What does an organization need to do in order to perform well? And what qualifies as ‘good performance’ by a public organization? Recruiting the best employees, investing in training and development, coaching-style management, giving employees autonomy, providing suitable remuneration – or a smart combination of all these elements? Who is responsible for putting personnel policy into practice? How can you encourage effective implementation? How do organizations engage with their social environment, and how do they fulfill their social responsibility? What is the public dimension of strategic Human Resource Management? What impact does internationalization have on an organization’s Human Resource Management practices? If questions like this spark your interest, then the Master’s programme in Strategic Human Resource Management is just the thing for you.
Strategic HRM: working in a changing environment
This Master’s programme focuses on Human Resource Management (HRM), in terms of serving both the organization’s interests (good performance) and those of employees (for example, satisfaction and motivation). We study HRM in the context of social developments such as an aging population, internationalization, and technological change. This means we don’t see HR policy as an independent policy domain, but rather as a domain in which developments within the organization and within society as a whole are incorporated and integrated into management. What makes HR policies strategic is its coherence, its alignment with the organization’s strategic goals, and its coordination with internal and external developments. That is the domain of the Master’s programme in Strategic Human Resource Management.
Organizations have to deal with government regulations in the area of labor and personnel. Public and private sector organizations will have to take economic and social policies at both national and EU level into account. This applies to their personnel policy too. These are not the only developments that organizations have to face. There is also social diversity, individualization, internationalization, the declining numbers of young people, and an aging population. In view of this, organizations need to work on sustainable employability, diversity management, and age-conscious personnel policy. The reality of having to operate in a changing environment has prompted many organizations to make internal changes, both structural and functional in nature.
This Master’s programme involves studying specific elements of HR policy, such as recruitment and selection, training and development, assessment and remuneration. In addition to gaining an understanding of the theory and research in this area, you will learn how to apply this knowledge when analyzing policy issues that organizations have to deal with in their environment.
After you graduate
On completing this Master’s programme, you will know how to realize effective Strategic HRM. This involves aligning HRM policy with organizational goals, coordinating HRM activities, and effective implementation. You will have an understanding of the relevant functional areas (such as training and development), of the relevant theories and models (for example, the AMO model for high-performance organizations) and of the methods and techniques involved in designing and conducting research.
You will also possess the HRM skills needed to give presentations, to operate in teams with people from a wide range of backgrounds, to persuade others, and to draw up a policy framework based on a contextual analysis. Your expertise will also include research skills.
Finally, you will acquire HRM competencies that specifically focus on personal leadership (in areas such as planning, providing guidance in the context of teamwork, dealing with adversity, etc.).
Study Type: Campus
Statutory fee - 2019-2020: € 2,083 (NL and EU/EEA); Institutional fee - 2018-2019: € 8,732 (NL and EU/EEA) and € 10,000 (non EU/EEA). For more details see the institution's website.
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