Human Resource Development and Career Management
- Faculty
Faculty of Business Management and Social Sciences
- Version
Version 1 of 02.04.2024.
- Module identifier
22M0873
- Module level
Master
- Language of instruction
German
- ECTS credit points and grading
5.0
- Module frequency
only summerterm
- Duration
1 semester
- Overall workload
The total workload for the module is 150 hours (see also "ECTS credit points and grading").
- Teaching and learning methods
Lecturer based learning Hours of workload Type of teaching Media implementation Concretization 18 Seminar Presence - 7 Research project Presence - 14 Learning in groups / Coaching of groups Presence - 6 Examination Presence - Lecturer independent learning Hours of workload Type of teaching Media implementation Concretization 35 Study of literature - 14 Preparation/follow-up for course work - 12 Other - 36 Creation of examinations - 8 Peer-Feedback -
- Graded examination
- Homework / Assignment or
- Written examination or
- Portfolio exam
- Literature
- Becker, M. (2013): Personalentwicklung: Bildung, Förderung und Organisationsentwicklung in Theorie und Praxis.
- Böhmer, N,; Schinnenburg, H. (2016): How gender and career concepts impact Global Talent Management", Employee Relations, Special Issue global Talent Management. Vol. 38 Iss: 1, pp. 73 – 93.
- Collings, D . G. and Melahi, K. (2009), “Strategic talent management: A review and research agenda”, Human Resource Management Review 19 (2009) 304 – 313.
- El-Mafaalani, A. (2014): Vom Arbeiterkind zum Akademiker. Konrad Adenauer Stiftung .
- Mainiero, L.A. and Sullivan, S.E. (2005), “Kaleidoscope careers: An alternate explanation for the “opt-out” revolution”, Academy of Management Executive, Vol. 19, No. 1, pp. 106-123.
- Metz, A.; Schinnenburg, H.; Böhmer, N. (2022): Vertrauensaufbau als zentrale Herausforderung in der virtuellen Führung. Die Unternehmung. Jg. 76, Special 01/22: Digitalization and the Future of Work, S. 50-63.
- Neuburger & Fiedler (2020): Zukunft der Arbeit – Implikationen und Herausforderungen durch autonome Informationssysteme. Schmalenbachs Zeitschrift für betriebswirtschaftliche Forschung, 72, S. 343-369.
- Schinnenburg, H. and Adam, S. (2013), “Warum Mütter sich (nicht) für Führungspositionen entscheiden – und was Unternehmen beeinflussen können“, Göke, M. and Heupel, Th. (Eds.), Wirtschaftliche Implikationen des demografischen Wandels. Herausforderungen und Lösungsansätze, Springer Gabler, Wiesbaden, pp. 349-366.
- Schinnenburg, H.; Böhmer, N. (2018): Gender-sensitives Talentmanagement: Eine kritische Bestandsaufnahme. Wirtschaftspsychologie, (20)3, Sonderheft Talentmanagement, S. 43-50.
- Sowie weitere aktuelle Artikel und Ergänzungen
- Applicability in study programs
- Management in Nonprofit-Organisations
- Management in Nonprofit-Organisations M.A. (01.09.2024)
- Management for Health Services, M.A.
- Management for Health Services, M.A.
- International Business and Management (Master)
- International Business and Management, M.A. (01.09.2024)
- Business Management
- Business Management, M.A.
- Person responsible for the module
- Schinnenburg, Heike
- Teachers
- Schinnenburg, Heike