Business economists for HR management support economic decision-making processes in human resources. They create analyzes and concepts, carry out projects and control the success of their actions.
Based on operational planning, you organize and monitor personnel measures such as staffing or dismantling or personnel development. They carry out recruiting, training and further education, personnel and job interviews. In addition, they look after employee files, controlling instruments or accounting systems and perform HR tasks.
The salary level for Human resources manager in Germany is: from 4604 up to 5581 EUR per month
Business administration graduates for human resources management are responsible for personnel management tasks in the area of personnel planning, procurement and administration.
For example, business administrators for human resources management coordinate personnel development, make sure that personnel planning fits in with other company planning, and ensure that the necessary personnel are available. From the selection of applicants to their recruitment to the dismissal of employees: Managing personnel in a company means, among other things, participating in all activities related to the supervision of employees and co-ordinating them. The business economists pay attention to economic as well as social and labor law aspects.
If business administrators for human resources management support personnel development measures, they are e.g. active in initial training as well as in the areas of further education or individual employee development. In addition, they manage, for example, employee files and work in the personnel administration. They also create job advertisements, review application documents and hold job interviews. If staff is to be hired, they put together contract documents. Possibly. They also research job boards on the Internet.
In addition, they advise managers in matters of personnel controlling, e.g. regarding personnel costs, changes in working hours or employee turnover. To do this, they assess both quantitative data such as personnel capacities or employee numbers and qualitative, e.g. employee satisfaction. For improvement measures they assess the organization of the operational processes. With communicative skill, for example, they find out in conversation with employees why cooperation within a department does not work. They analyze existing problems and find opportunities for restructuring or optimization that can bring about improvements, such as the introduction of new software or flexible working time models. Business administration graduates work on concepts for this purpose and then discuss them with the company board and works council.
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