Strategic personnel development

Strategically positioning human resources development

• Corporate strategy as the starting point for personnel development.
• The importance of corporate culture.
• Personnel development as a value driver and part of the business strategy.
• Roles and stakeholders: Management, executives, HR business partners.
• Seeing personnel development as a driver of transformation, actively promoting change instead of merely accompanying it.

Developing strategy architecture and concepts

• Build systemic architectures and work on your own concept.
• Integrate competency management and future skills in a targeted manner.
• Career and development models with business impact.
• Talent management as a strategic link, including interfaces to recruiting, succession planning, and leadership.

Establishing and implementing effective personnel development

• Activate multipliers and managers.
• Develop a targeted learning culture and create sustainable learning structures instead of sporadic learning.
• Communication: Highlighting benefits internally and externally.
• Anchoring in core HR processes such as recruiting, onboarding, and performance.
• Establish personnel development as an integral part of everyday HR and management activities.

Effect and control

• KPI systems, dashboards, and controlling (ROI).
• Data-driven decisions in human resources development.
• From reactive control to strategic effectiveness.

Trends and Tools

• Excursus: AI in human resources development: current status, opportunities, and limitations.
• Learning ecosystems and self-directed learning enable integrated and individualized learning in flow.