NOVUM ONLINE – THE
IT MANAGEMENT MAGAZINE OF NOVENTUM CONSULTING
News from the information technology, current trends in the IT industry, concrete projects of noventum consulting and its partners, dedicated comments and interesting events from the everyday IT Management.
Digital Transformation, IT-Outsourcing, IT-Strategy
According to the World Economic Forum up to 10 percent of the global gross domestic product will be generated via blockchains by 2027. Reason enough to take a good look at this technology already today. The upcoming opportunities of blockchain technology have, in fact, found their way into discussions on the executive level. Especially in terms of the alignment of the long-term IT strategy, the topic of blockchain should be taken into consideration in order to be able to identify early on opportunities for your own company. However, decision-makers should have a clear understanding of the potential impacts of the technologies on processes and industries.
The requirements for reports and analyses in the HR segment are growing with the technical possibilities. Until now, People Analytics has been the innovation topic du jour, whereas Predictive Analytics is the current promise. Today, the objective of a lot of Human Resources departments is to proactively and strategically support and advise the different areas of their company. The inquiries range from quick collection of relevant HR indicators to requests for intuitive analyses of possible correlations and conspicuous trends. Such requirements cannot be fulfilled with HR data that are stored in various, non-interconnected sources and which can only be combined with a lot of manual effort. The dm-drogerie markt retail group has addressed this situation with the “noventum HR-Analytics” standard solution which is based on an HR data warehouse and a BI solution based on Microsoft SQL Server and MicroStrategy. With its HR-Analytics application, noventum consulting has been able to consolidate the technical situation as well as the data basis of dm, and to significantly improve the situation of reporting within HR.
noventum consulting is among Germany’s 100 best employers! At the festive gala in the Titanic Chaussee Hotel in Berlin, noventum’s managing director, Uwe Rotermund, his deputy and head of human resources, Frank Petersen, and several employees accepted the award. With this outstanding rating in the group of companies with 101 to 205 employees, noventum once again obtained a place in the first row of attractive employers. In an anonymous questionnaire, the employees assessed their employer in detail and provided their employer with an excellent report. Ever since 2006, noventum consulting has participated in the nationwide competition repeatedly with great success. In 2012, noventum’s employees catapulted their employer into first place in its category for the third time in a row. The IT management consulting firm has now been able to continue these successes.
Growth, mergers, and other large changes quite often present challenging tasks to HR departments. Frequently, the requirements posed to modern personnel management processes as well as to analysis and planning functionalities can no longer be accomplished by simple means. The nobilia company was faced with such as challenge as well. Traditionally, working with Excel, various databases, and e-mail, HR management established a technologically state-of-the-art foundation for its work with the PERSIS personnel management software. With their extensive PERSIS know-how, the HR management consultants of noventum consulting were able to decisively contribute to the project’s design.
It sounds simple, yet, it is of central importance: Software that functions without any error is good, as software errors cost time and money. That applies to standard software, but of course also to custom applications such as those used at many companies in day to day business. Through automated tests, it is possible to continuously measure and assure software quality. Undesired side effects of software changes can be directly identified and avoided through automated tests.
The EU has developed a new privacy / data protection law, the “EU General Data Protection Regulation”. It has been in full force since May 2018 and there is still uncertainty among a lot of companies and their data protection officers as to what is actually required by the new regulations and what kind of impact they will specifically have on their data processing processes. Especially in the big data and business intelligence environment, fundamental conflicts of interest arise and widely spread paradigms regarding data retention and analysis will potentially have to be put into question.
The following article provides an overview regarding the fundamental requirements of the GDPR and the obligations arising for companies and for the data protection officers, and outlines a possible approach to comply with these requirements. In addition, the impacts of the regulation are discussed in the business intelligence context and it is shown, based on the example of the Microsoft SQL Server platform, how the requirements of the new EU Directive can be covered by features of modern database management systems.
The outsourcing market already reached ever new record levels in the past, both domestically and internationally. The number and complexity of provider agreements keeps increasing, so do the challenges for the IT procurement department. Not only does the latter have to master shorter sourcing cycles, but ever more frequently said department is also taking on the role of provider management. In the future, the IT procurement department – as central bearer of know-how – will decisively co-determine what’s going on in sourcing in the company. Whether or not the department assumes the leading role will, to a certain extent, depend on who within the company is one step ahead in terms of specialist knowledge.