Strategic personnel management

Strategic personnel management requested

• Since the 80s, a change has been requested from a classical personnel administration to strategy-oriented personnel work. In many companies, however, this change has not yet taken place or has only been carried out rudimentally. Therefore, one cannot act on the assumption of an actually "lived" strategic orientation of the operational personnel work.
  
• "Strategic" means to follow a strategy, ideally an elaborated and documented personnel strategy, which results from a planning process and has been adapted to the superior corporate and competitive strategy.
  
• When a personnel strategy has been worked out, principles of the personnel work have been defined, the framework has been determined, focuses have been placed and last but not least the general direction has been provided. Without a personnel strategy, personnel work would be affected by ad hoc decisions that change directions like a ship without a clear course in the sea's pounding of the waves.
  
• Naturally, personnel strategy is not only supposed to be documented, and for this reason debatable and reviewable, but also "lived", which means it is to be put to concrete action programs and measures of the personnel work.
  
• Therefore, a core aim is to adjust the operational personnel work to the strategic HR aims matching the corporate strategy and the concrete corporate goals.
  
• ISPA consult offers personnel strategy and implementation consulting. These services are based on first-hand basic research and on the results of the international workshop program "Strategic Human Resource Management" of the European Institute of Advanced Studies in Management (EIASM) in Brussels, which was co-founded by Prof. Dr. Ackermann.