Strategic Human Resource Management (5 op)

Arviointiasteikko

0-5

Tavoitteet

After completion of the module the student is able to conduct a strategic review. The student knows how to utilise different HR strategies for the benefit of global businesses. The student is able to analyse the strategic integration and the actual fit of firm's HR policies and practices to its corporate and business strategy. The student is able to create a development plan for HR in order to improve the organisations overall performance.

Sisältö

The course content will focus on the strategic management process, different types of strategies and the role of strategic human resource management in international context. In addition topical HR metrics, benchmarking, high-performance work systems, employee engagement, diversity and sustainability issues will be addressed.

Oppimateriaalit

Textbooks: Armstrong, M. 2016. Armstrong's Handbook on Strategic Human Resource management.6th ed. Kogan Page.Evans, P., Pucik, V., Björkman, I. 2011.The Global Challenge: International Human Resource Management.2nd ed. Mc Graw-Hill Irwin Journal Articles: Lundy, O 1994, 'From personnel management to strategic human resource management', International Journal Of Human Resource Management, 5, 3, pp. 687-720 Parry, E 2011, 'An examination of e-HRM as a means to increase the value of the HR function', International Journal Of Human Resource Management, 22, 5, pp. 1146-1162,Taylor, S, Beechler, S, & Napier, N 1996, 'Toward an integrative model of strategic international human resource management', Academy Of Management Review, 21, 4, pp. 959-985 Kramar, R 2014, 'Beyond strategic human resource management: is sustainable human resource management the next approach?', International Journal Of Human Resource Management, 25, 8, pp. 1069-1089, Naznin, H, & Hussain, M 2016, 'Strategic Value Contribution Role of HR', Vision (09722629), 20, 2, pp. 135-138 Colbert, BA 2004, 'The complex resource-based view: implications for theory and practice in strategic human resource management', Academy Of Management Review, 29, 3, pp. 341-358,

Toteutuksen valinnaiset suoritustavat

HR development plan 50% Learning diary 50%

Opiskelijan ajankäyttö ja kuormitus

Lectures 27h (for international business management students) or virtual meetings 27h (for entrepreneurship and business competence students) Assignments 54h Independent study 54h Total 135h (one credit equals 27 hours of student work)

Arviointikriteerit, tyydyttävä (1)

Assessment is based on knowledge, skills and competence in accordance with the National and European Qualifications Framework, Level 7.
1 (Sufficient):
The student is able to recognize the contribution that effective HRM can make to the achievement of the organisation’s strategic objectives.

2 (Satisfactory):
The student is able to recognize the contribution that effective HRM can make to the achievement of the organisation’s strategic objectives. The student is able to identify the different strategic needs of firms and the link between HR strategy and performance. The student is familiar with the theoretical framework for strategic human resource management.

3 (Good):
The student knows the contribution that effective HRM can make to the achievement of the organisation’s strategic objectives. The student is able to recognise different strategic HR elements impacting the organisational performance. performance. The student understands how different HR strategies can contribute into business performance. The student is able to handle diversity and multiculturalism in organisations.

4 (Very good):
The student knows how to evaluate alternative conceptual frameworks for the analysis of HRM processes and outcomes. He/she is able to suggest and argument for alternative practises based on relevant theories. The student identifies the importance of diversity management for international companies.

5 (Excellent):
The student knows how to create a development plan/ strategic human resource plan for a international company. The student is able to critically evaluate and suggest improvement ideas for recruitment, training and compensation practices. He/she identifies the importance of shared values of diversity management practises and is able find solutions that are well argument and built on topical practises and literature and research.

0 (Failed):To student is unable to meet any of the evaluation criteria to pass the course

Esitietovaatimukset

BBA in business or economics or equal