Managing people in organizations is not an easy task since social systems as well as individuals and their interplay are not only complicated, but also complex, i.e. dynamic and changing in their relationship. Especially digital technologies, such as HR analytics, are changing the way how “human resources” are managed. Simultaneously, digitalization transforms the profession of Human Resources Management (HRM) itself and raises the potential for HRM to become more strategic and to gain strategic influence in the company.

In this course, students are introduced to the main concepts of strategic HRM and discuss the promises and paradoxes of digital technologies on the way to strategic HRM. Students learn how digital technologies are harnessed to support or substitute classical HRM functions and how this can lead to changes in strategic HRM. Reports and use cases for the application of digital technologies in HRM practice are used to further the understanding of digitalization and its impact on strategic HRM. Challenges and opportunities of digital HRM are discussed and critically reflected in order to explore strategic, digital, and responsible HRM. The course is interactive and students are expected to actively participate (course language: German).

After students have completed this course, they will be familiar with various topics of strategic HRM and digital HRM. They will be able to explain the areas of strategic as well as digital HRM along the classical HRM functions and apply them to empirical examples. In doing so, the students can clarify the relationship between the different concepts. They are able to combine the concepts learned and to design instruments for strategic HRM with the help of digital technologies and to critically evaluate their applicability.

Presence during the sessions is mandatory.

For reasons listed in the Prüfungsordnung der WU a maximum of 20% of the time may be missed. Possible reasons include illness, accidents etc.

The course will include theory inputs that will enable participants to analyze practices of strategic and digital HRM. Participants will apply their knowledge to empirical cases and work with case studies in groups. Beyond, inputs from HR professionals and trade unionists will offer opportunities to discuss theoretical insights with practitioners.

The total grade is a result of three tasks:

• Course paper (group assessment): 40% (40 points)
• Presentation of course paper (group assessment): 20% (20 points)
• Written exam (individual assessment): 40% (40 points)

A minimum of 60 points (60 %) is necessary to pass the class. There is no possibility to extend deadlines or to repeat or improve tasks. 

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The course will be held in German.