Common Pitfalls of building

Human Resources Strategies

Master Course | Episode 02

Professor Armin Trost, PhD | Furtwangen University, Germany

Major Pitfalls when developing an HR Strategy
Inside-Out-Thinking. Solutions
are pushed into the organization
without having involved those who
are supposed to benefit from them.
Change management follows
ignorance
Complicatedness, as an
technocratic, sometimes
bureaucratic answer to complexity.
HR related solutions must be
simple. Otherwise they won’t work
Lacking focus. There are too
many top priorities. If everything is
critical, nothing is critical.
Arbitrary Strategies. A strategic
statement can only be strong only
if the opposite could make sense
as well
Copying from others. Adapting
so called best practices from other
companies without taking into
considerations relevant internal
context
Focusing on solutions. An early
definition of relevant solutions and
concepts without having
understood the problems to be
solved
Full-blown central planning and control
Job Succession
HR Org HR planning KPIs
Architecture planning

Behavioural Competency Development

Strategy Career paths
anchor models programs

Objective 360-degree Career

Job description Job profiles
setting feedback planning

Job planning Job evaluation Performance Talent review Expatriation

Performance Potential Training

Job posting Remuneration evaluation assessment (off-thejob)

Personnel Competence Development

HR Marketing Competence
selection assessment planning

Employee Personnel
Employee Performance
deployment HRIS
survey profiles apraisal
planning
Strategic statements | Example: development

Company and HR Employees themselves

As a company, we have a The responsibility for the

responsibility to develop our
most talented people.
development of our employees
lies with the employees
themselves. We enable them
for this where necessary and
where desired.
Solution or problem as starting point

??

Solution Design Context Problem

Problem Context Solution Design