#02 Common Pitfalls of building Human Resources Strategies

When building an HR strategy you as a company may tap into systematic pitfalls. In this episode major traps will be outlined. All pitfalls are of systematic nature and are not merely random. In all subsequent episodes an alternative approach will be presented, that will overcome all this pitfalls.
Here you'll find all slides of the entire series for a free download: armintrost.de/en/professor/di...
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Spotify: open.spotify.com/show/67Bm32T...

[@indranimukherjee6438]

Everyday I am learning something new. Thanks a lot.

[@ticklemeelmo9006]

this is helpful, thank you professor

[@avocado9227]

Thanks for your works.

[@knowledgewithaanjnay3508]

Excellent lecture Professor

[@karalworld]

Thank you.

[@davidsunil6305]

good concepts and learning thank you professor

[@gauri2374]

Thanks

[@snehalamdekar1949]

Thank you for this wonderful course.
Can you please explain the fourth pitfall Arbitrary strategies with more examples. Need more clarity on the statement"A strategic statement can only be strong only if the opposite could make sense as well".

[@armintrost7406]

Any strategic statement points out a priority of which there should be an opposite or at least a reasonable alternative. Just think about whether this opposite or alternative could also be reasonable. Maybe, think of a motto in your life. Saying "I want to be happy" would not be a strong strategic idea, because the oppositie "I want to be unhappy" would not make sense I suppose. A good personal strategic statement for life could be "I primarily want to dedicate my life to the poor" because there would be alternatives that also could make sense.

[@ASHISH-kq7fx]

Sir can you make me more clear...we have to become more specific than general right ? We have some formal hr strategies than informal strategies. Like I have to study .... is general but if I say I have to study hr strategies then it is more specific ... m I right sir ?

[@neilhauer2658]

@@ASHISH-kq7fx don't hyperfocus on the "opposite" factor of it, that's just a helpful tool to see whether it can work. What he's saying is that something as simple as "I want to hire and retain talented employees" is not a strategy, it's an objective. Everybody wants to hire and maintain employees. A strategy is how you achieve an objective, so it's not about whether you want the employees, it's about how you're going to go about accomplishing that goal. "I want to inform prospective hires about the long-term incentives from working here" is a plan of how the previous statement will be accomplished, rather than just saying what you want the end result to be.

[@rubenestrada6678]

He is really handsome