What do employees mean for a company?
Employees are the most important resource
Whether human resources management, human resources management, human resources management or human capital management. As differently as these terms are used, as diverse as their manifestations and the associated objectives are - all terms have one thing in common: the focus on people and the work performed by them. The "human production factor" is increasingly becoming the focus of corporate management. They are increasingly realizing that professionally operated personnel management, especially in global companies, is one of the most important strategic competitive factors with an often underestimated influence on value creation.
New e-instruments expand personnel management
The growing challenges in human resource management are shaped by the dynamics of economic activity and the sometimes rapidly changing framework conditions. Examples of this include internationalization, technological progress, a constantly changing role model of the employee (keywords change in values and work-life balance) and the new information and communication media (page 54). The so-called “new media” or “social media” as well as other innovative innovations in Web 2.0 have significantly expanded the design options for HR managers and fundamentally changed them in some areas. Instruments such as e-recruiting, applicant management systems or e-learning complement and enrich the classic methods of personnel management.
The challenge of demographic change
The demographic change represents one of the central challenges of this century for those responsible for human resources (HR). The advancing aging of the workforce, the scarcity of the labor force potential and the resulting intensification of the competition for the best minds require targeted measures of the personnel management. Companies that stick to outdated and no longer up-to-date structures and methods of personnel work quickly fall behind more innovative market participants and lose their competitiveness in the long term.
Not only the avoidance of unwanted fluctuation and the long-term loyalty of employees to the company, but above all the acquisition of qualified specialists in the often cited "war for talents" is becoming the most important future topic on the company's agenda. The effects of demographic change on the labor market make it clear that good employees represent one of the most important and at the same time one of the scarcest resources of the company's success. Modern and innovative personnel management can help to positively influence this company's success. Good HR work is therefore an independent and significant value creation factor.
Further training as a success factor for HR managers
As a central player in HR work, the HR manager faces the challenge of meeting the rapidly changing framework conditions and increasing demands, as well as fulfilling his diverse roles. The modern HR manager therefore has to constantly train and educate himself. Since companies are more dependent than ever on qualified and motivated employees, companies must succeed in positioning themselves as attractive employers. A professionally operated personnel management contributes as a strategic value creation factor to the implementation of holistic solution strategies in the company. Therefore, conceptually oriented personnel work is essential in order to improve the company's competitive position.
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