Schnabel // XING Grafik: SKILLS FOR YOU – Medienkompetenz für Dich

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