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Lernziele / Kompetenzen
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Upon successful completion of this course, students will be able to:
1. Foundational Knowledge & Strategic HR:
- Define and explain the core principles and models of strategic HR management, linking them to overall organizational goals.
- Critically analyze different models of the employee life cycle and apply them to the development and implementation of HR strategies across all stages.
- Articulate the strategic alignment between organizational goals and HR practices at each stage of the employee lifecycle, providing practical examples.
- Evaluate the theoretical underpinnings and empirical evidence supporting various HR strategies, practices, and interventions.
2. Leading Through Change & Leadership Development:
- Understand the role of leadership in navigating dynamic and changing organizational environments, considering the psychological impact on employees.
- Design, implement, and evaluate leadership interventions within the context of organizational change, utilizing evidence-based approaches.
- Reflect critically on their own leadership style and behaviour, identifying areas for improvement through self-assessment and feedback.
- Effectively apply psychological concepts, theories, and empirical evidence to lead and consult individuals and teams during periods of change.
3. Practical Application & Simulation:
- Demonstrate an understanding of the importance of building acceptance, managing resistance, ensuring role clarity, and fostering psychological safety and empowerment within teams.
- Analyze the interplay of individual personalities, motives, and expectations within a team context and utilize this understanding to manage effectively.
- Develop and implement strategies for employee development, tailored to individual needs and organizational goals.
- Reflect on their leadership behaviour within the "Leading through Change" simulation, analyzing their effectiveness and identifying areas for future development
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Veranstaltungen
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Personalmanagement und Organisation
| Art |
Vorlesung/Übung |
| Nr. |
W0387 |
| SWS |
4.0 |
| Lerninhalt |
- Kontext und Ziele des Personalmanagements
- Gestaltung der Personalbedarfsplanung
- Personalgewinnung und -auswahl
- Lernen und Entwicklung in Organisationen
- Belohnungsstrategien und -Systeme
- Motivation und Performance Management
- Diversity und Inklusion in Organisationen
- Führung und Zusammenarbeit
- Internationale Aspekte der Mitarbeiter- und Teamführung
- Management im Krisenfall
- Betriebliches Gesundheitsmanagement
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| Literatur |
- Armstrong, M., & Taylor, S. (2023). Armstrong's Handbook of Human Resource Management Practice: A Guide to the Theory and Practice of People Management. Kogan Page Publishers.
- C. Bailey, D. Mankin, C. Kelliher & T. Garavan (2018), Strategic Human Resource Management. Oxford: Oxford University Press.
- Crawshaw, J., Budhwar, P., & Davis, A. (Eds.) (2020). Human Resource Management: Strategic and International Perspectives. (3rd ed.) SAGE.
- Dowling, P., Festing, M., & Engle, A.: International Human Resource Management, 7th Edition.
- Frese, E., Graumann, M., & Theuvsen, L. (2019), Grundlagen der Organisation. Wiesbaden, Springer Gabler.
- Kanning, U. P. (2015), Personalauswahl zwischen Anspruch und Wirklichkeit. Springer-Verlag Berlin Heidelberg.
- Scholz, Christian (neueste Auflage): Grundzüge des Personalmanagements. München: Verlag Franz Vahlen.
- Schuler, H., (2014)., Psychologische Personalauswahl, Göttingen, Hogrefe.
- Schuler, H., & Kanning, U.P., (2014), Lehrbuch der Personalpsychologie. Göttingen, Hogrefe.
- Stock-Homburg, R./Groß, M. (2019), Personalmanagement: Theorien – Konzepte – Instrumente, 4. Auflage, Springer Gabler Verlag, Wiesbaden.
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Personalmanagement und Organisation - englisch
| Art |
Vorlesung/Übung |
| Nr. |
W0387E |
| SWS |
4.0 |
| Lerninhalt |
- Introduction to HR Management: Context, goals, and strategic importance of HR.
- Workforce Planning: Needs analysis, forecasting, and planning strategies.
- Acquisition & Selection: Recruitment, selection methods, and evidence-based practices.
- Learning & Development: Training, development programs, and organizational learning.
- Compensation & Benefits: Designing effective reward systems.
- Performance Management: Setting goals, monitoring progress, and providing feedback.
- Leadership & Teamwork: Leading and collaborating effectively in teams; leadership interventions.
- Change Management & Crisis Management: Managing organizational change and crises effectively.
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| Literatur |
- Armstrong, M., & Taylor, S. (2023). Armstrong's Handbook of Human Resource Management Practice: A Guide to the Theory and Practice of People Management. Kogan Page Publishers.
- C. Bailey, D. Mankin, C. Kelliher & T. Garavan (2018), Strategic Human Resource Management. Oxford: Oxford University Press.
- Crawshaw, J., Budhwar, P., & Davis, A. (Eds.) (2020). Human Resource Management: Strategic and International Perspectives. (latest edition) SAGE.
- Dowling, P., Festing, M., & Engle, A.: International Human Resource Management, latest edition.
- Frese, E., Graumann, M., & Theuvsen, L. (2019), Grundlagen der Organisation. Wiesbaden, Springer Gabler.
- Kanning, U. P. (2015), Personalauswahl zwischen Anspruch und Wirklichkeit. Springer-Verlag Berlin Heidelberg.
- Scholz, Christian (neueste Auflage): Grundzüge des Personalmanagements. München: Verlag Franz Vahlen.
- Schuler, H., (2014)., Psychologische Personalauswahl, Göttingen, Hogrefe.
- Schuler, H., & Kanning, U.P., (2014), Lehrbuch der Personalpsychologie. Göttingen, Hogrefe.
- Stock-Homburg, R./Groß, M. (2019), Personalmanagement: Theorien – Konzepte – Instrumente, 4. Auflage, Springer Gabler Verlag, Wiesbaden.
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