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/lehrer/my-slides-for-download/

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/lehrer/my-slides-for-download/

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/lehrer/my-slides-for-download/

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/lehrer/my-slides-for-download/

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/lehrer/my-slides-for-download/

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/lehrer/my-slides-for-download/

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/lehrer/my-slides-for-download/

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.

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. You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

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. You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

A good way to learn and develop is to learn from and with others. In order to make this happen companies could run various initiatives. In this episode we talk primarily about career paths, mentoring and coaching. You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

One major challenge of talent management is to understand who got talent. It is the question though, what talent actually is compared to competence and potential. Most companies run so called talent reviews, which might be a good idea. However, there are some limitations that go along with this particular procedure. You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

Competence models often serve as a strategic framework for the development, promotion, evaluation and selection of future leaders. While this could make sense there are various limitations related to competence models. The usage of competence models may either be normative or supportive. You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

Talent management in most companies is seen as all activities and initiatives to fill key and bottleneck functions from the inside. While talent management is about both make (develop) and buy (hire) the focus lies on development. You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

Knowledge management is about finding, retaining and transferring knowledge inside an organization. This episode briefly demonstrates a comprehensive approach on how to set your knowledge management strategy straight. You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

Education of senior leaders, executives and managers might be critical to an organization’s long-term success. However, there is a significant variety of strategic ways of running executive education programs. This podcast outlines some of the most relevant strategic options. You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

How can and will people learn in a situation when there is no knowledge available. This happen primarily in complex situations and when innovation is key. In this particular case there is no difference between work and learning. It is simply the same. You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

A corporate learning strategy is a systematic way not only to understand learning needs but to translate needs into concrete learning activities based on strategic learning priorities. Through a learning strategy you will reduce complexity of learning. You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

Learning is about becoming able to solve problems. In organizations learning happens in all possible forms. In order manage learning, it is reasonable to classify different learning needs into distinct learning cases based on a few learning characteristics. You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

In every organizations judgement upon people are needed at some point of time. However, formal judgement could do a lot of harm to teams depending on the structural and cultural context. You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

Feedback is essential for learning and improvement. That’s for sure. To be most effective the one receiving feedback must be open for it in order to reach the highest possible level of reflection. This depends on how social feedback is being managed within a given context. You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

At some point organizations, teams and employees must be clear about what is supposed to be achieved. We either talk about objectives, results, standards or performance expectations in general. There is the question though how to handle this depending on a given structural and cultural context. You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

More and more companies think about alternative ways of running performance appraisal. This episode provides a good roadmap on how to do such a relaunch You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/

Performance appraisal is one of most commonly used approach in HRM. In times of digitization and agility criticism regarding performance appraisal is getting louder. This episode provides an overview on the traditional view. You'll find all slides here: https://armintrost.de/en/lehrer/my-slides-for-download/