HR Governance

The research projects on HR Governance clearify that governance should not be limited to the top level of an organisation! After all, leadership (and supervision) are ultimately to be found at all levels of an organization. HR Governance creates the appropriate framework for personnel management.

Background

The discussion about corporate governance, understood as a normative framework of conduct for the management and supervision of a company and its units, is - defacto - limited solely to the design of leadership bodies under company law. Elsewhere, however, it is rightly pointed out that governance ultimately affects all levels of a company. The ISO therefore refers to human governance. At the same time, the term HR (Human Resources) governance is increasingly being used, although this can be understood in differeny ways.

Objective

The objective of the project is to generate a uniform, practicalunderstanding of the term that can be integrated in the framework of corporate governance. This requires a clear definition of a number of related terms, such as human resource management, leadership and management. On this basis, further concepts are developed and existing practical examples are included. The focus is on leadership models.

Partner in research

Professor of Business Economics, with a focus on Corporate Governance & Organisation
Quadriga University of Applied Sciences

Publications

Kaehler, Boris/Grundei, Jens (2019): HR Governance: A Theoretical Introduction. Springer.

Grundei, Jens/Kaehler, Boris (2018): Corporate Governance: Zur Notwendigkeit einer Konturschärfung und betriebswirtschaftlichen Erweiterung des Begriffsverständnisses. In: Der Betrieb, 71. Jg., H. 11, S. 585-592.

Kaehler, Boris/Grundei, Jens (2018): HR-Governance: Der normative Rahmen des Personalmanagements im Kontext von Unternehmensführung und Corporate Governance. In: Zeitschrift für Corporate Governance, 13.Jg., H. 5, S. 205-210.

 

Appropriate the results!

Prof. Dr. Jens Grundei is not only a pioneer in research in many areas. His continuing education courses, such as the Certified Organization Design Expert, are also at the highest, practical level.

Certified Leadership & Organization Expert

Why is further training in organisational development relevant? The organisational forms of the 20th century often no longer meet the requirements of the 21st century. Useful assistance, which goes beyond general and little founded statements, is so far scarce. With pure soft skills and coaching tools they achieve a maximum of symptom treatment. This is why our courses on organizational design are also about tools based on organizational theory. In the foreground is the concern to understand the economical connections and to be able to arrange actually lastingly. In addition to this improvement in added value, the focus in this further training course on organisational development is on the structural facilitation of an increase in employee satisfaction as well as on methods for efficient reorganisation.