Human Resource Management

programme structure

The MSc in Business Administration at the University of Twente is a one-year programme (60EC). In addition to the three core courses (15EC), the specialization in Human Resource Management consists of four courses (20EC) and a Master’s thesis (25EC).

COURSE DESCRIPTIONS

Please note that these electives are from the 2015-2016 schedule. The electives and profiles for 2016-2017 and further are subject to change. Be sure to consult our website regularly. 

GLOBAL TALENT MANAGEMENT (GTM)

What will you learn?
Drawing on case studies from real-world multinational corporations, you will learn to design a strategic plan for global talent management in MNCs. This course will thus prepare you to position yourself on the demanding modern labour market and develop your competence in the identification, attraction, development and retention of talented employees within arenas that are becoming increasingly competitive and international.

Content
In this course, we discuss various GTM challenges faced by Multinational Corporations like Philips or Dow Chemical. These challenges include making decisions concerning which employees to identify as talented and, once they have been identified, which talent-management practices to use in order to achieve corporate goals. Furthermore, given the amalgamation of different nationalities within MNCs, we discuss such topics as expatriation and cross-border teams. In particular, GTM involves trade-offs between the global standardization of talent-management practices and their local integration. We therefore discuss various theoretical perspectives on the allocation of responsibilities and roles to talent managers in corporate headquarters, as well as in the subsidiaries of MNCs. In addition to these theoretical explorations, we invite guest speakers from MNCs to share their experiences in managing talent in an international arena.

More information
For more information on this course, please look at this course in our course database or contact j.g.meijerink@utwente.nl if you have further questions.

STRATEGIC HR ANALYTICS (SHRA)

What will you learn?
The course in Strategic HR Analytics provides the knowledge and skills needed in order to apply HR analytics in practice and to advise organizations with regard to their HR Analytics strategies. It will help to make you an analytical HRM specialist of the future, preparing you to take fact-based decisions to help organizations take HRM to the next level.

Content
The term HR analytics refers to the systematic identification and quantification of the influence of people on business outcomes. Through a combination of lectures and tutorials, you will learn and experience how HR analytics can be applied to various aspects of HRM, including recruitment, retention and staffing.

You will also conduct a research project on HR analytics for a large Dutch company that is facing a pressing business challenge calling for creative and innovative solutions. The HR Analytics Manager from a Dutch multinational organization will share experiences with the implementation of HR analytics in practice. Are you the ‘bright, analytical mind’ that organizations are seeking?

More information
For more information on this course, please look at this course in our course database or contact j.deleede@utwente.nl if you have further questions.

HRM AND TECHNOLOGY DESIGN (HTD)

What will you learn?
During this course, students master the knowledge and skills needed in order to design HRM solutions based on a real-world business problem, in addition to applying and evaluating concepts of job design, labour architecture, new ways of working and electronic HRM. You will learn to re-design the HRM function effectively in an actual company and organize a symposium for the purpose of sharing business solutions.

Content
We search for the best combination of HRM channels and actors (e.g. central HR departments, decentralized HR units, HR Shared Service Centres, line managers, employees and Information Technology Managers). We explore how to decide which HR practices should be outsourced, made digital, or kept in-house, as well as how to design jobs that are optimized for an organization within its own specific context. You will evaluate the effectiveness of the HRM function and its design, as well as the effectiveness of electronic HRM. We discuss questions concerning the best way to deliver different IT-based HRM practices and the actual and expected outcomes of various HRM delivery channels at the individual, departmental and organizational levels.

More information
For more information on this course, please look at this course in our course database or contact t.bondarouk@utwente.nl if you have further questions.

HRM AND INNOVATION (HRMI)

What will you learn?
We invite students to seek a deeper understanding of how firms can use HRM to make their workforces more innovative. This course will challenge you to think about various questions, including how training can lead to more and better ideas for innovation, which types of recruitment and selection practices organizations need in order to attract innovative talent and how employees can be motivated to create new ideas.

Content
In this course, we discuss the reciprocal relationships between HRM, including selection, training, developmental actions and innovation. One area of focus concerns how HRM and employee attributes affect different forms of innovation. Another has to do with the ways in which different organizational actors innovate in the area of HRM. This challenges students to think about such issues as which HRM practices make organizations ambidextrous, how HRM affects innovation, whether the HRM instruments needed for the development of creative ideas are different from those required for their implementation and the ways in which employees can shift gears with regard to HRM practices.

More information
For more information on this course, please look at this course in our course database or contact a.c.nehles@utwente.nl if you have further questions.


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