Digital HR Management & Applied Labour Law

• distinguish between theory, practice and empiricism and explain the scientific and practical meaning of theories in general and with regard to HR Management
• describe development processes and stages of HR Management (from HR administration to the (digital) design of the world of work)
• identify the main stakeholders in HR Management and at the interfaces of HR Management and outline their roles with regard to HR Management
• explain and critically reflect on theoretcical perspectives on HR Management, especially with regard to operational working relationships and social exchange relationships
• compare approaches of strategic HR Management and their impact on organisations and employees and describe the roles of HR Management
• describe the economic and social goals of HRM and critically reflect on/explain the connection between these goals

• explain different forms of organisational change and illustrate their application possibilities differentiatedly
• explain processes of organisational change and plan interventions from the perspective of the HR Management
• design architectures and scopes for design for transformations
• apply organisational design techniques in practice
• monitor the design of organisational change from the prespective of HR Management
• monitor strategic organisational developments from the perspective of HR Management

• explain the strategic meaning of employer branding, recruiting selection and talent relationship management for the company’s success, working relationships and job satisfaction
• identify and analyse the responsibilities, requirements and activities in the areas of employer branding, recruiting and talent relationship management
• design appropriate employer branding approaches, recruiting strategies, selection processes and commitment measures based on evidence-based, fair and ethical citeria and processes that also meet the requirements of diversity
• design a positive “candidate & employee experience” and promote the identification with the company from the first contact to the end of the onboarding process
• critically reflect on the impact of the applied criteria and measures with regard to gender and diversity
• analyse the efficiency and effectiveness of employer branding, recruiting, selection, talent relationship management and onboarding and develop sustainable measures to improve the “candidate & employee experience”
• deduce requirements concerning digitat communication channels and software solutions and research appropriate tools

• draw up a position specification statement
• interpret typical clauses in employment contracts or in additional agreements to the employment contract
• phrase them legally with the help of models and evaluate their usefulness for new forms of work

• illustrate connections between HR-relevant legal matters
• outline the legal principles of the employment contract and the legal framework of working relationships

After successful completion of the course, the students can

• explain fundamental statistical methods for data analysis and apply them in connection with cases of application from HR Management
• use the statistics coding language R for selected aspects of data analysis
• explain forms of data representation and visualisation and apply them case-relatedly
• describe application possibilities of machine learning in HRM
• analyse and interpret selected forms of data in HR Management and relate them with key figures
• explain challenges and risks when dealing with sensitive and personal data in connection with HR analytics, especially with regard to aspects of gender and diversity management

• explain the possibilities and challenges of the use of information systems in HR Management
• classify HR information systems and research and evaluate them in the light of cases of application
• explain processes to determine and specify the requirements for information systems and apply them case-relatedly in connection with HR information systems
• explain fundamental concepts and processes of software engineering
• explain and apply selected techniques for the modelling of software performance and software design/architecture
• configure and use selected HR information systems in connection with cases of application

• name and critically reflect on the impact of digitalisation on the labour market, labour organisations and individuals
• critically read literature in the area of labour market sociology/work psychology
• identify, name and present topics, problems and positions related to matters of ethics, sustainability and society
• reflect on the roles and responsibilities of HR Management in the context of digital transformation and name future challenges for the design of HRM

• explain types, purposes, and structures of organisations as well as processes in organisations
• illustrate application possibilities of organisational design methods as management instruments
• distinguish between organisational concepts and explain their advantages and disadvantages
• classify organisation models based on their possible applications and explain their application possibilities

• explain the fundamental socio-economic developments in regional, national and international contexts and their meaning for HR Management
• describe the different dimensions of sustainability and current challenges for a sustainable HR Management and name the fields of competence of a sustainable and forward-looking personnel management
• explain the impact of personnel management on social, environmental and economic dimensions of sustainability in connection with the increasing societal pressure of companies to demonstrate legitimacy
• identify current trends and challenges with the focus on digitalisation in HR Management and describe their possible impact on the world of work