Socio-economic Trends and HR Management

Brief description

  • Socio-economic developments and processes from a regional, national and international perspective
  • Environmental, economic and social dimensions of sustainability
  • Sustainability of HR Management (evironmental, economic and social dimensions)
  • Societal and ethical legitimacy of companies
  • Work 4.0 (focus on agility & strategy)
  • Expectations of employees with regard to the (new) world of work
  • HRM: current state of the digital transformation

Mode of delivery

face to face

Type

compulsory

Recommended or required reading and other learning resources/tools

Literature for the exam:

  • Aust (Ehnert), I., Matthews, B. & Muller-Camen, M. Common Good HRM (2020): A paradigm shift in Sustainable HRM? Human Resource Management Review, Kap. 3 (Types of sustainable HRM), 3-6
  • Bolander, P., Werr, A. & Asplund, K. (2017): The practice of talent management: a framework and typology. Personnel Review, 46(8): 1523-1551
  • Bratton, J. & Gold, J. (2012): Human resource management: theory & practice, Palgrave Macmillan, Kap. 5: Organizational Culture and HRM: Sustainability and green HRM, 162-169; Kap. 14: Health and safety Management, 463-470; 488-493; Kap. 15: International HRM
  • Dron, M.D., Muller-Camen, M., & Obereder, L. (2018). Green HRM. In: Covarrubias-Venegas, B. (Hrsg.), Internationales Personalmanagement: Rollen – Kompetenzen – Perspektiven. Implikationen für die Praxis, 41-55, Springer: Berlin.
  • Ehnert, I. (2008): Sustainable Human Resource Management, Springer: Berlin, Kap. 1.1., 1.2., 2.2.
  • Kels, P. & Vormbusch, U. (2020): People Analytics im Personalmanagement: Auf dem Weg zur automatisierten Entscheidungskultur? Industrielle Beziehungen, 1, 69-88
  • Renwick, D.W.S., Redman, T. & Maguire, S. (2012): Green Human Resource Management: A Review and Research Agenda (2012), International Journal of Management Reviews, 15(1), 1-14
Optional literature for in-depth study:
  • Auer, M., Edlinger, G. & Mölk, A. (2021): How do potential applicants make sense of employer brands. Schmalenbachs Zeitschrift für betriebswirtschaftliche Forschung, 73, 47-73
  • Kirschten, U. (2017): Nachhaltiges Personalmanagement, utb: Konstanz mit UVK/Lucius: München, Kap. 6: Aktuelle Herausforderungen und Rahmenbedingungen der Unternehmen …, 61-85
  • Krell, G./Ortlieb, R./Sieben, B. (2011, Hg.): Chancengleichheit durch Personalpolitik. Gleichstellung von Frauen und Männern in Unternehmen und Verwaltungen. Rechtliche Regelungen - Problemanalysen - Lösungen. 6. Auflage. Gabler: Wiesbaden.

Planned learning activities and teaching methods

Blended learning (combination of classroom teaching and online), guest lectures, discussions in small groups, online votings, learning videos

Assessment methods and criteria

Final written exam

Prerequisites and co-requisites

none

Infos

Degree programme

Digital HR & angewandtes Arbeitsrecht

Cycle

Master

ECTS Credits

3.00

Language of instruction

German

Curriculum

Part-Time

Academic year

2025

Semester

1 WS

Incoming

No

Learning outcome

After successful completion of the course, the students can

  • explain the fundamental socio-economic developments in regional, national and international contexts and their meaning for HR Management
  • describe the different dimensions of sustainability and current challenges for a sustainable HR Management and name the fields of competence of a sustainable and forward-looking personnel management
  • explain the impact of personnel management on social, environmental and economic dimensions of sustainability in connection with the increasing societal pressure of companies to demonstrate legitimacy
  • identify current trends and challenges with the focus on digitalisation in HR Management and describe their possible impact on the world of work

Course code

1705-21-01-BB-DE-01