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Predictors for strategic HR management in German small and medium-sized enterprises: what it takes to install a strategic HR architecture as a contributor to success

Author

Listed:
  • Martin Hirsch
  • Jens Nachtwei

Abstract

In Germany the requirements for strategic HR operations are predominantly to be found in large enterprises, the aim being an increased contribution to added value. As far as German small and medium-sized enterprises (SMEs) are concerned however, this subject seems to hardly exist. Theories of knowledge-based competition focus on internal resources as the source of value creation. To this end an analysis is carried out that leads to an identification of predictors for a strategic HR architecture for SMEs. This architecture is then intended to enable optimum use of internal resources and thus contribute to the company's success. To achieve this, the status quo must first be analysed of how the strategic landscape of HR departments in German SMEs is structured. In this context, a qualitative survey of 60 personal interviews with HR managers, executives and HR consultants is conducted. This paper outlines the results and discusses the implications accordingly.

Suggested Citation

  • Martin Hirsch & Jens Nachtwei, 2020. "Predictors for strategic HR management in German small and medium-sized enterprises: what it takes to install a strategic HR architecture as a contributor to success," International Journal of Human Resources Development and Management, Inderscience Enterprises Ltd, vol. 20(3/4), pages 187-211.
    • Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:3/4:p:187-211
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