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Human Resource Development

How can Human Resource Development measures be designed successfully? By carrying out applied projects, the Department’s team is examining the influence that individual (e.g. personality), organizational (e.g. corporate climate), and training-related factors (e.g. trainer qualifications) have on the success metrics of training (e.g. training performance, training transfer). New insights into both research and praxis are being derived from these projects (cf. Rowold, Hochholdinger & Schaper (eds.) 2008). This knowledge is currently being applied to the optimization of coaching measures, thereby addressing the question of which characteristics and preferences on the part of both the recipients of coaching and the coaches themselves promote coaching success. A further main area of focus is the formulation, implementation, and evaluation of training measures for managers. In accordance with the extended Full-Range Leadership Theory, training programs are formulated for transformational, transactional, and instrumental leadership and then carried out in collaboration with our partners. In order to determine the Return on Investment (ROI), cost-benefit analyses are conducted to evaluate how economically viable the development of managers is for a given company.


Rowold, J., Hochholdinger, S., & Schaper, N. (eds.) (2008). Evaluation und Transfersicherung betrieblicher Trainings - Modelle, Methoden, Befunde. Göttingen: Hogrefe.

[Evaluating and securing the transfer of operational training – models, methods, findings.]