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 reflection. This depends on how social feedback is being managed within a given context.

All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

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. There is the question though how to handle this depending on a given structural and cultural context.

All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

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 can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

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 overview on the traditional view.

All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

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 either be taken by their hands or be thrown into the cold water. But there is much more to think of.

All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

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 some more strategic options to be considered. In this episode we look at candidate experience and the role of artificial intelligence in particular.

All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

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. This eposode focuses on two approaches in particular: employee referral programs and talent communities.

All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

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.

All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

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 regarding how to see and manage employer branding.

All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

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 practical way of how to do this.

All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/