HRM Master Course
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 reflectio...
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. ...
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 c...
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 ove...
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 ...
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 so...
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...
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...
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 regar...
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 practic...