Our model of human resource management
Our toolbox for human resource management displays the whole process from the entry to the retirement of an employee. The model considers the duality between the employee motivation and company needs. Starting with the recruitment process the employee experiences, under entrepreneurial conditions, a personal and professional development until the retirement. This process is influenced by the organisational development, the communication, the culture and leadership of a company.
Due to the demographic change and the skills shortage it gets more and more important for the companies to keep skilled employees in the long run. Therefore it is a fundamental part of the recruitment process to make the company attractive for potential employees and to consider the entrepreneurial personnel planning.
The task of the human resource development department is to demand and develop their employees. Here the qualifications and interests have to be considered. The potential and the strengths of the employee have to be found out and to be placed in the right position. With that the whole employee workforce is requested to engage in accordance with the company philosophy.
Personnel policy framework
Conditions that refer to the employee workforce have to be clearly defined in order to avoid misunderstandings and distrust. These conditions should apply to all employees and should be complied with by the persons in charge. A transparent and traceable system leads to satisfaction and loyalty on the part of the employees.
The employer – employee relationship can be terminated in different ways. Either the company decides to sign off an employee or the employee decides to leave the company. In any case the decision has to be carefully prepared respectively the leaving of an employee hast to be understood and analyzed.
The organisational development has a huge impact on the cooperation between the employees, the functioning of processes and decision-making. The organisational development contains the support of the company with regard to the definition, the implementation and the review of the actions taken.
Culture and Leadership
In a very good corporate culture employees feel comfortable and are able to generate maximum output. The positive culture has to be communicated through a well-trained manager. In addition to that nowadays more attention is paid to the health of the workforce. The ability of the manager to communicate and transfer the values can be trained and extended with a workshop.
Generally information are either too early, too late, too much or too less. The part of communication refers to the planning and implementation of actions which have the goal that the necessary information are communicated on time and to the right employee.