Study Guide

Objective

Students:
-understand central concepts, theories, and processes in HRM, such as recruitment, competence development, workplace environment, and performance management.
-can identify the legal and ethical aspects of HRM and their application in the workplace.
-can analyze how HRM contributes to achieving organizational goals and creating competitive advantages.
-develop the ability to create strategic HRM plans and align them with the organization's overall objectives.
-can apply HRM principles to solve practical problems, such as designing recruitment strategies or creating training programs.
-can effectively communicate HR strategies and decisions to various stakeholders.

Content

-Definition and Role of HRM
-Historical Development of HRM
-Importance of HRM for Organizational Success
-Workforce Planning and Recruitment
-Employee Training and Development, including Skill Development
-Performance Management and Goal Setting
-Feedback and Performance Evaluation
-Reward Systems and Incentives
-Communication within the Organization
-Global HRM and Multicultural Aspects
-Ethics in HRM
-Use of Technology in HRM Processes
-Managing Flexible Schedules and Remote Work

Qualifications

- None

Assessment criteria, satisfactory (1)

Students have a basic understanding of key concepts, theories, and processes in HRM and can identify, at a fundamental level, the significance of HRM for organizations.
Students can recognize the legal and ethical aspects of HRM and their application in the workplace but have limited insight into their tangible effects.
Students possess basic knowledge of analyzing how HRM contributes to achieving organizational goals and creating competitive advantages and can apply these concepts in a limited capacity to practical examples.
Students have a limited understanding of how to develop strategic HRM plans and align them with the organization's overall objectives.
Students are familiar with how to apply HRM principles in practice and how to communicate HR strategies and decisions to stakeholders.

Assessment criteria, good (3)

Students have an understanding of key concepts, theories, and processes in HRM and can, in various ways, identify the significance of HRM for organizations.
Students can identify the legal and ethical aspects of HRM and their application in the workplace and have insights into their tangible effects.
Students understand and can analyze how HRM contributes to achieving organizational goals and creating competitive advantages and can apply these concepts to practical examples.
Students understand how to develop strategic HRM plans and can, in various ways, identify how to align them with the organization's overall objectives.
Students are well-versed in applying HRM principles in practice and effectively communicating HR strategies and decisions to stakeholders.

Assessment criteria, excellent (5)

Students can clearly explain key concepts, theories, and processes in HRM and can analyze and discuss the significance of HRM for organizations.
Students have a solid understanding of the legal and ethical aspects of HRM and their application in the workplace, along with substantial insights into their tangible effects.
Students have a strong grasp of how HRM contributes to achieving organizational goals and creating competitive advantages and can effectively analyze and apply these concepts to practical examples.
Students possess good understanding of how to develop strategic HRM plans and can identify and analyze in versatile ways how to align them with the organization's overall objectives.
Students have significant insights into how to apply HRM principles in practice and effectively communicate HR strategies and decisions to stakeholders.