Human resources management

The areas of responsibility of PM are personnel planning/requirement determination, personnel recruitment, personnel development, junior managers, personnel deployment planning, personnel management, personnel support, remuneration/pay. The company's success depends crucially on human resources, on the commitment, knowledge and skills of qualified employees. These can be acquired through your own qualified selection processes (e.g. assessment centers), external personnel consultants or from your own workforce and qualified in-house training.
SMEs have a serious image problem when it comes to recruiting staff: university graduates are more likely to be drawn to large, nationally and internationally known companies. SMEs therefore need to stand out from the crowd, present themselves attractively and market themselves better. In order to attract talented young people, SMEs can try to bind young people to them while they are still studying, for example through internships or practical semesters, research projects and final theses. SMEs can also try to bind qualified employees to them at an early stage by training apprentices.
SMEs could increase their attractiveness for potential applicants by offering systematic in-company training, increased support for women, family friendliness, employee participation models, personnel development models and the prospect of good career opportunities.

See also: Diversity; Management; Further training; Work and family; Employee management; Coaching; Contract culture; Code of conduct; Employer branding Reference to QET guidelines: Q03 Leadership; Q04 Employees; Q06 Change management; Q07 Human resources management; Q13 Succession; Q14 Resources; Q16 Flexible organisation; Ethics 20; T07 Target agreements; T08 Conflict management; T09 Error culture

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