Achtung! Das Lehrangebot ist noch nicht vollständig und wird bis Semesterbeginn laufend ergänzt.
040608 FK Organisation und Personalmanagement (B): Internationales Personalmanagement (2013S)
Prüfungsimmanente Lehrveranstaltung
Labels
An/Abmeldung
Hinweis: Ihr Anmeldezeitpunkt innerhalb der Frist hat keine Auswirkungen auf die Platzvergabe (kein "first come, first served").
- Anmeldung von Sa 09.02.2013 09:00 bis Fr 22.02.2013 14:00
- Anmeldung von Mi 27.02.2013 09:00 bis Do 28.02.2013 17:00
- Abmeldung bis Do 14.03.2013 23:59
Details
max. 50 Teilnehmer*innen
Sprache: Englisch
Lehrende
Termine (iCal) - nächster Termin ist mit N markiert
- Dienstag 05.03. 16:00 - 19:00 Hörsaal 9
- Dienstag 12.03. 16:00 - 18:00 Hörsaal 5
- Dienstag 19.03. 16:00 - 19:00 Hörsaal 9
- Dienstag 09.04. 16:00 - 19:00 Hörsaal 9
- Dienstag 16.04. 16:00 - 19:00 Hörsaal 9
- Dienstag 23.04. 16:00 - 19:00 Hörsaal 9
- Dienstag 30.04. 16:00 - 19:00 Hörsaal 9
- Dienstag 07.05. 16:00 - 19:00 Hörsaal 9
- Dienstag 14.05. 16:00 - 19:00 Hörsaal 9
- Dienstag 28.05. 16:00 - 19:00 Hörsaal 9
- Dienstag 04.06. 15:30 - 16:00 Großer Hörsaal 1
-
Dienstag
04.06.
16:00 - 17:00
Großer Hörsaal 1
Hörsaal 9 - Dienstag 04.06. 17:00 - 19:00 Hörsaal 9
- Dienstag 11.06. 16:00 - 19:00 Hörsaal 9
-
Dienstag
18.06.
16:00 - 18:00
Großer Hörsaal 2
Hörsaal 9 - Dienstag 18.06. 18:00 - 19:00 Hörsaal 9
- Dienstag 25.06. 16:00 - 19:00 Hörsaal 9
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
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 Moodle 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 Moodle 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. 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 and acute 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).