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Prof. Dr. Maike Andresen Lehrstuhl für Betriebswirtschaftslehre, insbes. Personalmanagement Feldkirchenstraße 21, 96045 Bamberg Tel: 0951/863-2570 oder 2571 (Sekretariat Frau Döring) Fax: 0951/863-5571 E-Mail: maike.andresen@uni-bamberg.de Internet: www.uni-bamberg.de/bwl-pm

Brief Information about the Seminaristic Lecture

„Human Resource Development “

WS 2014/2015

Lecturers: Dr. Dr. Christian Linder (christian.linder@uni-bamberg.de) Dipl. Psych.Jil Margenfeld

(jil.margenfeld@uni-bamberg.de) Homepage: http://www.uni-bamberg.de/bwl-pm Time: Wednesday, 12:00 p.m.to 2:00 p.m (c. t.). Room: FG1/00.08 Exercise: Wednesday, 2:00 p.m.to 4:00 p.m (c. t.). Room for exercise: FG1/00.08 Workshop: December, 12th (9:00 a.m. to 6:00 p.m.); workshop on law related issues with external lecturer, Christof Kühl, advocate Room for workshop: KR12/02.01

Overview and Aim of the seminaristic lecture

CFO asks: What happens if we invest in the development of our personnel and then they

leave. CEO answers: What happens if we do not invest, and they stay?

In order to maintain workforce competitive in the ever-changing business environment, human resource development (HRD) is essential. This highly interactive course focuses on strategies for assessing, designing, and implementing HRD efforts that positively impact the learning and growth of individual employees, work teams and the whole organization, thereby ensuring high-level performance. The primary topics are training and develop-ment, career management, and organizational development and learning. A wide variety of secondary topics are also covered in this course, including learning principles, evalua-

Human

Resource

Management

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tion of human resources development interventions, employee orientation and socializa-tion, performance management and coaching, moderation and creativity techniques. Course Objectives This course is run in form of a lecture with strong student involvement. This means that aside from teachings you will be activated by exercises, case study discussions, group work, voluntary presentations, etc. By the end of the course you should: understand human resource development from a strategic perspective. apply relevant theories to the development of human resources in organizations. understand the responsibilities of a typical human resource development manager. be able to determine HRD needs in organizations. be able to propose HRD programs and solutions for relatively simple organizational

problems. be able to illustrate how HRD programs influence multiple stakeholder groups. be able to apply simple criteria to evaluate human resource development and the

effectiveness of HRD programs. Recommended Literature Alagaraja, M. (2013). Mobilizing organizational alignment through strategic human resource

development. Human Resource Development International, 16(1), 74–93.

Hatcher, T., & Bowles, T. (2013). Bridging the gap between human resource development and adult education: Part one, assumptions, definitions, and critiques. New Horizons in Adult Education and Human Resource Development, 25(4), 12–28.

Korte, R. (2012). Exploring the Social Foundations of Human Resource Development: A Theoretical Framework for Research and Practice. Human Resource Development Re-view, 11(1), 6–30.

Oh, H., Ryu, H.-H., & Choi, M. (2013. How can we assess and evaluate the competitive advantage of a country’s human resource development system? Asia Pacific Education Review, 14(2), 151-169.

Rao, T. V. (2014). HRD Audit: Evaluating the Human Resource Function for Business Im-provement. New Delhi: SAGE Publications.

Sambrook, S. (2012). Human and resource development is hard. Human Resource Develop-ment International, 15(2), 135-139.

Wang, G. G., & Sun, J. Y. (2009). Clarifying the boundaries of human resource develop-ment. Human Resource Development International, 12(1), 93-103.

Werner, J.M., & DeSimone, R.L. (2011). Human Resource Development. 6th ed, Cengage.

Yawson, R. M. (2013). Systems Theory and Thinking as a Foundational Theory in Human Resource Development - A Myth or Reality? Human Resource Development Review, 12(1), 53–85.

Content

General Introduction and Organisation - Current trends in HR and training Learning and Programs Individual learning, creativity, and innovation Self-management Assessing HRD needs and designing HRD programs

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Designing and evaluating HRD programs Aligning individual performance with strategic goals of the organization: Strategic

human resource development Talents and careers Talent Management Full day Workshop: Labor-law related issues in HR development Traditional careers Managing the career deal: Psychological contracts, employability, and idiosyncratic

deals Individual careers Management and configurational issues in HR development Summary and conclusions

Workshop In order to provide students a deeper understanding of labor-law related issues in HR de-velopment, we organized a full-day workshop. This workshop is held by Mr. Christof Kühl, an advocate at Beiten Burkhardt law firm. The workshop will take place on 12th December (9:00 am to 6 p.m.; room KR12/02.01). More information will be provided in the first session of the course. The number of participants in this workshop is limited. If you like to take part in the work-shop please inscribe for the workshop in the Virtual Campus! Office Hours, Appointments, and E-mail You are responsible for providing us with an e-mail address where we can reach you, and for checking that e-mail account on a regular basis (at least a couple of times a week). We will use your Bamberg University student e-mail address unless you provide us with an al-ternate address. Please contact us as soon as possible if you are unable to attend class. Course Materials Students are expected to read widely in the appropriate journals in order to prepare their session and the final exam; a detailed reading list will be provided at the start of the course. These readings are listed in the virtual campus (VC). Registration We are looking forward to an interesting seminar and fruitful discussions with you!! Dr. Dr. Christian Linder Dipl. Psych Jil Margenfeld