NEW APPROACHES IN HRM

68 SCENARIOS Smart HR Services As part of this development it is even possible that the term „Smart HR Services” is intended to develop digital services that support HR managers in their future work. Possible examples of scenarios are: Ø Smart personnel deployment planning, which determines qualitative and quantitative requirements based on sensor data and generates personnel deployment plans from this - also in near and real time. Ø A smart personnel development that recognizes development needs based on sensor data and - also in near and real time - in the form of assistance services or JIT learning units. Ø Smart personnel assessments that evaluate employee performance based on sensor data. I. THE NEW JOBS REVOLUTION. THE IMPACT OF TECHNOLOGY ON THE LABOUR MARKET The labour market has undergone extensive changes and developments with regard to digitalization in recent years: While it was common a few years ago to advertise job postings on the company's own website and maybe additionally on a job portal, today this is no longer purposeful. On the one hand, companies can no longer rely to address in this way the right applicants; on the other hand, the meantime widely recognized lack of skilled workers means that companies even have to court candidates in order to fill their vacancies in time. The entire search strategy must therefore undergo a paradigm shift and be set up and designed proactively in terms of marketing so that applicants for vacancies are intensively wooed. The company is today forced to be present on all digital channels and to show actively to the community of possible candidates why they should be interested in a position with this company. This process is derived and comparable to the marketing activities of the company for promoting their products or services to customers.