Handbook ofHuman Resources Management

Matthias ZeuchEditor

Handbook ofHuman ResourcesManagement

With 181 Figures and 31 Tables

EditorMatthias ZeuchJohnson Electric InternationalMurten, Switzerland

ISBN 978-3-662-44151-0 ISBN 978-3-662-44152-7 (eBook)ISBN 978-3-662-44153-4 (print and electronic bundle)DOI 10.1007/978-3-662-44152-7

Library of Congress Control Number: 2015960275

# Springer-Verlag Berlin Heidelberg 2016This work is subject to copyright. All rights are reserved by the Publisher, whether the whole or part of thematerial is concerned, specifically the rights of translation, reprinting, reuse of illustrations, recitation,broadcasting, reproduction on microfilms or in any other physical way, and transmission or informationstorage and retrieval, electronic adaptation, computer software, or by similar or dissimilar methodologynow known or hereafter developed.The use of general descriptive names, registered names, trademarks, service marks, etc. in this publicationdoes not imply, even in the absence of a specific statement, that such names are exempt from the relevantprotective laws and regulations and therefore free for general use.The publisher, the authors and the editors are safe to assume that the advice and information in this bookare believed to be true and accurate at the date of publication. Neither the publisher nor the authors or theeditors give a warranty, express or implied, with respect to the material contained herein or for any errorsor omissions that may have been made.

Printed on acid-free paper

This Springer imprint is published by SpringerNatureThe registered company is Springer-Verlag GmbH Berlin Heidelberg.

In MemoriamKatharina Cortolezis-Schlager andJens Peisert

Preface

Dear Reader,How to find a common denominator in a handbook with more than 85 authors fromapproximately 20 countries?

Despite the highly appreciated diversity of styles, methods, and approaches, therestill is one thing all authors have in common: a passion for people. All authorsbelieve that with a humanistic HR management both people and business win:A motivated, engaged workforce delivers best results while its members enjoytheir employment experience.

All articles in this book are based on real-life experiences of the authors. Thebook contains:

• “Essentials” articles, which provide a broad overview of a whole area withinHR management and view this area from four predefined perspectives:People (cultural, social, and psychological aspects), Risk (legal and other externalconsiderations), Economic (tangible implications regarding cost and value-added), and Operational

• Cases with Lessons Learned and Essays, which pinpoint one specific exampleor topic.

With this mix of broader and specific articles, the reader will get both a360-degree overview and practical insights into relevant details.

As a new form of publication, the contents of the book are discussed within theLinkedIn group “Global Human Resources Management” and are also available as aone-year interactive qualification program. For more information, please contactinfo@gahrm.net.

In the name of all authors, I wish you a rewarding reading experience and amlooking forward to exciting discussions with you in our LinkedIn group and/or ourqualification program!

April 2016 Matthias ZeuchMurten, Switzerland

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Contents

Volume 1

Part I Human Resources Marketing and Recruiting . . . . . . . . . . . . . 1

1 Human Resources Marketing and Recruiting: Introductionand Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3Nicole Dessain

2 Human Resources Marketing and Recruiting: Essentials ofEmployer Branding . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23Phill Lane

3 Human Resources Marketing and Recruiting: Essentials ofDigital Recruiting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53James Purvis

4 Human Resources Marketing and Recruiting: DigitalRecruiting at Sodexo . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 73Arie Ball, Trish Freshwater, and Sherie Valderrama

5 Human Resources Marketing and Recruiting: Essentials ofRecruiting Events . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 83Nicole Dessain and Matthias Zeuch

6 Human Resources Marketing and Recruiting: Essentials ofEmployee Referral . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 93Bryan Moll

7 Human Resources Marketing and Recruiting: Essentials ofInternship Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 103Michael Griffitts

8 Human Resources Marketing and Recruiting: VocationalTraining in China . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119Rainer Wieland

ix

9 Human Resources Marketing and Recruiting: Essentials ofExecutive Search . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 139Lorenz Illing and Franziska Anders

10 Human Resources Marketing and Recruiting: Search forSenior Accountant for Brabender Technology China . . . . . . . . . . 173Oliver Pr€ufer

11 Human Resources Marketing and Recruiting: Search forInternational Executive Talent . . . . . . . . . . . . . . . . . . . . . . . . . . . . 191Gustav Mueller

Part II Training and Qualification . . . . . . . . . . . . . . . . . . . . . . . . . . 205

12 Training and Qualification: Introduction and Overview . . . . . . . . 207Katharina Cortolezis-Schlager

13 Training and Qualification: Essentials of Skill Management . . . . . 213Sandy Chen

14 Training and Qualification: Developing a Competency Model toAssess Sales Leaders’ Equity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 225Joël Le Bon

15 Training and Qualification: Essentials of TrainingManagement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 241Karen Hughey

16 Training and Qualification: Employee Training at GalaxyEntertainment Group . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 263Soo May Cheng and Sandra Lunn

17 Training and Qualification: Essentials of LeadershipDevelopment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 277John Van Dijk

18 Training and Qualification: Intercultural Leadership and TeamPerformance in a Professional Soccer Team . . . . . . . . . . . . . . . . . . 287John van Dijk

19 Training and Qualification: Essentials of New Learning . . . . . . . . 293Hartmut Scholl and Andrea Baldus

20 Training and Qualification: Online Leadership Training inCrisis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 335Laurence Baltzer

21 Training and Qualification: Social Workplace Learning . . . . . . . . 339Christiana Scholz

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22 Training and Qualification: Essentials of Team Development . . . . 351Katrin Koch

23 Training and Qualification: Team Development at a FlexiblePackaging Factory . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 381Raul Schweinitz

24 Training and Qualification: Recommendations for VirtualTeam Development . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 395Andrea Griesinger and Thomas Schmitt

Part III Performance and Talent . . . . . . . . . . . . . . . . . . . . . . . . . . . . 405

25 Performance and Talent: Introduction and Overview . . . . . . . . . . 407Nora Binder

26 Performance and Talent: Essentials of Performance andPotential Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 427Rainer Allinger, Pirkko Erichsen, and Kerstin Beckers

27 Performance and Talent: Pros and Cons of PerformanceAssessments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 453Kristina Hambardzumyan

28 Performance and Talent: Essentials of DevelopmentDiscussions and Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 457Agnes Tse

29 Performance and Talent: Essentials of Talent DevelopmentPrograms and Groups . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 483José Alberto Rodrigues and Elloise Naidoo

30 Performance and Talent: Essentials of International TalentDevelopment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 511Sylke Piech

31 Performance and Talent: Essentials of Coaching . . . . . . . . . . . . . . 543Cédric Mollaret and Catherine Claudepierre

32 Performance and Talent: Virtual Coaching . . . . . . . . . . . . . . . . . . 571Laurence Baltzer

33 Performance and Talent: Coaching International Leaders . . . . . . 575Nora Binder

34 Performance and Talent: Essentials of Mentoring . . . . . . . . . . . . . 579Karen Minor

35 Performance and Talent: Essentials of Succession Planning . . . . . 593Ulrike Hildebrand

Contents xi

Part IV Engagement and Retention . . . . . . . . . . . . . . . . . . . . . . . . . 615

36 Engagement and Retention: Introduction and Overview . . . . . . . . 617Janina Schönebeck and Manfred Schönebeck

37 Engagement and Retention: Essentials of Employee Surveys . . . . 629Janina Schönebeck and Manfred Schönebeck

38 Engagement and Retention: Essentials of Retention Tools . . . . . . . 661Beth Sibly

39 Engagement and Retention: Essentials of Culture and SocialActivities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 673Olaf B. Tietz

40 Engagement and Retention: Essentials of Employee Care . . . . . . . 699Jens Peisert

41 Engagement and Retention: Essentials of Idea Management . . . . . 727Ute Gallmeister and Birgit Lutz

42 Engagement and Retention: Essentials of Rewards andRecognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 747Rainer J. Schaetzle

43 Engagement and Retention: Essentials of Employee andLabor Relations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 773Cherie Lou P. Ocampo

44 Engagement and Retention: Experiences with Employee andLabor Relations in USA and International Implications . . . . . . . . 795Steven V. Cates

45 Engagement and Retention: Management andEmployees – Winners on Both Sides . . . . . . . . . . . . . . . . . . . . . . . . 799Thomas Heckler

Volume 2

Part V Compensation and Benefits . . . . . . . . . . . . . . . . . . . . . . . . . 815

46 Compensation and Benefits: Introduction and Overview . . . . . . . . 817William Eggers

47 Compensation and Benefits: Job Evaluation . . . . . . . . . . . . . . . . . 827Konrad Reiher

48 Compensation and Benefits: Essentials of Benchmarking . . . . . . . 841Thomas Gruhle

xii Contents

49 Compensation and Benefits: How to Stay Competitive inEmerging Markets . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 857Serhiy Goncharov

50 Compensation and Benefits: Essentials of Base Salary . . . . . . . . . 861Andreas Hofmann

51 Compensation and Benefits: Essentials of Bonus Plans . . . . . . . . . 877Thomas Haussmann

52 Compensation and Benefits: Essentials of Long-TermIncentive Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 903Eric Engesaeth

53 Compensation and Benefits: Essentials of Benefits . . . . . . . . . . . . . 931Lisa Emerson and Yvonne Prang

54 Compensation and Benefits: Company-Provided Benefits atMcDonald’s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 939Lisa Emerson and Yvonne Prang

55 Compensation and Benefits: Essentials of InternationalAssignment Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 951Juergen Czajor

Part VI Administration and Payroll . . . . . . . . . . . . . . . . . . . . . . . . . 975

56 Administration and Payroll: Introduction and Overview . . . . . . . 977Charles W. Hughley

57 Administration and Payroll: Essentials of Human ResourcesProcess Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 983Charles W. Hughley and Monica Hughley

58 Administration and Payroll: Essentials of Shared Services andOutsourcing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1011Heike Hartrath

59 Administration and Payroll: Interim Human ResourcesManagement in Germany . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1033Gabriele Braeker

60 Administration and Payroll: The Creation of a ProfessionalPayroll Using Software . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1043Steven V. Cates

Contents xiii

Part VII Human Resources Governance and Compliance . . . . . . . 1049

61 Human Resources Governance and Compliance: Introductionand Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1051Julia Borggraefe

62 Human Resources Governance and Compliance: Essentials ofBusiness Ethics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1065Josef Wieland and Murali Nair

63 Human Resources Governance and Compliance: SexualHarassment Policy at International Monetary Fund . . . . . . . . . . . 1095Stephan P. Rothlin and Dennis P. McCann

64 Human Resources Governance and Compliance: Essentials ofPolicies and Guidelines . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1117Nicola Joan Mackin

65 Human Resources Governance and Compliance: HumanResources Audit and Investigations . . . . . . . . . . . . . . . . . . . . . . . . 1137Bernhard Balz

66 Human Resources Governance and Compliance: Essentials ofCompliance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1153Eckart Jensen

67 Human Resources Governance and Compliance: Complianceand the Importance of Human Resouces Management . . . . . . . . . 1177Jeremy Gump

Part VIII Human Resources Strategy and Change . . . . . . . . . . . . . 1185

68 Human Resources Strategy and Change: Introduction andOverview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1187Oliver Grohmann

69 Human Resources Strategy and Change: Essentials ofHuman Resources Strategy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1193Oliver Grohmann and Matthias Zeuch

70 Human Resources Strategy and Change: Systemic-ComplimentaryConsulting Project on Bridges Between Two Worlds . . . . . . . . . . . 1217Roswita Koenigswieser and Klaus Entenmann

71 Human Resources Strategy and Change: CompetenceDevelopment in a Changed Environment . . . . . . . . . . . . . . . . . . . . 1227Michiel van den Berg

xiv Contents

72 Human Resources Strategy and Change: Essentials of BusinessPartnership . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1245Jered Hol

73 Human Resources Strategy and Change: Essentials ofOrganizational Development . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1263Reinhart Nagel

74 Human Resources Strategy and Change: Intervention onLeadership Development at the Department of Energy in SouthAfrica . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1285Marion Keil and Edzisani Daniel Ndou

75 Human Resources Strategy and Change: Essentials ofHuman Resources Transformation . . . . . . . . . . . . . . . . . . . . . . . . . 1299Christian Weiss

76 Human Resources Strategy and Change: Essentials of LaborCost Reductions and Crisis Management . . . . . . . . . . . . . . . . . . . . 1329Claudia Maurer

77 Human Resources Strategy and Change: Essentials ofWorkforce Planning and Controlling . . . . . . . . . . . . . . . . . . . . . . . 1343Christian Weiss

78 Human Resources Strategy and Change: Essentials of Mergers,Acquisitions, and Joint Ventures . . . . . . . . . . . . . . . . . . . . . . . . . . . 1375Lynn Schuster and Maureen Hunter

79 Human Resources Strategy and Change: The Risks andChances of German/Chinese Mergers and Acquisitions . . . . . . . . 1395Edgar Wang and Daniela Fehring

Index . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1417

Contents xv

About the Editor

Matthias Zeuch Johnson Electric International, Murten, Switzerland

Mr. Matthias Zeuch has managed human resources for more than 40 countriesduring the 28 years of his career. As General Manager Human Resources Manage-ment, he is responsible for the Region Europe of Johnson Electric International.Together with the authors of this book, he established the “Global Association forHuman Resources Management” (www.gahrm.net).

Prior to this, he was in several international HR management roles at Daimlerin Europe, North America, and Asia/Pacific, including regional HR head forNorth-East Asia.

xvii

Section Editors

Part I Human Resources Marketing and RecruitingNicole Dessain talent.imperative Inc, Chicago, IL, USA

Part II Training and QualificationKatharina Cortolezis-Schlager Team Consult Wien, Vienna, Austria

Part III Performance and TalentNora Binder I&T GmbH, Vienna, Austria

Part IV Engagement and RetentionJanina Schönebeck Berlin, Germany

Manfred Schönebeck Board of Trustees, Carl Benz Academy, Beijing, China

Part V Compensation and BenefitsWilliam Eggers Hay Group, Frankfurt Am Main, Germany

Part VI Administration and PayrollCharles W. Hughley Johnson Electric Group, Hong Kong, China

Part VII Human Resources Governance and ComplianceJulia Borggraefe Autenticon – consulting in context, Berlin, Germany

Part VIII Human Resources Strategy and ChangeOliver Grohmann LG Electronics, Seoul, South Korea

xix

Contributors

Rainer Allinger Daimler Services, Berlin, Germany

Franziska Anders i-potentials GmbH, Berlin, Germany

Andrea Baldus reflact AG, Oberhausen, Germany

Arie Ball Sourcing and Talent Acquisition, Sodexo, Gaithersburg, MD, USA

Laurence Baltzer Coaching and Consulting, Berlin, Germany

Bernhard Balz Stuttgart, Germany

Kerstin Beckers Daimler Financial Services AG, Berlin, Germany

Nora Binder I&T GmbH, Vienna, Austria

Julia Borggraefe Autenticon – consulting in context, Berlin, Germany

Gabriele Braeker Berlin, Germany

Steven V. Cates Kaplan University, Davenport, IA, USA

Sandy Chen Orbotech, Shenzhen, China

Soo May Cheng Hong Kong Central College, Hong Kong, China

Catherine Claudepierre Lead and Succeed Pte Ltd, Singapore, Singapore

Katharina Cortolezis-Schlager Team Consult Wien, Vienna, Austria

Juergen Czajor Daimler Greater China, Beijing, China

Nicole Dessain talent.imperative Inc, Chicago, IL, USA

William Eggers Hay Group, Frankfurt Am Main, Germany

Lisa Emerson Global Total Compensation, McDonald’s Corporation, Chicago,IL, USA

Eric Engesaeth Hay Group, Amsterdam, The Netherlands

Klaus Entenmann Daimler Financial Services AG, Stuttgart, Germany

xxi

Pirkko Erichsen Performance and Potential Management, Daimler FinancialServices AG, Stuttgart, Germany

Daniela Fehring Kronberg, Germany

Trish Freshwater Talent Acquisition, Sodexo, Gaithersburg, MD, USA

Ute Gallmeister Institute for Innovation Transfer and Project Management (IfI),International Academy Berlin for Innovative Pedagogy, Psychology and EconomicsgGmbH (INA), Berlin, Germany

Serhiy Goncharov Human Resources, British Americcan Tobacco, Minsk, Belarus

Andrea Griesinger HLP entwicklungspartner, Frankfurt, Germany

Michael Griffitts Global Leadership and Employee Development, F. Hoffmann LaRoche, Ltd, South San Francisco, CA, USA

Oliver Grohmann LG Electronics, Seoul, South Korea

Thomas Gruhle Hay Group GmbH, Frankfurt am Main, Germany

Jeremy Gump Inquire Partners Inc., Sturgis, MI, USA

Kristina Hambardzumyan Department of Human Resource Management, TumoCenter for Creative Technologies, Yerevan, Armenia

Heike Hartrath HR Mercedes-Benz Germany, Daimler AG, Berlin, Germany

Thomas Haussmann Hay Group, Frankfurt am Main, Germany

Thomas Heckler Human Resources Consulting, Munich, Germany

Ulrike Hildebrand Human Resources, AXA Assistance USA, Chicago, USA

Andreas Hofmann Hoyck Management Consultants GmbH, Frankfurt am Main,Germany

Jered Hol DNV GL, Singapore, Singapore

Karen Hughey PH3 Healthcare Management, LLC, Overland Park, KS, USA

Charles W. Hughley Global Talent Management, Johnson Electric Group,Hong Kong, China

Monica Hughley Sinclair College, Dayton, OH, USA

Maureen Hunter IBM, Armonk, NY, USA

Lorenz Illing The Lucky Push, Berlin, Germany

Eckart Jensen HR ACT Pte Ltd, Singapore, Singapore

Marion Keil Königswieser & Network GmbH, Vienna, Austria

Katrin Koch GLOCALTEAM GmbH, Muenchen, Germany

xxii Contributors

Roswita Koenigswieser Koenigswieser & Network GmbH, Vienna, Austria

Phill Lane ThirtyThree LLP, London, UK

Joël Le Bon Department of Marketing, Sales Excellence Institute, Universityof Houston, Houston, TX, USA

Sandra Lunn T+D+A|Train Develop Advise, Wollongong, New South Wales,Australia

Birgit Lutz Lutz + Partner, Mannheim, Germany

Nicola Joan Mackin Daimler AG, Frankfurt am Main/Stuttgart, Germany

Claudia Maurer HCM Consult, Stuttgart, Germany

Dennis P. McCann Rothlin International Management Consulting, Ltd., Beijing,China

Karen Minor Talent Works, LLC, West Bloomfield, MI, USA

Bryan Moll BKR Strategy Group, Brooklyn, NY, USA

Cédric Mollaret Philips GmbH – Philips University, Hamburg, Germany

Gustav Mueller InterKon Associates LLC, Brookhaven, GA, USA

Reinhart Nagel OSB International Systemic Consulting, OSB Wien ConsultingGmbH, Vienna, Austria

Elloise Naidoo DHL Global Forwarding, Johannesburg, South Africa

Murali Nair Leadership Excellence Institute Zeppelin (LEIZ), Zeppelin Univer-sity, Friedrichshafen, Germany

Edzisani Daniel Ndou Department of Energy, Government of the Republic ofSouth Africa, Pretoria, South Africa

Cherie Lou P. Ocampo Monsanto Company, Muntinlupa, Philippines

Jens Peisert E.R.P. Eastern Relationship Projectconsult & Real Estate GmbH,Berlin, Germany

Sylke Piech Institute for Leadership and Human Resource Management, Interna-tional Academy gGmbH at Free University Berlin, Berlin, Germany

Oliver Pr€ufer German Industry and Commerce (Taicang) Co., Ltd., Beijing, China

Yvonne Prang Reward and Mobility International Lead Markets and FoundationalMarkets Europe, McDonald’s Corporation, McDonald’s Europe, Munich, Germany

James Purvis Head of Talent Acquisition, CERN, Genève, Switzerland

Konrad Reiher SVP at Hay Group GmbH, Frankfurt, Germany

José Alberto Rodrigues Angola, Africa

Contributors xxiii

Stephan P. Rothlin Rothlin International Management Consulting, Ltd., Beijing,China

Janina Schönebeck Berlin, Germany

Manfred Schönebeck Carl Benz Academy, Board of Trustees, Beijing, China

Rainer J. Schaetzle Basel, Switzerland

Thomas Schmitt HLP entwicklungspartner, Frankfurt, Germany

Hartmut Scholl reflact AG, Oberhausen, Germany

Christiana Scholz Competence Generation j Christiana Scholz, MA BA, Vienna,Austria

Lynn Schuster SIGMA Group, Tampa, FL, USA

Raul Schweinitz Cluster SAEAO, Tetra Pak Jurong Pte. Ltd., Singapore,Singapore

Beth Sibly Institute for Innovation Transfer and Project Management, Berlin,Germany

Olaf B. Tietz Carl Benz Academy – First Global Cloud Academy GmbH, Berlin,Germany

Agnes Tse Hong Kong, China

Sherie Valderrama Talent Acquisition, Sodexo, Gaithersburg, MD, USA

Michiel van den Berg Erste Group Bank AG, Wien, Austria

John van Dijk HRMnext Philippines, Manila, Philippines

Edgar Wang Bonn, Germany

Christian Weiss Hay Group GmbH, Frankfurt am Main, Germany

Josef Wieland Leadership Excellence Institute Zeppelin (LEIZ), Zeppelin Univer-sity, Friedrichshafen, Germany

Rainer Wieland Daimler, Gaggenau, Germany

Matthias Zeuch Johnson Electric International, Murten, Switzerland

xxiv Contributors