Objectives and competences
The student will:
1. Achieve an in-depth understanding of the global and operational management
2. Develop the ability to independently develop approaches to managing and designing human resources
3. Develop the ability to define the strategic goals of human resources planning
4. Develop the ability usage recognition of information technology in strategic human resource planning
5. Develop the ability to independently use the methodology of human resource planning
6. Develop the ability to study career management
7. Develop the ability to study talent management
8. Achieve an in-depth understanding of the role of expatriates in the international human resources planning
Content (Syllabus outline)
- Definition of global and operative management
- Definition of organization´s strategic goals
- Definition of human resource planning strategic goals
- Strategies of human resource management
- Methodology of human resource planning
- Use of IT at human resource planning
- Career management
- Work-life balance
- Talent management
- Measuring performance of human resource management
- International human resource planning
Intended learning outcomes - knowledge and understanding
Knowledge and Understanding:
At the end of the subject the students will be able to:
• Linkage between organizational´s strategic goals with strategic goals of human resources
• Apply the methodology of human resource planning
• Determine procedures of performing human resource planning
• Examine talent management
• Evaluate measuring performance of human resource management
• Analyze the role of expatriates in international human resource planning
Transferable/Key Skills and other attributes:
• Mastering different approaches to management and planning of human resources
• Mastering procedures of performing human resource planning
• Mastering talent management
• Mastering performance of human resource planning
• Mastering international human resource planning
Readings
1. Pintar, R., Martins, J. T., Bernik, M. (2017). Analysis of expatriation process in a Slovenian company. Organizacija, vol. 50, no. 1, str. 63-79
2. Kušar, B., Smrke, D., Berik, M. (2019): Slovenian health care system and possibilities for freelance medical specialists. The International journal of health planning and management, ISSN 0749-6753, 2019, vol. , no. , str., graf. prikazi. https://onlinelibrary.wiley.com/doi/full/10.1002/hpm.2766, doi: 10.1002/hpm.2766. [COBISS.SI-ID 8100627], [JCR, SNIP, Scopus do 13. 4. 2019: št. citatov (TC): 0, čistih citatov (CI): 0, čistih citatov na avtorja (CIAu): 0],kategorija: 1A4 (Z); uvrstitev: SSCI, Scopus, MBP;
3. Fischer J., Bernik, M. (2018): Kadrovanje in informacijska tehnologija, Konferenca Vzgoja in izobraževanje v informacijski družbi, Kranj
4. Todd J Lemmis JD (2021). Too Good To Lose: Bloom and Maslow Unite to Create a Competency-Based, Dual-Track Employee Development and Retention Model, Independently published
