Retaining people by letting them go?

Losing a valuable employee could just be a pity or even a tragedy. The problem seems to be clear. However, the way how companies deal with this topic really differs. Some do everything to protect themselves from missing loyalty. Some deal with voluntary turnover in an open way and mainly see a chance in it.

You'll find all slides here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Why asking whom what?

Employee survey are among the most commonly used approaches in HR. The classic idea is to ask everyone everything so that all people work on almost anything. This episode proposes an alternative view, that is more focused on what really matters for selected stakeholders.

You'll find all slides here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Who decides where, when and with whom you work?

There are a lot of measures known about how to shape flexible working arrangements. However, the most important question is, who decides upon those measures. By any mean, there must be a match between structural conditions and cultural beliefs.

You'll find all slides here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Job satisfaction, Values and Individuality

Most company strive for being attractive employers. However, there is much confusion about what this actually could mean. What seems simple and nice might turn out as a concept of multiple dilemmas.

You'll find all slides here: https://armintrost.de/en/professor/digital/human-resources-strategies/

The Dilemma of Collaboration versus Fairness

Even in teams there might be high performers. Treating high performers differently might be a mistake. Not doing so might be a mistake too. You might either kill collaboration or you lose or not attract high performers. There is no perfect solution.

You'll find all slides here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Intrinsic motivation and extrinsic rewards

Contingent pay could either increase or decrease employees’ motivation. It is an oversimplified and often wrong idea about money being a motivator only. Often rewards could even do harm. Whether or not money motivates heavily depends on the nature of the task.

You'll find all slides here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Pay grades, pay structures and pay bands

Base pay could be seen as a kind of flat rate. It mainly becomes relevant when it comes to attracting and retaining people. While most companies share a common approach on how to manage compensation with pay structures there still are various strategic decision to be made.

You'll find all slides here: https://armintrost.de/en/professor/digital/human-resources-strategies/

Fairness, Motivation, social Dynamics and Acquisition

Remuneration is not only about financials. It’s a social and psychological matter. When thinking about compensation system, four themes are to be taken into consideration: fairness, motivation, social dynamics and acquisition.

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

Experts, expertise and the influence of smart people

Some experts might be more critical to a company’s organizational success than some managers or executives. However, experts have a different impact and their careers look different. Once a company thinks about managing expert careers, they will be faced with various strategic decisions.

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

Cold water, stretch roles and action learning

To a large extend people learn through experience. There are powerful ways to manage this particular way of development. In this episode we talk primarily about, action learning, which is a commonly used approach.

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