040608 FK Organization and Human Resource Mgmt. (B): International Personnel Management (2012S)
Continuous assessment of course work
Labels
Registration/Deregistration
Note: The time of your registration within the registration period has no effect on the allocation of places (no first come, first served).
- Registration is open from Th 09.02.2012 09:00 to Mo 20.02.2012 17:00
- Registration is open from Mo 27.02.2012 09:00 to Tu 28.02.2012 17:00
- Deregistration possible until We 14.03.2012 23:59
Details
max. 50 participants
Language: English
Lecturers
Classes (iCal) - next class is marked with N
Tuesday
06.03.
16:00 - 18:00
Hörsaal 9
Tuesday
13.03.
16:00 - 18:00
Hörsaal 9
Tuesday
20.03.
16:00 - 18:00
Hörsaal 9
Tuesday
27.03.
16:00 - 18:00
Hörsaal 9
Tuesday
17.04.
16:00 - 18:00
Hörsaal 9
Tuesday
24.04.
16:00 - 18:00
Hörsaal 9
Tuesday
08.05.
16:00 - 18:00
Hörsaal 9
Tuesday
15.05.
16:00 - 18:00
Hörsaal 9
Tuesday
22.05.
16:00 - 18:00
Hörsaal 9
Tuesday
05.06.
16:00 - 18:00
Hörsaal 9
Tuesday
12.06.
16:00 - 18:00
Hörsaal 9
Tuesday
19.06.
16:00 - 18:00
Hörsaal 9
Tuesday
26.06.
16:00 - 18:00
Großer Hörsaal 2
Hörsaal 9
Hörsaal 9
Information
Aims, contents and method of the course
Assessment and permitted materials
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%
Minimum requirements and assessment criteria
Examination topics
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.
Reading list
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.
Association in the course directory
Last modified: 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 6th of March 2012. 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).