Strategic human resource management serves the competitiveness steadily growing markets, global competition, demographic trends or the current economic crisis has resulted in that a pure operational orientation of human resource management in enterprises is no longer productive. With regard to the competitiveness of companies there is today a strategic human resources management. Strategic human resource management means a long-term, forward-looking personnel work, which goes far beyond the operational business of the company. Rather the strategic human resource management is consistently on the corporate strategy, to support its implementation through the planning and deployment of personnel policy measures. It applies in addition to the observation, analysis and planning of the quantitative and qualitative staff, derived from efficiently to make structures and processes of the personnel area. In principle, four types of relationship between corporate strategy and human resources management strategy are possible (cf.
Badawi 1997; Scholz 2000; Oechsler 2000): HR management strategy is derived from the corporate strategy (derivative term) the personnel management strategy is part of the corporate strategy and stands off with other sub-strategies in mutual dependence (functional coupling) which directs corporate strategy from the human resources management strategy, creating the framework for the development of corporate strategy (resource-oriented perspective) human resources management strategy and corporate strategy no content (autonomy’s perspective) correlation between the following core tasks or objectives out have formed in entrepreneurial practice on strategic human resources management: On the one hand, the competitiveness of the company should be improved through a strategic human resources management. On the other hand, strategic human resources management to support the corporate strategy and support. Also an improve efficiency and effectiveness of human resource management should be achieved with its introduction and consistent implementation. With regard to the Visibility is intended to increase the attractiveness of the company on the labour market. Last but not least, a better coordination and cooperation between HR and other business areas as well as within the human resources department should be through the integration into the corporate strategy.