Contents
This course looks at the link between human resource (HR) practices and firm performance. Knowledge and other intangible assets have been shown to provide a source of competitive advantage, but their effects on firm performance are often difficult to quantify. What is the economic value of job performance? How can organizations gain from trainings or improved personnel selection? What are the costs of employee absenteeism and turnover? HR professionals are confronted with such questions, but often lack the necessary skills to find satisfying answers in existing firm data.
The course first introduces analytical approaches to HR measurement and discusses its implementation in an organization’s HR architecture. Second, it aims at providing knowledge on existing empirical evidence regarding the impact of HR practices on firm outcomes. By combining both approaches, the course offers ways to improve decision quality in HR management and demonstrate how HR practices can add value at the level of the firm.
Learning outcomes
By the end of the module students will be able to:
Necessary prerequisites
–
Recommended prerequisites
Module MAN 645 or MAN 647
Forms of teaching and learning | Contact hours | Independent study time |
---|---|---|
Lecture | 2 SWS | 8 SWS |
Exercise class | 2 SWS | 5 SWS |
ECTS credits | 6 |
Graded | yes |
Workload | 180h |
Language | English |
Form of assessment | Written exam (60 min) |
Restricted admission | yes |
Further information | – |
Examiner Performing lecturer | Prof. Dr. Torsten Biemann Prof. Dr. Torsten Biemann |
Frequency of offering | Fall semester |
Duration of module | 1 semester |
Range of application | M.Sc. MMM, M.Sc. Bus. Edu., M.Sc. Econ., M.Sc. Bus. Inf. |
Preliminary course work | – |
Program-specific Competency Goals | CG 1 |
Literature | Boudreau, J., Cascio, W., & Fink, A. (2019). Investing in people: Financial Impact of Human Resource Initiatives (Third ed., ProQuest Ebook Central). Chicago. |
Course outline | Introduction HR Measurement & Analytics Absenteeism Employee Turnover Attitudes Selection Health Work-Life Programs Trainings Economic Value of Job Performance Successful Change High-Performance Teams Strategic Workforce Planning |