Successfully through Demographic Shift
Demographic change is a major factor that is fundamentally changing the world. Together with climate change, digitalisation and political changes, it affects almost all areas of life. Its effects, similar to climate change, are gradual and often the changes are ignored or postponed.
Demographic change refers to the change in the age structure of a nation and the associated societal impacts. Birth rates are falling, parenthood is occurring later and life expectancy is increasing. These factors are known, but difficult to influence. Companies must therefore assume that politics and society will do little to change them and must accept the consequences.
Demographic change does not only affect individual nations or the Western world, but also emerging countries and China as well. At 4C our goal is to help organisations navigate safely through these changes. In this first step, we want to create transparency about what changes, opportunities and risks we expect and how risk managers can keep an eye on them:
- The Framework Demographic Shift
- Strategic action in demographic change
- Demopgraphic Shift - how we support your transformation
The Framework Demographic Shift
A systematic analysis of the expected influence of demographic change considers both the internal and external perspective of your company. When considering the external perspective, we use traditional strategic models such as Porter's Five Forces Model to analyse the internal environment of your company. At the same time, we also take into account factors such as technology, environment, politics and society that influence the external environment. For the internal perspective, we use various structural models such as the Business Model Canvas, process models and value chain models to perform a comprehensive analysis.
This white paper does not claim to shed light on all aspects for all companies, sectors and situations. Rather, the paper aims to use examples to illustrate the approach and invite discussion.
Strategic action in demographic change
So how should we deal with demographic change? Demographic change poses great challenges to entrepreneurs and requires active engagement and strategic action. Transparency and recognition of the interrelationships is the first and most important step. The steps outlined in the whitepaper are a good blueprint for a situation analysis.
Demographic change requires comprehensive analyses, adjustments and transformations in different areas of the company. From integrating new insights to re-evaluating supplier relationships and fostering a diverse corporate culture, decisive measures are needed to successfully manage the change:
Analysis & Integration
Reassessment of the supplier relationship
Utilisation of the internal potential
Transformation within the HR function
Adaptation to a new target group
Dealing with demographic change requires transparency and a comprehensive situation analysis. The influence of climate change, digitalisation and political currents must also be assessed. Risk managers must become active and go beyond documentation.
That's how we support your Compliance Transformation → CCO Advisory
The relationship with suppliers can also be reassessed. How many people in charge have difficulties in analysing a process chain.Thinking in contexts will become as much a success factor as the economical use of working time.
That's how we support your Compliance Transformation → CCO Advisory
The use of internal potential in companies is not yet optimal.Not only should the exchange of employees from Germany to abroad be considered, but also vice versa.Digitalisation and automation are also crucial to success internally. Companies should focus on IT and find long-term solutions for the availability of development and maintenance resources.
That's how we support your digital transformation → CDO Advisory.
The HR function is becoming increasingly critical to business success and needs to change dramatically. Traditional internal HR processes are no longer sufficient. Cooperation with municipalities for local transport and childcare as well as cooperation with competitors for training centres are part of the new HR profile. Seriousness of the nursing shortage requires cross-border approaches to solutions.
That's how we support your HR Transformation → CHRO Advisory
The strategy must be revised and a master plan for transformation developed with all managers. Internal regulations such as early retirement, requirements for applicants:inside and marketing strategies are critically reviewed. A different age mix in the departments could be crucial for success.
That's how we support your HR Transformation → CHRO Advisory
Analysis & Integration
Dealing with demographic change requires transparency and a comprehensive situation analysis. The influence of climate change, digitalisation and political currents must also be assessed. Risk managers must become active and go beyond documentation.
That's how we support your Compliance Transformation → CCO Advisory
Reassessment of the supplier relationship
The relationship with suppliers can also be reassessed. How many people in charge have difficulties in analysing a process chain.Thinking in contexts will become as much a success factor as the economical use of working time.
That's how we support your Compliance Transformation → CCO Advisory
Utilisation of the internal potential
The use of internal potential in companies is not yet optimal.Not only should the exchange of employees from Germany to abroad be considered, but also vice versa.Digitalisation and automation are also crucial to success internally. Companies should focus on IT and find long-term solutions for the availability of development and maintenance resources.
That's how we support your digital transformation → CDO Advisory.
Transformation within the HR function
The HR function is becoming increasingly critical to business success and needs to change dramatically. Traditional internal HR processes are no longer sufficient. Cooperation with municipalities for local transport and childcare as well as cooperation with competitors for training centres are part of the new HR profile. Seriousness of the nursing shortage requires cross-border approaches to solutions.
That's how we support your HR Transformation → CHRO Advisory
Adaptation to a new target group
The strategy must be revised and a master plan for transformation developed with all managers. Internal regulations such as early retirement, requirements for applicants:inside and marketing strategies are critically reviewed. A different age mix in the departments could be crucial for success.
That's how we support your HR Transformation → CHRO Advisory
Demographic Shift - how we support your transformation
As an experienced management consultancy, 4C is your reliable partner in managing demographic shift. With our expertise, we support you in completing the required analyses, developing strategies and implementing customised solutions.
We offer not only in-depth expertise, but also innovative thinking and cross-sector experience that we can apply to your individual needs.With comprehensive know-how in our core competencies such as CHRO, CCO or CDO Advisory, we put together a team for your individual transformation to make your company fit for the future and sustainably successful.
Feel free to contact us directly and arrange a meeting.
Our broschure on 'Demographic Shift'
Learn more in our Whitepaper or contact us directly
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Demographic Shift
Learn more about the framework of demographic change and its implications for you as a decision maker.
This white paper does not claim to cover all aspects for all companies, sectors and situations.Rather, the paper aims to illustrate the approach with examples and invite discussion.
Our expert for Demographic Shift
Get in touch with us through Xing or LinkedIn
