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HRM (Fach) / Internal and external conditions (Lektion)
- Internal and external conditions External conditions: Labor market Internal conditions: Corporate strategy Degree of internalization
- Influence of labor market on HRM Number of employed and unemployed: structure of the general population number of employed number of unemployed immigration and emigration rates recruitments compensation schemes Skill and educational structure: Development of individual professional groups Eductaion level personnel development job design Infrastructure: placement rate of the employment offices recruitment practices
- Dimensions of labor market segments Functional dimensions educational and occupational expertise requirements for job seekers as requested by the companies Geographic dimension attractiveness of the area mobility of the job seeker Temporal dimension seasonal, cyclical and structural changes of labor supply and demand has to be taken into account during HR planning
- Internalization and culture In general: effect of HRM depends on the cultural background of the employees Power Distance Uncertainty avoidence Individualism Masculinity vs. Femininity Long-term orientation
- National differences in promotion and career planning Japanese model: potential managers are recruitedfrom the best universities then a long phase with potential identification German model: cross-functional use during traineeship for potential identification promotion to top management through expertise in the designated functional area Roman model: Identification through potential elite colleges, then starting in the mid to high level of the hierarchy Self marketing and networking are very important Dutch model: Selection of management trainees for specific functions, followed by frequent cross-functional change of positions
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