040608 FK Organisation und Personalmanagement (B): Internationales Personalmanagement (2011S)
Prüfungsimmanente Lehrveranstaltung
Labels
An/Abmeldung
Hinweis: Ihr Anmeldezeitpunkt innerhalb der Frist hat keine Auswirkungen auf die Platzvergabe (kein "first come, first served").
- Anmeldung von Mo 07.02.2011 09:00 bis Do 17.02.2011 17:00
- Anmeldung von Mi 23.02.2011 09:00 bis Fr 25.02.2011 14:00
- Abmeldung bis Mo 14.03.2011 23:59
Details
max. 50 Teilnehmer*innen
Sprache: Englisch
Lehrende
Termine (iCal) - nächster Termin ist mit N markiert
- Dienstag 01.03. 16:00 - 18:00 Hörsaal 3
- Dienstag 08.03. 16:00 - 18:00 Hörsaal 3
- Dienstag 15.03. 16:00 - 18:00 Hörsaal 3
- Dienstag 22.03. 16:00 - 18:00 Hörsaal 3
- Dienstag 29.03. 16:00 - 18:00 Hörsaal 3
- Dienstag 05.04. 16:00 - 18:00 Hörsaal 3
- Dienstag 12.04. 16:00 - 18:00 Hörsaal 3
- Dienstag 03.05. 16:00 - 18:00 Hörsaal 3
- Dienstag 10.05. 16:00 - 18:00 Hörsaal 3
- Dienstag 17.05. 16:00 - 17:00 Hörsaal 3
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Dienstag
17.05.
17:00 - 18:00
Großer Hörsaal 2
Hörsaal 3 - Dienstag 17.05. 18:00 - 20:00 Großer Hörsaal 2
- Dienstag 24.05. 16:00 - 18:00 Hörsaal 3
- Dienstag 31.05. 16:00 - 18:00 Hörsaal 3
- Dienstag 07.06. 16:00 - 18:00 Hörsaal 3
- Dienstag 21.06. 16:00 - 18:00 Hörsaal 3
- Dienstag 28.06. 16:00 - 18:00 Hörsaal 3
Information
Ziele, Inhalte und Methode der Lehrveranstaltung
Art der Leistungskontrolle und erlaubte Hilfsmittel
Course assessment: Grade Composition:
Class Participation 10%
Written Group Assignment 30%
Group Presentation 10%
Final Exam 50%
Class Participation 10%
Written Group Assignment 30%
Group Presentation 10%
Final Exam 50%
Mindestanforderungen und Beurteilungsmaßstab
Prüfungsstoff
Students are required to active participation and discuss the presented class material and the assigned case that we will use throughout this course. The case assignments provide an especially important foundation for both lectures and discussions and must be completed prior to the indicated class session. Students learn the most when they understand the underlying theoretical principles and then translate these principles into specific behavioral practices. Apparently, there are limits to how experiential this class can be, however, we will use every opportunity to actually apply what we are learning through class exercises, discussions and case analyses. Also learning to work with and through people is arguably one of the most important business skills students will acquire with the group projects.
Literatur
Reading: Multiple copies of the following book are available in library:
Baron, James N.; Kreps, David M.: Strategic Human Resources:
Frameworks for General Managers, New York, etc.: John Wiley, 1999
Moreover, the underlying case studies for each of the groups will be made available in the Fronter e-learning environment for the course to allow all students background information on the cases for further discussion in class.
Baron, James N.; Kreps, David M.: Strategic Human Resources:
Frameworks for General Managers, New York, etc.: John Wiley, 1999
Moreover, the underlying case studies for each of the groups will be made available in the Fronter e-learning environment for the course to allow all students background information on the cases for further discussion in class.
Zuordnung im Vorlesungsverzeichnis
Letzte Änderung: Mo 07.09.2020 15:29
This course serves as an introduction to human resource (HR) management. Rather than taking the perspective of an HR specialist, we focus on the general manager and on the key issues involving human resources that every manager is likely to face (among others, staffing, compensation, and performance management).
The Introductory Meeting will take place on the 1st of March 2011. Attendance for this meeting is definitely necessary. No-show students will be replaced by students from the waiting list who attend the introductory meeting.
This course serves as an introduction to human resource (HR) management. We focus on the general manager and on the key issues that every manager facing for HR management (among others, staffing, compensation, and performance management).
Strategic human resources management is one of the key items for achieving firm´s strategic objectives. This course examines how managers can develop and implement effective and efficient human resource practices to achieve the strategic objectives of their firms. Effective management of human resources provides a sustainable competitive advantage, critical to the success of any enterprise. We will place special emphasis on how HR decisions are influenced by internal and external forces to the firm, including (but not limited to) business strategy, global competition, technological change, and workforce characteristics. We will, however, not cover operational details of HR departments such as the design of appraisal systems or the nitty-gritty of administering HR policies and procedures (such as interviews).