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Enhancing recognition as HR-Business Partner by implementing Workforce-Differentiation?

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  • Weis, Peter
  • Schaefer, Robert

Abstract

Workforce Differentiations (WD) as applied strategic Human Resource Management (SHRM) has many potential benefits as well as risks; the preliminary WD concept needs more theoretical and practical research, though. Successful implementation depends largely on the scope of segmentation already applied in organizations, on the company context and culture and needs to be embedded in a professional change management approach.

Suggested Citation

  • Weis, Peter & Schaefer, Robert, 2012. "Enhancing recognition as HR-Business Partner by implementing Workforce-Differentiation?," Journal of Applied Leadership and Management, Hochschule Kempten - University of Applied Sciences, Professional School of Business & Technology, vol. 1, pages 53-76.
    • Handle: RePEc:zbw:hkjalm:156734
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    References listed on IDEAS

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    1. Eleni T. Stavrou & Chris Brewster, 2005. "The Configurational Approach to Linking Strategic Human Resource Management Bundles with Business Performance: Myth or Reality?," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 16(2), pages 186-201.
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