Human Resource Management
Through the course HRM, students gain knowledge of key theories and perspectives that describe Human Resource Management as a field.
The course covers, among other elements, the employee life cycle from recruitment, development and motivation, to termination and dismissal of employees. The course also covers topics and working life issues such as work-life balance, well-being, performance, and rewards.
In addition to the above internal organizational focus, the HRM course acknowledge that organizations are located in and part of a broader society. As such, organizations must be able to relate to conditions in the outside world - for example to policies and questions about inclusive working life, gender equality, diversity, etc.
Applicants must either fulfill one of the following criteria in order to qualify for admission to the course:
- Have a Bachelor degree of 3 years' duration (180 ECTS), equivalent to a Norwegian Bachelor degree, with an average grade of C, and a minimum of 2 years of relevant work experience.
After completing the course, the student can expect to:
Knowledge
- Have advanced knowledge of the HRM field and specialized insight into, among other elements, the employee life cycle and related topics such as work-life balance, motivation, well-being, performance, and reward, as well as insight into how HRM constitutes an increasing part of the general management tasks and how HRM is part of the general business management in organizations.
- Have in-depth knowledge of how HRM can be understood as both an independent field and as sub-elements in other fields, and what these understandings bring of challenges and opportunities.
- Be able to analyze HRM issues based on subject area's history, traditions, uniqueness and place in society - for example by being able to analyze and discuss how different conditions in organizations' environments can influence and possibly be adapted to HRM practices.
Skills
- Be able to analyze and relate critically to different theories and perspectives within / in the HRM field and apply these in the discussions with other professionals.
- Be able to work independently with practical and theoretical problem solving on HRM-related issues.
General competence
- Be able to analyze and reflect critically on dilemmas and tensions that arise from HRM issues and practices.
- Be able to apply different theories and interpretive frameworks to identify challenges that managers / HR employees face.
- Be able to convey independent work to the professional community, decision-makers and the general public and master the subject area's forms of expression.
- Be able to contribute to innovation processes through independent analyzes and discussions with others about HRM issues, challenges and possible solutions.
The teaching is campus-based, usually divided into two sessions. Some of the teaching may be digital.
Lectures, seminars, group work, joint problem-solving discussions, student presentations, etc. are used in the teaching. Active student participation is planned and assumed.
It is not compulsory to attend - and it is possible to 'exchange' the course with other exchange subjects. These must be approved by the SPA and the faculty in advance.
Overlap refers to a similarity between courses with the same content. Therefore, you will receive the following reduction in credits if you have taken the courses listed below:
HR300S - Human Resource Management - 20 credits