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Restraint when using new technologies

According to a recent survey by digital association Bitkom, German companies are rather reluctant to use new technologies. This applies in particular to the use of AI, 3D printers, blockchain and robotics as well. In addition to data protection and security requirements, shortage of skilled workers is a major obstacle when it comes to the introduction of new technologies.

\”If companies hesitated in introducing new technologies, they may have been less efficient and more expensive than their competitors. Today, a new technology such as artificial intelligence or blockchain can completely revolutionise an entire industry in record time,\” says Bitkom president, Achim Berg. \”Businesses should not introduce new technologies as an end in themselves, but they are well advised to look at their opportunities and explore chances for their own business model – or for completely new business models.\”

The current trend of digitization can give the German economy an enormous burst of growth. Machines and programs can replace not only assembly-line work but also routine tasks of knowledge workers. Many workflows can be made more efficient, and employees can concentrate more on tasks with a higher added value.

\”Given the current full order books, it is understandable when companies say that they have no time for new technologies. However, such an approach is not smart,\” says Berg. \”Nobody who wants to do business tomorrow can afford to do without future technologies.\”

The use of new technologies brings not only new business models but also an enormous shift in the labour market. The demand for jobs due to technology has been steadily increasing over the past twenty years. Companies should not be scared of the partially \-\-supposedly unknown\-\- or even rest on filled order books. They should focus on the current trend, invest in new technologies and demonstrate innovation in recruiting suitable professionals and executives. The often highly sought-after candidates who are needed for digital innovations do their own personal \”cherry picking\” in the tight labour market. The desired employers select them by market position, workplace, leadership culture and also innovative power of the supposedly future employer.


It is important to remain flexible and open-minded towards new technologies and to master the balancing act between ongoing business and innovation. The fact that German companies are world champions (in exporting) has been demonstrated many times in the analogue business, but the business of tomorrow is predominantly digital. The same applies to the digital jobs; good people go where they find interesting challenges and the latest technologies.


Martin Krill has been working for Hager Unternehmensberatung for more than fifteen years and was made a managing partner in 2004. He fills top sales and management positions in the technology industry as well as a number of other sectors.

Hager Unternehmensberatung is a partner of Horton International and offers customers at over 40 locations in the globally most important economic regions solutions for issues throughout the working life cycle: Employment Lifecycle Solutions?.

These targeted solutions for the working life cycle are mirrored in our individual divisions: in the placement of the right candidates, the evaluation of staff potential, during training to develop the personal skills of employees and supporting individual change processes.

With over 90 employees in Germany working in small specialist teams, a fully digital workflow and over 20 years of experience in the technology sector as well as other innovative markets, Hager Unternehmensberatung brings together the performance and process quality of the industry?s big names with the speed and flexibility of a start-up.

Hager Unternehmensberatung is one of the top 15 recruiters in the DACH region and the well-known executive search consultancy for digital transformations.

Posted by on 8. February 2018. Filed under Telecommunication. You can follow any responses to this entry through the RSS 2.0. You can leave a response or trackback to this entry

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