Human Resource Management
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This thesis investigates the integration of Artificial Intelligence (AI) in the recruitment processes of Small and Medium Enterprises (SMEs), highlighting both the opportunities and challenges of such technologies. It examines the potential benefits of AI in recruitment, including increased efficiency and unbiased decision-making, as well as challenges such as data privacy concerns. Through qualitative research and interviews with HR professionals, the study not only explores the current landscape of AI in recruitment but also proposes a comprehensive implementation plan for SMEs. This plan is designed to help SMEs navigate the complexities of adopting AI technologies, ensuring they can effectively leverage AI tools to enhance their recruitment outcomes and overcome the barriers to implementation.
Reviewing Expats' perceptions on global leadership competencies: the case of multinationals in Asia
(2023)
In an era of increasing globalization, companies struggling with a leadership gap in Asia feel compelled to equip their leaders with global leadership competencies that meet international standards. Therefore, this paper clearly defines the role of the worldwide standard of global competencies and how it contributes to a company's human resource development program. We use a multinational company as a case study. Qualitative interviews were conducted to explore how expats perceive global leadership competencies in relation to global standards and the personnel development program. By reflecting on the staff development program concerning the standardized global leadership competencies, the case study can be beneficial for the company as opportunities for improvement of the development program were found, and approaches were presented on this basis.
The representation of female leaders in the STEM-field, especially the telecommunication industry, is rising in the 21st century. In contrast to men in leadership positions, there still exists an incongruity for female leaders, as the stereotypes associated with a leader correspond to those of a man. Therefore, women in leadership positions must decide between fulfilling their social role as being caring and warm, or to fulfil the leadership stereotype of being competent and dominant. To date, they cannot display their female side when in leadership positions, as the expectations one has about the ideal leader do not align with the emotional side of a woman.
The qualitative study is based on the classification of women and leaders in the Stereotype Content Model. The research is conducted in a telecommunication company. Therefor, employees of female leaders are interviewed about their perception of their leader. The findings of the research prove, that female leaders in the telecommunication industry are perceived against the female stereotypes. The findings show the female leaders are perceived rather male, meaning they are more competent than warm.
It is shown that female leaders must act against their social role, which has negative consequences for them. Consequences can be the avoidance of attempting to compete for certain roles, lower performance or social or economic punishment.
The purpose of this study is to explain the concept of heart work and to demonstrate that long-term excellence can be achieved through it. The study examines the implementation of corporate values at METRO Markets from 2020 to 2022 and investigates the extent to which the implementation of company values, the perception of autonomy and championing, and the quality of the relationship with managers are linked to the level of heart work. The hypotheses suggest that better implementation of values and the greater feelings of autonomy and championing, and better relationships with managers are associated with higher levels of heart work. Employee data from METRO Markets measuring employee engagement over two years is analysed using exploratory data analysis and quantitative regression analysis to test the hypotheses. The study shows that a value-oriented work environment and self-leadership skills are linked to higher levels of heart work. No conclusive statement could be made about heart work and the relationship with managers due to unmet assumptions in the regression analysis, indicating the need for further research. The conclusion highlights the importance of personal responsibility, mindfulness and self-leadership in achieving and maintaining healthy levels of performance.
Precedent research in human resources management has put forward the challenges of recognizing the appropriate methods to unlock employees’ potential. However, it has been proven that leaders and managers can establish a culture where employees can unlock their potential with the proper understanding of neuroscience and emotional intelligence. This research has shown that cognitive skills, which are necessary for a good job performance, can be further developed due to neuroplasticity. Furthermore, understanding human needs and emotions can help people improve their work and life experience. This research also studies the relationship between employees’ well-being and job performance. Moreover, how emotional intelligence influences the company’s working atmosphere with its staff will be, with the support of literature research, thoroughly investigated and further analysed. Based on findings of various studies, attributes such as empathy, compassion, and kindness play a predominant role and indicate an underlying connection between motivation and job performance. All in all, questions such as how health impacts job performance and how neuroscience research and understanding human emotions shift the approach to motivating people will be further discussed. This research also questions what attributes a company leader should have to build trust with the employees and encourage them to work better. Therefore, this research takes a closer look into the exemplary leadership approach and explains why communication and purpose in the company matter when unlocking human potential. In addition, it highlights the effect of experiencing stress and fear at work and the remarkable impact of positive emotions such as kindness, gratitude, and compassion. Thus, with this understanding, this research acknowledges profoundly the positive influence of having a trustworthy and empathetic leader in the company. It fundamentally shows that working in a healthy and inclusive working culture, where psychological safety is ensured, one can, in fact, unlock the potential of employees to work better and feel good about themselves.
The initial situation of this Bachelor's thesis is the so-called "War for Talents" and the shortage of skilled workers in Germany. This leads to a changed situation in the labour market, where Generation Z is currently represented. By growing up under particular conditions, Generation Z is attributed specific characteristics and values. As a result, Generation Z's expectations and requirements of employers are changing. Companies should be aware of these requirements and react to them. Employer branding in companies is responsible for the employer image and the formation of a strong employer brand. Accordingly, the employer branding of a company is of great importance in order to convince young talents. This requires a target group-specific approach. Due to the change in media usage behaviour, this is done via social media. Therefore, the social media platform TikTok gives various opportunities.This offers enormous potential for advertising companies. Influencer marketing developed from social media, which offers numerous possibilities through the reach of the influencer and the trust of his/her community. In cooperation with a company, the influencer acts as the sender of an advertising message.
The question: "Is an influencer campaign on TikTok suitable for addressing Generation Z in a target group-specific way for employer branding?" is clarified on the basis of the German-wide influencer campaign on TikTok carried out by Mercedes-Benz Group AG. The aim of the influencer campaign is to draw the attention of pupils to an apprenticeship or dual studies at Mercedes-Benz Group AG and to lead interested candidates to the career website. The impact analysis carried out provided valuable insights: The previously forecasted KPIs of the influencer campaign were exceeded. In addition, there was a significant increase in the number of visitors to the career website. Thus, the TikTok platform is suitable for employer branding to address 18-24 year-olds. Influencer marketing is also valuable for employer branding. This is a very effective and authentic form of marketing.
The COVID-19 pandemic has caused considerable developments in the business environment, especially in terms of work from home, which are likely to play a role in the future. Since employee motivation is a decisive factor for the profitability of a company, it is important to take appropriate measures to maintain and increase it in times of work from home. The aim of this work is to identify the factors influencing employee motivation during work from home, to derive possible explanations as to why these factors influence motivation, and to derive proposed solutions for managers in order to be able to ensure optimal employee motivation. The following research question is to be answered: “To what extent does work from home influence the work motivation of employees in Germany?”. For this purpose, a quantitative online survey was conducted. Based on the literature review and survey results, the finding is that sufficient and functioning work equipment, social interaction with colleagues, an undisturbed work environment, and flexible working hours help to maintain motivation whereas independence as well as tangible benefits can increase motivation when working from home. However, motivation is a highly subjective matter, which can have different causes and characteristics for each individual, so the impact of work from home on work motivation cannot be generalized in principle.
This paper shows how German employers can successfully organize telework. In this context, the areas of physical equipment, software landscape, corporate and leadership culture, working hours, work location, company regulations, and the work and meeting structure at the telecommuting workplace are examined in more detail.
As a result of the Corona pandemic, the use of teleworking has become significantly more relevant in the everyday working lives of many people. It is becoming apparent that this will continue to be the case in the future. As a result, companies must address the question of how the workday of employees can be adapted in such a way that the greatest possible success can be achieved for both employers and employees in the context of teleworking.
In a first step, this Bachelor Thesis presents the status of the work situation in Germany with regard to the use of telework before the Covid 19 pandemic and outlines the development process during the pandemic. Furthermore, a short overview of possible developments in the future is given. The section that follows aims to highlight some of the effects on employees through the use of telework, as well as the state of research to date on the main opportunities for employers to intervene in this area.
In the subsequent practical part, 14 semi-structured interviews were used to find out that the ongoing flexibilization of the place of work and working hours is a desirable development for the majority of respondents. In this context, it is important for many employees that existing regulations are communicated transparently, but continue to decrease in order to lastly allow as much autonomy as possible in the daily work routine. The physical work equipment and software landscape used must enable the work to be performed. Health aspects, such as the provision of ergonomic products or the avoidance of stress, play a significant role here. For a sustainable corporate and management culture, it is important to rely on trust, transparency, consistency and flat hierarchies, so that the employer can only support the employees in organizing their tasks themselves.
Finally, the results of this work are summarized in a conclusion.
Due to a low birth rate and rising longevity, Europe’s inhabitants are steadily getting older on average. In addition, the rising development of digitized workplaces and the resulting demands on employees’ competencies are urging businesses to reconsider the provision of equal training opportunities for all of their human capital, regardless of the employees’ biological age. It is often negative age-related stereotypes and overly generic training design in companies that hamper the learning success and thus the work performance of older professionals.
Through a combination of third-party case studies and semi-structured qualitative interviews conducted by the author, this paper aims to provide a more holistic, cross-industry, and multinational guide for firms to fully tap the potential of older professionals through the most effective training strategies.
In short, regular professional development reviews and mentoring opportunities can prove to be one of the most cost-effective and efficient training strategies for organizations. To achieve such an optimized learning outcome, managers should also cultivate a work environment conducive to learning and adjust the training design to their older workers' learning needs and preferences. Only then can managers be reassured that the invaluable tacit knowledge of the latter cohort is more apt to remain within the company and contribute to further innovation.
What is integrity and how does it impact the individual, culture or organization? Research has shown that the presence of integrity tend to correlate with positive outcomes in the business or private life, regardless of the surrounding. Additionally, integrity impacts and shapes the individual or organization behavior. The paper aims to determine how important integrity role in leadership is and wether it matters to perceive it as a must-have value. For this study, an in-depth review of secondary literature was conducted. The secondary data was collected in two approaches, online and offline. Thorough analysis of the data showed a tendency of integrity in leadership.