This man’s knowledge, wisdom and experience is truly amazing. Pure gold!

Dear Profesor Armin is nice to have you online again. Your lectures are excellent, even though I am in the pharmacy field I have been getting interested in HR thanks to you. Plus, I like your sense of humor. ☺️ Danke schön

Wow! I have missed you dearly Prof Armin! Wow! So nice to see you again and looking good as usual! :) Your lectures are so amazing - they make HR look like the best Career ever! Hahaha!!! Thank you Sir for all you do and welcome back :)

Thank you so much for uploading this (and all of your other lectures) to youtube and for letting this magnificent knowledge be freely accessible for everyone!!! Your videos MOTIVATE my studying process!!

I'm overjoyed to see you after such a long time! Each of your lectures and content strengthens us from the inside, teaches us to think differently and more logically. Many thanks!

I really thank you Professor for making motivation and acquisition so clear. your videos are definitely helping the HR professionals, hope to see many more videos on Compensation survey as I am interested in knowing the Questioning patterns and the right questions that can be asked in survey and how to best conduct the compensation and benefit surveys

Very wise sharing. I wish to get more videos about HR topics. Really love it.

Thank you for coming back with HRs, Psychology. Getting more motivation to work, Smile.

Hello Armin, Subject : A request! Your videos are informative. I request you to make a video or a series of videos on HR Analytics. An HRBP looks at and perceives an organization based on HR data. Data means some things expressed in numbers, which shows a logical direction of expressing HR activities as compared with a theoretical expression. Example : Statement 1: The retention rate of XYZ company is 80%. This is a logical way through which the management and external parties (shareholders, etc.) see the strength of XYZ company. This is data literacy. Vice versa Statement 2 : Retention rate of XYZ company is excellent. This is a script. Even this excellence is incomplete without a percent figure assigned to it. I recommend a slab system or the common English bracket.Poor-Good-Excellent.Each can be assigned a slab starting with the least figure, i.e., 0-A | A-B | B-highest calculated percentage. It can be 100%. Also, please include in your video the latest softwares available in the market specialized for HR activities. HR softwares for performance management analytics and analysis, such as PerformYard and intelliHR. IBM workforce planning,Leapsome, Lattice, etc. In the market, there is specialized softwares for HR surveys. Statistical analysis, predictions, forecasting,data crunching,data cleaning,HR data analysis,data warehousing, trends and metrics, analyzing data of attrition and retention, etc are general HR analytics day-to-day activities of an HRBP. The job of an HRBP is not to do coding on computer high level programming languages like Python,C++ etc. HRBP need to use a ready made software available in the market their organization purchased a paid and licensed version. Coding for these HR software is a developer's job that's a separate topic and job profile. Best Regards, Your Subscriber.

Thank you so much for sharing this video.sir,

Thank you for starting again Professor👏🏻🙏🏻

So happy to have you back 🤗

Your lectures are great motivation for me, makes me think differently and see things from different point of view. Thanks

It's great to see you again...regards from Iraq

Dear Professor Armin your video's are enriching and deep learning. Appreciate !

Ohhhh I am so happy to see you again online!! keep it up Prof

Great talk! Red and black dots shall go viral. I have some experience in reward system design and have to confirm that one can never build absolutely fair system. On base reward - this relatively easy. But on variable pay you can mostly control the “fairness matrix” within small teams and may see some success with broader organisational scope. But external environment is almost out of the reach. So it looks like compensation professionals have to spend most of their time on “imperfect system” concept communication and show organisational thrive to make it better.

Great video, Professor Trost, thank You!

Huge thanks Prof. Armin for your valuable lectures........

I always love your lectures

Please make more videos, I am working in the HR dept. of an international non profit organisation. Your lectures are excellent and really helpful.

Good to see you in 2022 ,, i suggest to make a lecture in skewed curve and snap ratio in appraisal ,,, any chance for that

Brilliant!

Thank you from Portugal!

I love this thank you sir

Sir, I/we watched all videos of your this channel. Need some videos of HR analytics, HR metrics, Organization Development, leadership in HR, KPI, and specially "advanced HRBP".

Thanks Thanks Prof Armin.

How do you create a pay structure that meets the fairness zone? Would you set up something like the military pay chart which compensates time in service and your rank? So maybe time in a company and their position? Also, what do you recommend for sales people? Do you put them in the structure or do you like a commission style where a person makes their own? But then you have some sales people say, well they have a better area, they get more company leads, they get bigger jobs to quote...etc.

Hi Mr. professor Trost! congratulation on your efforts in the case of HR trends, I as HR manager really appreciate it and want you more successes in your life . If you are agree I want to close relation with you. Thanks

Amin Str shares great content.

Very well explained

Prof, it's been a while since you did not post any more videos. Hope you are well!

Dear Proffesor Armin, in the minute of 8:28, where you were speak about the example of 3 different kids group draws a picture, I have a questions, regards to when the "No Award" group realise there are other group whose doing the same thing but they getting an award. What is your perspective on this ? Maybe from kids perspective, they don't care, but as people getting older, they will start to compare things. :)

I like u more than u think

The challenge is that there are too many women in HR clearly, but does not explain why that is BAD. Does not/ would not mind/would not mention the majority of men in the exec seat. Just some critical thinking.