HRM

Project lead
Prof. Dr. Peter Weber

Project duration
September 2020 – June 2021

As part of a strategy for lifelong counselling, workplace-related career counselling services are to play an even larger role (e.g. counselling in HR contexts, counselling in connection with vocational training (integrated degree programme) as well as within the framework of qualification counselling in SMEs). However, concerning literature and research, it must be noted that literature on career counselling on the one hand, and on the aforementioned counselling contexts regarding companies on the other, are hardly related to each other. Issues surrounding HR management hardly appear or are reflected upon in counselling. Focusing on the current literature debate for a stronger individualisation of HR in view of trends such as a lack of skilled workers, the rise of an employee market, changing values of the younger generation (Gen X, Z), the increase in focus on employer markets or personnelmanagementwith its orientation towards different phases in life, it is possible that new interfaces from a company perspective for their workers as well as the importance of counselling arise. A pilot study could show that forms of counselling and services in some companies evolve which focus explicitly on training and further training as well as career development.

The aim of the study is to examine how companies (HR staff and HR experts) react to the aforementioned trends in the context of HR development and (further) training, beyond the realms of the first (own) case studies and concept-related literature, and what role the implementation of PE tools plays, which can be seen specifically within the established individualisation, (specific (further) training and career counselling, outplacementcounselling, counselling in the context of work-lifebalance, junior staff and talent programmes and healthmanagement amongst others).