Personnel development at the University of Vechta: actively shaping the future!

Personnel development at the University of Vechta: actively shaping the future!

Personnel development at the University of Vechta is facing groundbreaking challenges. Jasmin Klocke-Heuermann, who is responsible for this area, aims to optimize personnel development through systemic integration into the university's processes. The approach is groundbreaking because it moves from supply-oriented to needs-oriented development. The aim of this is to bring about concrete improvements in the everyday work of employees, which will make the university an attractive place for students and scientists. Loud mynewsdesk.com The employees in technology and administration are concerned with creating important framework conditions that are crucial for successful research and teaching.

Klocke-Heuermann analyzes the challenges in collaboration within the university and develops measures such as team development and process optimization. She deals comprehensively with various aspects of human resources work, ranging from personnel recruitment and qualification to personnel retention and management. Your tasks include the conception and implementation of fields of action, requirement profiles, annual reviews, onboarding processes, leadership development and knowledge management. Supporting specialists and managers is an integral part of their daily work.

Employer branding as a strategic approach

The importance of employer branding is becoming increasingly important, especially in view of the shortage of skilled workers. On the 25th anniversary of the term, which was coined by Tim Ambler and Simon Barrow in 1996, it is clear that strong employer brands are not simply created through superficial measures. Loud nwx.new-work.se It is crucial that HR takes inspiration from marketing and builds on identity and organizational culture.

In recent years, employer branding has often been misunderstood as a new label for personnel marketing, which has led to superficial implementation. However, the 2007 financial crisis brought internal employee retention into focus. Nowadays, companies have to quickly adapt to new needs, which requires strategic planning in personnel development. In the future, employer branding will be seen as a nucleus that influences all areas of the company.

Trends in human resources management

With its “HRM of the Future” initiative, the German Society for Human Resources Management (DGFP) has identified important areas of action for human resources management. This initiative provides recommendations on how HR can play a strategic role in the company. According to information from dgfp.de Three top trends are of particular importance:

• Transformative HR: Kontinuierliche Weiterentwicklung der HR-Funktion.
• Humanzentrierte Organisationen: Berücksichtigung individueller Bedürfnisse der Mitarbeitenden.
• Weiterbildung Next Level: Innovative Lernformate und personalisierte Weiterbildung.

Klocke-Heuermann from the University of Vechta also announced that the first projects are being implemented as part of “New Work”, such as the new office concept “Educational Sciences under one roof”. Your next project, the AG Personnel Recruitment with a focus on employer branding, shows that the university is actively taking up and implementing these trends. She looks forward to working with the marketing and communications department to further strengthen the university's employer brand.