Employability and Personnel Management for Interim Managers
Thomas Decker1, Stephan Kaiser2
1Dr. Thomas Decker, Professor of Transport Logistics, Dean of School of Logistics, Hochschule Neuss für Internationale Wirtschaft, University of Applied Sciences for International Economics, Neuss, Germany.
2Prof. Dr. Stephan Kaiser, Institute for the Development of Sustainable Organizations & Professor of Business Studies, Universität der Bundeswehr, University of the Armed Forces, Munich, Germany.
Manuscript Received on February 22, 2015. | Revised Manuscript Received on February 28, 2015. | Manuscript published on March 15, 2015. | PP: 6-10 | Volume-1 Issue-6, March 2015.
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© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: Research Issue: How can interim managers keep employable in the long term regarding their strategic positioning, and which are the ensuing implications for personnel management? Methodology: Theoretical analysis and expert interviews to verify the findings. Practical Implications: Interim managers position themselves via their own resources, they attend to different markets and they enjoy differentiated remuneration. Human resources management may take this into account and contribute to the selection of, and the collaboration with, interim managers. Competitive Factors, Human Resources Management, Interim Manager, Strategic Positioning.
Keywords: managers keep employable, strategic positioning, Theoretcial analysis, remuneration, Human resources Management, Competitive Factors.