In most industries is more and more competition and hence the need for new competitive advantages but how to achieve to the improvement of competitiveness in a world which is characterized by globalization, technology and declining customer loyalty? Business school according to professors and practitioner experts, is the answer: focus on human resources. By increasing competition, resource management in greater human is a complex matter. Nowadays, companies demand that HRM functions deliver direct and concrete added value through investment. An important component of strategic HRM is the company sets HR targets that are in close relation to the overall corporate strategy. Unless, it is important that the targets closely lie on the performance goals of the company, because they’re clear definitions concerning the goals these, which determine in how far HRM strategic operated, or not. Many companies have HR objectives, which is not but one significantly so that these objectives a have a strategic starting point. Performance goals act as a benchmark for the company in relation to the Act on the relevant market.
Most companies have set performance targets to measure this performance and the outcome of the various actions. The mentioned reasons, performance targets can have also a positive effect on the motivation of the staff what is treated in the so-called objective theory. If performance goals are to serve as motivation syringe for employees, it is, Henrik Holt according to Larsen, important, that they comply with a set of criteria. Of all hard-to-reach targets that are still realistic, are only objectives to be attained far more motivierender as both very light and extremely hard. Furthermore should be specifically with targets, diffuse and abstract objectives make it hard to behave as an employee to this. In addition, feedback on, is in how far the objectives have been met, an essential part of the performance objectives and abilities as a motivator. Still remains mention that the individual employee and his drive and commitment are equally important in the achievement and the realization of the objectives. The strategic managing of HR is an essential part of the online mini MBA of from Probana business school.
As key account manager Arne Meerkamp takes over project management of events van Embden. Arne Meerkamp van Embden has among others the renowned, award-winning event agency circ, Wiesbaden and customers such as BASF, E.ON energy, VW and Caterpillar worked for. Through its many years of experience and his sound expertise in conducting more demanding events in the country and abroad, comprehensive advice is guaranteed. After studying at the University of Cologne in the Faculty photo engineering, began his career as a technical manager in the media centre of Cologne-Hurth Arne Meerkamp van Embden, and was responsible for the television shows, feature films and events. TV productions like Wetten, dass.?”the German television award, which show”and the film production of the wonderful world of Amelie”, have been implemented at this time in his responsibility Dirk Bach. As technical director of the Festspielhaus feet, he was International Director team under Michael Curry, Silvia Hare and Connel Morrison appointed, and picked up the second musical Ludwig m with its birth. During this time, he was responsible for the organisational and technical implementation of numerous events. He worked among other clients such as Porsche, STIHL, Creaton, and Hirschvogel Automotive Group.