Radical changes are taking place in society. The world is becoming a 'global village', and at the same time regional economies are developing in order to provide for the local community. Competition is becoming increasingly fierce, with emphasis on stagnating economies. Employment is becoming more specialized because of increased quality requirements. Organizations aim at survival, and if possible, sustainable growth.
Achieving these organizational goals is impossible without humans, or rather, human resources. This is especially the case in service and knowledge economies (typical Dutch economy) in which success has become increasingly dependent on the human effort put into the organizations. Moreover, innovation and change, transformation and transition is largely dependent on human efforts. These developments have important implications for the management and development of human resources, or human talent. Human Resource Management (HRM) is of crucial importance for achieving the desired goals.
In the HRM course (ECS-57206) these developments are looked at closely. The students will also familiarize themselves with the various aspects of HRM in which they are likely to develop a career, such as recruitment and selection of performance appraisal. With the use of a real life case, a problem of an organization will be analyzed. Students will work in groups in order to find a suitable solution for the participating organization in question. Examples of intensive collaboration with firms in the past are NUON, CeHaVe and Aequor.
However, management of human resources is not so simple. Is a top-down management an appropriate approach or should the organization opt for a bottom-up approach? Making mistakes in human resource management causes considerable problems, such as de-motivation, conflicts and external mobility. The costs of these problems are often extremely high. A method of achieving goals or implementing organizational changes, is to develop the contemporary employees. Human Resource Development (HRD), on the one hand, has to be synchronized with the organization's strategy, and therefore, should comply with the strategic function of the organization. On the other hand, HRD should be aimed at dealing with the personal interests of the employees. Development of employees or learning can take place in several ways, through formal training by external institutions or through informal learning activities with colleagues. Most important for both HRM and HRD is to achieve a balance between organizational en personal interests.
In the HRD course (ECS-51306) several aspects of this discipline are approached. The identification of learning needs, the developing or purchasing trainings or the maintenance of the quality of a specific training. This course is specifically aimed at the individual, who will create his/her own personal development plan or write an article on a practice previously experienced and how this can be optimized. The course provides opportunities for questioning by students, and hence, it is custom made to necessary requirements.