Human Resources Strategies

Losing a valuable employee could just be a pity or even a tragedy. The problem seems to be clear. However, the way how companies deal with this topic really differs. Some do everything to protect themselves from missing loyalty. Some deal with voluntary turnover in an open way and mainly see a chance in it. You'll find all slides here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Employee survey are among the most commonly used approaches in HR. The classic idea is to ask everyone everything so that all people work on almost anything. This episode proposes an alternative view, that is more focused on what really matters for selected stakeholders. You'll find all slides here: https://armintrost.de/en/professor/digital/human-resources-strategies/

There are a lot of measures known about how to shape flexible working arrangements. However, the most important question is, who decides upon those measures. By any mean, there must be a match between structural conditions and cultural beliefs. You'll find all slides here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Most company strive for being attractive employers. However, there is much confusion about what this actually could mean. What seems simple and nice might turn out as a concept of multiple dilemmas. You'll find all slides here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Even in teams there might be high performers. Treating high performers differently might be a mistake. Not doing so might be a mistake too. You might either kill collaboration or you lose or not attract high performers. There is no perfect solution. You'll find all slides here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Contingent pay could either increase or decrease employees' motivation. It is an oversimplified and often wrong idea about money being a motivator only. Often rewards could even do harm. Whether or not money motivates heavily depends on the nature of the task. You'll find all slides here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Base pay could be seen as a kind of flat rate. It mainly becomes relevant when it comes to attracting and retaining people. While most companies share a common approach on how to manage compensation with pay structures there still are various strategic decision to be made. You'll find all slides here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Remuneration is not only about financials. It's a social and psychological matter. When thinking about compensation system, four themes are to be taken into consideration: fairness, motivation, social dynamics and acquisition. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Some experts might be more critical to a company's organizational success than some managers or executives. However, experts have a different impact and their careers look different. Once a company thinks about managing expert careers, they will be faced with various strategic decisions. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

To a large extend people learn through experience. There are powerful ways to manage this particular way of development. In this episode we talk primarily about, action learning, which is a commonly used approach. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

A good way to learn and develop is to learn from and with others. In order to make this happen companies could run various initiatives. In this episode we talk primarily about career paths, mentoring and coaching. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

One major challenge of talent management is to understand who got talent. It is the question though, what talent actually is compared to competence and potential. Most companies run so called talent reviews, which might be a good idea. However, there are some limitations that go along with this particular procedure. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Competence models often serve as a strategic framework for the development, promotion, evaluation and selection of future leaders. While this could make sense there are various limitations related to competence models. The usage of competence models may either be normative or supportive. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Talent management in most companies is seen as all activities and initiatives to fill key and bottleneck functions from the inside. While talent management is about both make (develop) and buy (hire) the focus lies on development. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Knowledge management is about finding, retaining and transferring knowledge inside an organization. This episode briefly demonstrates a comprehensive approach on how to set your knowledge management strategy straight. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Education of senior leaders, executives and managers might be critical to an organization's long-term success. However, there is a significant variety of strategic ways of running executive education programs. This podcast outlines some of the most relevant strategic options. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

How can and will people learn in a situation when there is no knowledge available. This happen primarily in complex situations and when innovation is key. In this particular case there is no difference between work and learning. It is simply the same. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

A corporate learning strategy is a systematic way not only to understand learning needs but to translate needs into concrete learning activities based on strategic learning priorities. Through a learning strategy you will reduce complexity of learning. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Learning is about becoming able to solve problems. In organizations learning happens in all possible forms. In order manage learning, it is reasonable to classify different learning needs into distinct learning cases based on a few learning characteristics. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

In every organizations judgement upon people are needed at some point of time. However, formal judgement could do a lot of harm to teams depending on the structural and cultural context. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Feedback is essential for learning and improvement. That's for sure. To be most effective the one receiving feedback must be open for it in order to reach the highest possible level of reflection. This depends on how social feedback is being managed within a given context. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

At some point organizations, teams and employees must be clear about what is supposed to be achieved. We either talk about objectives, results, standards or performance expectations in general. There is the question though how to handle this depending on a given structural and cultural context. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

More and more companies think about alternative ways of running performance appraisal. This episode provides a good roadmap on how to do such a relaunch All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Performance appraisal is one of most commonly used approach in HRM. In times of digitization and agility criticism regarding performance appraisal is getting louder. This episode provides an overview on the traditional view. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Onboarding is about reducing new hires' uncertainty and steepening their learning curve towards a required level of productivity. However, there are different strategic options. New hires could either be taken by their hands or be thrown into the cold water. But there is much more to think of. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

For most companies predicting applicants' potential performance is of highest priority. This is focus on validity might be reasonable. However, when it comes to selecting candidates there are some more strategic options to be considered. In this episode we look at candidate experience and the role of artificial intelligence in particular. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

There is much more than just job ads or executive search. When it comes to specialist hiring or difficult mass hiring active sourcing strategies are required to hire so called passive candidates. This eposode focuses on two approaches in particular: employee referral programs and talent communities. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

There is much more than just job ads or executive search. When it comes to specialist hiring or difficult mass hiring active sourcing strategies are required to hire so called passive candidates. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Employer branding is the marketing side of talent acquisition. It is about positioning and presenting jobs and employers as attractive one. Still, there are some relevant strategic options regarding how to see and manage employer branding. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

A talent acquisition strategy differentiates various external workforce demands in a company. At the same time different approaches are assigned to these demands. This episode presents a practical way of how to do this. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Any powerful HR Strategy must take into consideration the structural and cultural context. This second episode about the context focusses on leadership and organization. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Any powerful HR Strategy must take into consideration the structural and cultural context. This first episode about the context focusses on the way employees are perceived and the nature of the tasks. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Some functions within an organization are more critical or challenging for the business and HR than others. Strategic HRM is better off when setting the focus on those critical functions. We call them key or bottleneck functions. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

There are various steps needed to build a powerful HR strategy. Everything starts with the business. Then, critical HR challenges and key approaches need to be defined and strategically aligned. All this happens within the current or future structural or cultural context. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

There are three different ways of running HRM depending on the level of institutionalization and depending on whether a company operates more towards hierarchies and stability or towards agility and networks. This is a significant strategic foundation for strategic HRM. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

When building an HR strategy you as a company may tap into systematic pitfalls. In this episode major traps will be outlined. All pitfalls are of systematic nature and are not merely random. In all subsequent episodes an alternative approach will be presented, that will overcome all this pitfalls. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Beyond all administrative and necessary activities HRM is supposed to enable an organization to stay competitive. This implies priorities, approaches and initiatives with regards to people-related matters. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/