FM 11 | Strategic HR Management | 2nd Edition

The success of the company is increasingly determined by the correct, future-oriented or strategic handling of phenomena such as complexity, dynamics and knowledge. Strategic personnel management is based on future-oriented observation and analysis. On this basis, the planning of the quantitative and qualitative headcount can be carried out. Strategic personnel management includes changes in the market and the environment. This also applies to developments that occur within the company. Strategic HR management is geared towards the future and is considered an element or instrument of future management. It allows solving numerous problems associated with traditional human resource management. Through strategic personnel management, human resources can be integrated into strategic corporate management. Strategic personnel management is based on considering the fact that people make a significant contribution to progress and corporate success due to their commitment, motivation, creativity and performance. The importance of strategic personnel management is increasing. There is increasingly fierce competition for employees with the appropriate qualifications and motivation. The skilled workers available on the labor market are becoming scarcer as a result of demographic change. In the future, companies will have to do more to attract suitable applicants. Well-considered thinking and action is required so that the challenges posed to personnel management can be successfully mastered. For the future-oriented successful processing of increasingly complex tasks, it is necessary to apply the approach of strategic management or strategic company management to human resources management. The result is a strategic personnel management that takes into account that the employees represent the most important capital of a company. The employees not only represent the potential of the company, they embody it. Corporate management is based on strategy and focuses on realizing and maintaining competitive advantages. The corporate strategy is applied to all aspects of the company. This applies primarily to decision-making, because strategic decisions by management determine or influence the fundamental direction of corporate development. Companies rely on them, or the entire organization, with all employees, to align their visions and strategies to the future. The better the company succeeds in this adjustment, the more secure is the future success of the company. This textbook by Prof. Dr. dr h.c. In addition to an introduction to strategic personnel management, Ulrich Wehrlin provides the reader with relevant knowledge, methods, concepts, instruments and skills for integrating employees into the corporate philosophy and corporate decisions, employer branding / employer branding / employer branding strategy, personnel recruitment, strategic succession management and succession planning, strategic Talent management, work-life balance concepts, target agreements, appraisal interviews / employee-oriented corporate culture and strategic leadership development. It is aimed at students of all disciplines and professionals who are interested in management. The book appears in the "Future Management" series - future-oriented, innovative corporate management, change management, personnel and organizational development in the learning organization.

Details

• Title: Strategic HR Management
• Subtitle: Securing human resources and competitiveness for the future - successfully implementing corporate strategies
• Author: Prof Dr. dr h.c. Ulrich Wehrlin
• Row: Future Management
• Edition: 2nd edition
• Band: 11
• Publisher: Prof. Dr. dr h.c. Ulrich Wehrlin
• Released: 2nd edition 08/01/2014
• Subject: Economics
• Product Type: Book (Hardcover)
• Product type: textbook
• Language: German
• Binding: Softcover (paperback)
• Dimensions: 21.0 x 14.8 cm (DIN A5)
• Scope: 404 pages
• Condition: New (shrink-wrapped in foil)
• Keywords: Vocational training, analysis of training needs, training controlling, business administration, change management, coaching, demographic development, dynamic promotion, employer branding / employer branding / employer branding strategy, future management, management development, leadership and delegation, integration of employees into the corporate philosophy and into the Corporate decisions, cultural change, learning organization, management, management development, leadership, appraisals / employee-oriented corporate culture, employee motivation, employee orientation, model, organizational development, personnel and organizational development, determination of personnel requirements, recruitment, personnel assessment, personnel development, personnel development, personnel recruitment, personnel management, personnel portfolio, quality improvement, profitability and customer orientation, training, strategies, strategic work planning, strategic leadership, strategic he Management development, strategic personnel requirements coverage, strategic personnel requirements planning, strategic personnel management, strategic personnel recruitment, strategic personnel organization, strategic personnel planning, strategic human resources management, strategic management, strategic succession management and succession planning, strategic personnel management, strategic talent management, strategic corporate management, team / project management, work-life -Balance concepts, target agreements, future management, future strategies

Author

The economist Ulrich Wehrlin, economist, professor of management at a state university, Doctor of Philosophy at a state university, has been successful as a management consultant, economic researcher, lecturer, lecturer, learning system developer and textbook author internationally and on behalf of various universities since the early 1980s , distance learning universities, economic research institutes and numerous well-known large companies. As a trained graduate economist (Univ.) with a focus on business administration, organisation, human resources, management theory, service management, executive development, psychology, health economics, social management and organizational development, he has been working for several decades as part of his teaching activities, lecturer in adult education, Management development, coaching, in numerous seminars, lectures and correspondence courses actively and successfully for a meaningful, cooperative and above all fair way of dealing with employees as well as equal opportunities for women and men in companies and organizations, which also significantly influences the practical content of his textbooks. From this humanitarian perspective, which already emerges from the management classic "Simultan Management" - textbook from 1994, essential consequences for the organization and company management can be derived, which can be bundled in the approach of employee-oriented, situational management.

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