DAVE3600 Apputvikling Emneplan

This course is an introduction to Strategic HRM (Human Resource Management). HRM is critical for the survival of all types of organizations. Strategic HRM includes all activities concerning managing people and work within a company. Good leadership of human resources promotes effectiveness and profits organizations. This course introduces basic theories relevant for HRM, specifically focusing on core activities such as recruitment, performance management, human resource development and the employee-organization relationship. This course also introduces evaluation tools and methods used within the HR field. Strategic HRM will both be discussed and analyzed on an international and national level, with specific issues such as international recruitment and diversity management at the fore.

Emnet bygger på ferdigheter i Javaprogrammering.

For å ha utbytte av emnet forutsetter det et faglig nivå tilsvarende eksamen i ITPE/DAPE1400 eller tilsvarende.

Ingen forkunnskapskrav.

Knowledge:

The student will have:

• Broad knowledge about the strategic significance of HRM
• Broad knowledge concerning relevant HRM activities, specifically recruitment, performance management and human resource development
• Insight into the different stages within the recruitment process starting from job analysis to hiring procedures
• Knowledge about systems and methods for performance management and human resource development in organizations
• Insight into the significance of equal opportunity, managing diversity and international recruitment
• Insight into how national culture may affect HRM practices
• Knowledge about methods commonly used to measure human resource and performance development
• Knowledge about how to conduct employee appraisals and how to utilize appraisals for career development

Skills

The student can:

• Prepare a job analysis and plan the different steps of a recruitment process
• Interpret different tests commonly used to measure human resource and performance development
• Actively contribute to the implementation, follow-up and conclusion of a recruitment process
• Use relevant methods to analyze human resource needs of an organization
• Use relevant methods to follow-up employees regarding performance and competence development

General competence

The student have

• Understanding of ethical issues regarding recruitment processes, performance management and career development

Teaching methods will include lectures, group work and case studies.

In groups, students have to interview a HR professional on different HR issues and topics, such as recruitment and selection, talent management, and career development. Each group will be assigned a different topic. The interviews have to be based on current HRM theory and literature. Groups have to present the results of the interview in class. Each group will be assigned an opponent group. Opponent groups have to prepare discussion questions and lead the in-class discussion.

All written exam aids. Plagiarism will be penalized, so adhere to the university regulation.

The individual exam is evaluated on a six-point scale from A to E for passed and F for failed. See the student handbook for grade explanation.

An internal examiner will assess all the exam papers. An external examiner will assess a selection of at least 25% of the exam papers. An external examiner will also be used when there is doubt about whether an exam paper should be awarded a pass grade. The grades awarded to exam papers assessed by the external and internal examiner will be used to determine the level of all exam papers.

En intern sensor. Ekstern sensor brukes jevnlig.

Emnet er ekvivalent (overlapper 10 studiepoeng) med: LV129A.

Ved praktisering av 3-gangers regelen for oppmelding til eksamen teller forsøk brukt i ekvivalente emner.