{"id":10968,"date":"2026-05-06T12:30:29","date_gmt":"2026-05-06T12:30:29","guid":{"rendered":"https:\/\/holohouse.se\/2026\/05\/06\/kompetensforsorjning-hallbarhet-2026-2\/"},"modified":"2026-05-06T12:33:37","modified_gmt":"2026-05-06T12:33:37","slug":"kompetensforsorjning-hallbarhet-2026-2","status":"publish","type":"post","link":"https:\/\/holohouse.se\/en\/2026\/05\/06\/kompetensforsorjning-hallbarhet-2026-2\/","title":{"rendered":"kompetensforsorjning-hallbarhet-2026"},"content":{"rendered":"<p>De flesta HR-chefer vet redan att deras organisation beh\u00f6ver mer h\u00e5llbarhetskompetens. Det sv\u00e5ra \u00e4r att veta exakt <em>vilken<\/em> kompetens, <em>var<\/em> den fattas mest och <em>hur<\/em> man bygger den p\u00e5 ett s\u00e4tt som faktiskt h\u00e5ller. Den h\u00e4r guiden tar dig fr\u00e5n en vag k\u00e4nsla av &#8221;vi beh\u00f6ver bli b\u00e4ttre p\u00e5 h\u00e5llbarhet&#8221; till en konkret actionplan du kan b\u00f6rja genomf\u00f6ra n\u00e4sta kvartal.<\/p>\n<h2>Varf\u00f6r kompetensf\u00f6rs\u00f6rjning inom h\u00e5llbarhet \u00e4r sv\u00e5rare \u00e4n det verkar<\/h2>\n<p>H\u00e5llbarhet \u00e4r inte ett omr\u00e5de \u2014 det \u00e4r ett tv\u00e4rfunktionellt krav som ber\u00f6r ekonomi, juridik, kommunikation, ink\u00f6p och produktion samtidigt. Det g\u00f6r kompetensf\u00f6rs\u00f6rjningen komplicerad p\u00e5 ett s\u00e4tt som traditionell HR-planering inte \u00e4r byggd f\u00f6r.<\/p>\n<p>Tre faktorer driver utmaningen 2026:<\/p>\n<ul>\n<li><strong>CSRD och ESG-rapportering<\/strong> kr\u00e4ver att era ekonomi- och h\u00e5llbarhetsteam kan arbeta mot samma datam\u00e4ngder och terminologi.<\/li>\n<li><strong>S\u00f6kordet &#8221;h\u00e5llbarhetskonsult&#8221; \u00f6kar i Sverige<\/strong> \u2014 konkurrensen om kompetent personal \u00e4r h\u00e5rdare nu \u00e4n f\u00f6r tv\u00e5 \u00e5r sedan.<\/li>\n<li><strong>H\u00e5llbarhet f\u00f6rv\u00e4ntas av alla<\/strong>, inte bara av en h\u00e5llbarhetschef. Det inneb\u00e4r att gapet s\u00e4llan sitter p\u00e5 ett st\u00e4lle \u2014 det sitter \u00f6verallt.<\/li>\n<\/ul>\n<p>Utan en systematisk gap-analys riskerar ni att rekrytera fel roll, utbilda fel funktion och l\u00e4gga pengar p\u00e5 utbildning som inte t\u00e4cker er faktiska s\u00e5rbarhet.<\/p>\n<h2>Steg 1 \u2014 Kartl\u00e4gg det befintliga kompetensl\u00e4get<\/h2>\n<figure class=\"wp-block-image\" style=\"margin:5px 0 10px 0;padding:0;\"><img decoding=\"async\" data-src=\"https:\/\/holohouse.se\/wp-content\/uploads\/2026\/05\/1778070804250.jpg\" alt=\"kompetensforsorjning-hallbarhet-2026 - HoloHouse\" width=\"800\" height=\"450\" style=\"--smush-placeholder-width: 800px; --smush-placeholder-aspect-ratio: 800\/450;width:100%;height:auto;max-width:800px;border-radius:6px;display:block;\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" class=\"lazyload\" \/><figcaption style=\"font-size:0.85em;color:#666;margin-top:4px;\">Foto: RDNE Stock project via Pexels<\/figcaption><\/figure>\n<p>En kompetenskartering beh\u00f6ver inte vara ett halv\u00e5rsarbete. B\u00f6rja med tre fr\u00e5gor som ni besvarar p\u00e5 avdelningsniv\u00e5:<\/p>\n<ol>\n<li><strong>Vilka h\u00e5llbarhetskrav g\u00e4ller er idag?<\/strong> CSRD, ESRS, EU-taxonomin, branschspecifika krav? Skriv ned de konkreta krav som styr er verksamhet just nu.<\/li>\n<li><strong>Vilka delar av organisationen ber\u00f6rs?<\/strong> Ink\u00f6p? Ekonomi? Kommunikation? Produktion? S\u00e4tt namn p\u00e5 funktionerna och de individer som b\u00e4r ansvaret idag.<\/li>\n<li><strong>Vad kan de \u2014 och vad kan de inte?<\/strong> Enkel 1\u20135-skattning fr\u00e5n n\u00e4rmaste chef r\u00e4cker som utg\u00e5ngspunkt.<\/li>\n<\/ol>\n<p>Resultatet ger er ett kompetenskort per funktion: <em>vad vi beh\u00f6ver<\/em> kontra <em>vad vi har<\/em>. Gapet d\u00e4remellan \u00e4r er startpunkt.<\/p>\n<h2>Steg 2 \u2014 Identifiera de kritiska h\u00e5llbarhetsgapen<\/h2>\n<figure class=\"wp-block-image\" style=\"margin:5px 0 10px 0;padding:0;\"><img decoding=\"async\" data-src=\"https:\/\/holohouse.se\/wp-content\/uploads\/2026\/05\/1778070812988.jpg\" alt=\"kompetensforsorjning-hallbarhet-2026 - HoloHouse\" width=\"800\" height=\"450\" style=\"--smush-placeholder-width: 800px; --smush-placeholder-aspect-ratio: 800\/450;width:100%;height:auto;max-width:800px;border-radius:6px;display:block;\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" class=\"lazyload\" \/><figcaption style=\"font-size:0.85em;color:#666;margin-top:4px;\">Foto: Matheus Bertelli via Pexels<\/figcaption><\/figure>\n<p>Alla gap \u00e4r inte lika viktiga att st\u00e4nga. Prioritera utifr\u00e5n tv\u00e5 dimensioner:<\/p>\n<ul>\n<li><strong>Aff\u00e4rsrisk:<\/strong> Vilket gap kostar mest om det inte \u00e5tg\u00e4rdas? Exempelvis: om er CSRD-rapportering brister och ni \u00e4r noterade p\u00e5 en reglerad marknad, \u00e4r det h\u00f6g risk.<\/li>\n<li><strong>Tidshorisont:<\/strong> Vilket gap m\u00e5ste t\u00e4ckas inom sex m\u00e5nader? Vilket kan v\u00e4nta ett \u00e5r?<\/li>\n<\/ul>\n<p>Vanliga kritiska gap vi ser hos svenska medelstora f\u00f6retag 2026:<\/p>\n<ul>\n<li>Kunskaper om <strong>dubbel v\u00e4sentlighetsanalys<\/strong> och hur den dokumenteras korrekt<\/li>\n<li>F\u00f6rm\u00e5ga att <strong>samla och strukturera data<\/strong> f\u00f6r ESRS-rapportering (E1\u2013E5, S1\u2013S4, G1)<\/li>\n<li>Intern kapacitet att <strong>kommunicera h\u00e5llbarhetsresultat<\/strong> till investerare och kunder utan att riskera greenwashing-anklagelser<\/li>\n<li><strong>Ink\u00f6pskompetens<\/strong> f\u00f6r att st\u00e4lla krav p\u00e5 leverant\u00f6rer i enlighet med CSDDD<\/li>\n<\/ul>\n<p>L\u00e4s v\u00e5r artikel om <a href=\"\/en\/csrd-for-svenska-foretag-allt-du-behover-veta-2026\/\">CSRD f\u00f6r svenska f\u00f6retag<\/a> f\u00f6r att f\u00f6rst\u00e5 vilka kompetenser CSRD-rapporteringen faktiskt kr\u00e4ver.<\/p>\n<h2>Steg 3 \u2014 V\u00e4lj r\u00e4tt strategi f\u00f6r att st\u00e4nga gapet<\/h2>\n<p>Det finns fyra huvudstrategier och de l\u00e4mpar sig f\u00f6r olika typer av gap:<\/p>\n<h3>1. Intern utbildning<\/h3>\n<p>Passar b\u00e4st f\u00f6r <strong>breda kompetenslyft<\/strong> d\u00e4r m\u00e5nga anst\u00e4llda beh\u00f6ver en gemensam grund. HoloScopes e-learningmoduler l\u00e5ter hela organisationen ta del av grundl\u00e4ggande h\u00e5llbarhetskompetens i sitt eget tempo. Se <a href=\"\/en\/holoscope-digital-hallbarhetsutbildning-for-hela-organisationen\/\">HoloScope \u2014 digital h\u00e5llbarhetsutbildning<\/a> f\u00f6r en flexibel l\u00f6sning f\u00f6r hela teamet.<\/p>\n<h3>2. Riktad kurskompetens<\/h3>\n<p>Passar f\u00f6r <strong>specifika roller<\/strong> \u2014 t.ex. ekonomichefer som beh\u00f6ver f\u00f6rst\u00e5 CSRD-rapportering eller ink\u00f6psansvariga som ska hantera leverant\u00f6rsbed\u00f6mningar. En intensivkurs i EU:s h\u00e5llbarhetslagar ger konkreta verktyg p\u00e5 kortast m\u00f6jliga tid.<\/p>\n<h3>3. Rekrytering<\/h3>\n<p>Passar n\u00e4r gapet \u00e4r <strong>strategiskt<\/strong> och kr\u00e4ver en dedikerad funktion \u2014 en h\u00e5llbarhetscontroller, en ESG-analytiker eller en h\u00e5llbarhetschef. <a href=\"\/en\/rekrytering-inom-hallbarhet-sa-hittar-du-ratt-kompetens-2026\/\">HoloHouses rekryteringstj\u00e4nst<\/a> f\u00f6r h\u00e5llbarhet hj\u00e4lper er att hitta profiler som kombinerar h\u00e5llbarhetskompetens med aff\u00e4rsf\u00f6rst\u00e5else.<\/p>\n<h3>4. Studentprojekt och praktik<\/h3>\n<p>Passar f\u00f6r <strong>avgr\u00e4nsade analysuppgifter<\/strong> som inte kr\u00e4ver en fast anst\u00e4lld men som beh\u00f6ver akademisk precision \u2014 exempelvis scope 1\u20133-kartl\u00e4ggning, supply chain-analys eller en CSRD-f\u00f6rberedande materiality assessment. Vi \u00e5terkommer till den h\u00e4r strategin i n\u00e4sta avsnitt.<\/p>\n<h2>Studentprojekt och praktik som kompetensf\u00f6rs\u00f6rjningsstrategi<\/h2>\n<p>En av de mest underskattade strategierna f\u00f6r h\u00e5llbar kompetensf\u00f6rs\u00f6rjning \u00e4r akademisamverkan. Det handlar inte om att &#8221;ge studenter n\u00e5got att g\u00f6ra&#8221; \u2014 det handlar om att koppla er verksamhet till aktuell forskning och ge analytiska resurser som levererar konkreta underlag.<\/p>\n<p>Praktiska exempel p\u00e5 hur svenska f\u00f6retag anv\u00e4nder studentprojekt som en del av sin kompetensf\u00f6rs\u00f6rjningsstrategi:<\/p>\n<ul>\n<li>En masterstudent i milj\u00f6vetenskap kartl\u00e4gger scope 1\u20133-utsl\u00e4pp och tar fram underlag till er CSRD-rapportering<\/li>\n<li>En HR-student analyserar ert interna kompetensgap och tar fram en utbildningsplan och ESG-kompetensmatris<\/li>\n<li>En kommunikationsstudent tar fram er h\u00e5llbarhetsrapport och sociala mediestrategi f\u00f6r transparens kring ESG-arbete<\/li>\n<\/ul>\n<p>En ytterligare f\u00f6rdel: studenter som genomf\u00f6r ett lyckat projekt hos er blir era b\u00e4sta rekryteringskandidater. De k\u00e4nner er verksamhet, ert datamaterial och era utmaningar. Det kortar onboarding-tid dramatiskt j\u00e4mf\u00f6rt med extern rekrytering.<\/p>\n<p>HoloHouse har sedan 1997 matchat 3 700+ studenter med svenska organisationer. L\u00e4s mer om <a href=\"\/en\/studentprojekt-inom-hallbarhet-sa-far-ditt-foretag-tillgang-till-akademisk-expertis\/\">studentprojekt inom h\u00e5llbarhet<\/a> och hur ni ans\u00f6ker.<\/p>\n<h2>Vanliga fallgropar vid kompetensf\u00f6rs\u00f6rjning inom h\u00e5llbarhet<\/h2>\n<p>Vi ser samma misstag upprepas p\u00e5 organisation efter organisation. Undvik dessa:<\/p>\n<h3>Fallgrop 1: Antar att en roll r\u00e4cker<\/h3>\n<p>En h\u00e5llbarhetschef kan inte ensam b\u00e4ra hela organisationens h\u00e5llbarhetsarbete. CSRD kr\u00e4ver samarbete mellan ekonomi, HR, ink\u00f6p och kommunikation. Bygg tv\u00e4rfunktionell kompetens, inte en ensamvarg.<\/p>\n<h3>Fallgrop 2: Utbildar fel funktion<\/h3>\n<p>Att skicka VD:n p\u00e5 h\u00e5llbarhetskurs ger s\u00e4llan ROI. Identifiera vilka roller som faktiskt producerar h\u00e5llbarhetsdata och kommunicerar den externt \u2014 det \u00e4r de som beh\u00f6ver djupkompetens.<\/p>\n<h3>Fallgrop 3: Skaffar kompetens men inte process<\/h3>\n<p>Kompetens som inte oms\u00e4tts i fungerande processer f\u00f6rsvinner n\u00e4r personen slutar. Varje kompetensl\u00f6ft b\u00f6r paras med en tydlig ansvarsstruktur och dokumentation.<\/p>\n<h3>Fallgrop 4: V\u00e4ntar till CSRD-kravet \u00e4r n\u00e4ra<\/h3>\n<p>Att bygga kompetens tar tid. M\u00e5nga svenska bolag som ber\u00f6rs av CSRD fr.o.m. r\u00e4kenskaps\u00e5r 2026 har redan b\u00f6rjat \u2014 de som v\u00e4ntar riskerar en stressig slutspurt med h\u00f6g konsultkostnad och l\u00e5g intern f\u00f6rankring.<\/p>\n<h2>Bygg en kompetensf\u00f6rs\u00f6rjningsplan i tre faser<\/h2>\n<p>En actionplan beh\u00f6ver inte vara komplex. Tre faser r\u00e4cker:<\/p>\n<table>\n<thead>\n<tr>\n<th>Fas<\/th>\n<th>Tidsspann<\/th>\n<th>Fokus<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><strong>Fas 1: Kartl\u00e4gg<\/strong><\/td>\n<td>0\u20133 m\u00e5nader<\/td>\n<td>Gap-analys, identifiera kritiska brister, prioritera<\/td>\n<\/tr>\n<tr>\n<td><strong>Fas 2: St\u00e4ng akuta gap<\/strong><\/td>\n<td>3\u20139 m\u00e5nader<\/td>\n<td>Riktade kurser, studentprojekt, eventuell rekrytering<\/td>\n<\/tr>\n<tr>\n<td><strong>Fas 3: Bygg f\u00f6r framtiden<\/strong><\/td>\n<td>9\u201318 m\u00e5nader<\/td>\n<td>Talangpipeline via akademin, strukturerade kompetensutvecklingsplaner<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>Det viktigaste \u00e4r att b\u00f6rja \u2014 inte att ha en perfekt plan fr\u00e5n dag ett.<\/p>\n<h2>Vanliga fr\u00e5gor om kompetensf\u00f6rs\u00f6rjning inom h\u00e5llbarhet<\/h2>\n<h3>Vad \u00e4r en kompetensf\u00f6rs\u00f6rjningsplan?<\/h3>\n<p>En kompetensf\u00f6rs\u00f6rjningsplan \u00e4r ett dokument som beskriver vilka kompetenser organisationen beh\u00f6ver p\u00e5 kort och l\u00e5ng sikt, hur stora gapen \u00e4r mot nul\u00e4get, och vilka strategier (utbildning, rekrytering, samverkan) som anv\u00e4nds f\u00f6r att st\u00e4nga dem.<\/p>\n<h3>Vilka h\u00e5llbarhetskompetenser \u00e4r viktigast att ha 2026?<\/h3>\n<p>CSRD-kunskaper (ESRS-standarder, dubbel v\u00e4sentlighetsanalys), ESG-datahantering, h\u00e5llbarhetskommunikation utan greenwashing-risk, och leverant\u00f6rsbed\u00f6mningar (CSDDD) \u00e4r de mest efterfr\u00e5gade kompetenserna bland svenska bolag just nu.<\/p>\n<h3>Hur l\u00e5ng tid tar det att bygga intern h\u00e5llbarhetskompetens?<\/h3>\n<p>En grundl\u00e4ggande e-learningmodul tar 3\u20138 timmar. En intensivkurs med djupdykning i EU:s h\u00e5llbarhetslagar tar 1\u20133 dagar. Strategisk kompetensuppbyggnad \u00e4r ett p\u00e5g\u00e5ende arbete \u2014 r\u00e4kna med 12\u201318 m\u00e5nader f\u00f6r att n\u00e5 en mogen niv\u00e5.<\/p>\n<h3>Kan ett litet f\u00f6retag ha r\u00e5d med en h\u00e5llbarhetsstrategi f\u00f6r kompetensf\u00f6rs\u00f6rjning?<\/h3>\n<p>Ja \u2014 och det beh\u00f6ver inte vara dyrt. Digitala utbildningar, akademisamverkan och v\u00e4ldefinierade studentprojekt \u00e4r kostnadseffektiva v\u00e4gar. De dyraste misstagen \u00e4r att v\u00e4nta f\u00f6r l\u00e4nge och sedan beh\u00f6va k\u00f6pa in dyr extern konsulttj\u00e4nst i ett stressat l\u00e4ge.<\/p>\n<h3>Hur vet vi vilka roller vi ska rekrytera vs utbilda internt?<\/h3>\n<p>Enkelt tumregel: utbilda f\u00f6r bredd (alla beh\u00f6ver grundf\u00f6rst\u00e5else), rekrytera f\u00f6r djup (specifika expertroller som CSRD-ansvarig eller h\u00e5llbarhetscontroller). Om du \u00e4r os\u00e4ker kan en <a href=\"\/en\/konsulttjanster-och-projektledning\/hallbarhetskonsult\/\">h\u00e5llbarhetskonsult<\/a> hj\u00e4lpa er att g\u00f6ra bed\u00f6mningen.<\/p>\n<div style=\"background-color: #e8f5e9; border-left: 4px solid #2e7d32; padding: 20px; margin-top: 40px; border-radius: 4px;\">\n<h3 style=\"color: #2e7d32; margin-top: 0;\">Vill du st\u00e4rka er h\u00e5llbarhetskompetens?<\/h3>\n<p>HoloHouse hj\u00e4lper svenska organisationer att kartl\u00e4gga kompetensl\u00e4get, matcha r\u00e4tt studenter och rekrytera h\u00e5llbarhetsprofiler som faktiskt g\u00f6r skillnad.<\/p>\n<p>\n    <a href=\"\/en\/kontakta-oss\/\" style=\"background-color: #2e7d32; color: white; padding: 10px 20px; text-decoration: none; border-radius: 4px; margin-right: 10px;\">Contact us<\/a><br \/>\n    <a href=\"\/en\/rekrytering-inom-hallbarhet-sa-hittar-du-ratt-kompetens-2026\/\" style=\"color: #2e7d32; text-decoration: underline;\">L\u00e4s om v\u00e5ra rekryteringstj\u00e4nster \u2192<\/a>\n  <\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>De flesta HR-chefer vet redan att deras organisation beh\u00f6ver mer h\u00e5llbarhetskompetens. Det sv\u00e5ra \u00e4r att veta exakt vilken kompetens, var den fattas mest och hur man bygger den p\u00e5 ett s\u00e4tt som faktiskt h\u00e5ller. Den h\u00e4r guiden tar dig fr\u00e5n en vag k\u00e4nsla av &#8221;vi beh\u00f6ver bli b\u00e4ttre p\u00e5 h\u00e5llbarhet&#8221; till en konkret actionplan du [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":11052,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_eb_attr":"","footnotes":""},"categories":[1],"tags":[],"class_list":["post-10968","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>kompetensforsorjning-hallbarhet-2026 - HoloHouse<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/holohouse.se\/en\/2026\/05\/06\/kompetensforsorjning-hallbarhet-2026-2\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"kompetensforsorjning-hallbarhet-2026 - HoloHouse\" \/>\n<meta property=\"og:description\" content=\"De flesta HR-chefer vet redan att deras organisation beh\u00f6ver mer h\u00e5llbarhetskompetens. Det sv\u00e5ra \u00e4r att veta exakt vilken kompetens, var den fattas mest och hur man bygger den p\u00e5 ett s\u00e4tt som faktiskt h\u00e5ller. 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