Strategische Personalentwicklung in der Praxis: Instrumente, Erfolgsmodelle, Checklisten, Praxisbeispiele. Cet article n’est pas disponible.Strategische Personalentwicklung in der Praxis: Instrumente, Erfolgsmodelle, Checklisten, Praxisbeispiele

To succeed on the market today and in future, companies need to concentrate on their strengths and competitive edge. In order to do so they particularly need the existing expertise of their staff. This is why the implementation of a successful and sustainable strategic HR and organization development is one of the main tasks. Here, Christine Wegerich provides a comprehensive and up-to-date overview of common methods and instruments of HR development. Taking individual measures as a basis, she explains concrete concepts for strategic HR development that are possible by securing key positions, by implementing development programs on demand and by the targeted exchange of experiences. The book is rounded off by a wide-ranging treatment of numerous instruments for monitoring success. The author has succeeded in writing a practical book for readers in large companies and SMEs, which offers recommended courses of action in the successful planning and implementation of strategic HR development by way of many checklists, tried-and-tested models, concrete examples and relevant expert statements. In short, an invaluable handbook for managers, experts and those working in HR, as well as for students.

To succeed on the market today and in future, companies need to concentrate on their strengths and competitive edge. In order to do so they particularly need the existing expertise of their staff. This is why the implementation of a successful and sustainable strategic HR and organization development is one of the main tasks.
Here, Christine Wegerich provides a comprehensive and up–to–date overview of common methods and instruments of HR development. Taking individual measures as a basis, she explains concrete concepts for strategic HR development that are possible by securing key positions, by implementing development programs on demand and by the targeted exchange of experiences. The book is rounded off by a wide–ranging treatment of numerous instruments for monitoring success.
The author has succeeded in writing a practical book for readers in large companies and SMEs, which offers recommended courses of action in the successful planning and implementation of strategic HR development by way of many checklists, tried–and–tested models, concrete examples and relevant expert statements.
In short, an invaluable handbook for managers, experts and those working in HR, as well as for students.