From the perspective of our HRM group, our goal is that bachelor graduates know the basic content of HR practices and bundles, and their dynamic institutional context. Within the general International Business Administration (IBA) bachelor program (a video on IBA is available as well), graduates become competent in four HRM foci:
- Managing employees (instead of an HR department) in context;
- Integrating three primarily HRM sub-fields (work design and workforce planning, management of employees competences, and management of employees behaviors and attitudes)
- Managing international HRM challenges.
Taken together, this knowledge domain prepares all IBA bachelor graduates for the labor market and/or for starting a master degree in related programs in an international arena. Specifically, the HRM chair holds main responsibility for the provision of Module 4 in the IBA program: HOLI (Human Resources, Organizational Behavior, Law, and Information Management”.
While general educational units aim to bring up students towards their understanding of the main concepts in HRM, sub-fields of HRM, and multiple stakeholders of HRM; specific HRM educational units (electives) target at advancing knowledge, skills, and attitudes of bachelor graduates in-line with the unique HRM research in the University of Twente.
15 EC - MODULE 10
These days everyone has at least, once heard about Talent Management… Connecting talent with opportunities in a digital world! Human talent is the key source of innovation! Indeed, attracting, developing and retaining human talent is essential for organisations (profit- and non-profit, big and small) to be successful in today’s global economy.
Although it is a hot topic in the business life today, we discovered that talent management is a challenge to many organizations, and that research into talent management is still in its infancy. In this 15 EC course we will together seek to answer such questions as what are effective talent management practices and strategies? To what extent is talent management culture sensitive? How can technology enable talent management? How are organizational characteristics such as size, type of industry, international or not, linked to talent management practices and strategies? How can organizations deal with talent migration?
Join this minor and experience the real life design of a “talent management tool” for assessment, recruitment, selection, development, or retaining of talent.