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 workloadType of teachingMedia implementationConcretization
18SeminarPresence-
7Research projectPresence-
14Learning in groups / Coaching of groupsPresence-
6ExaminationPresence-
Lecturer independent learning
Hours of workloadType of teachingMedia implementationConcretization
35Study of literature-
14Preparation/follow-up for course work-
12Other-
36Creation of examinations-
8Peer-Feedback-
Graded examination
  • Homework / Assignment or
  • Written examination or
  • Portfolio exam
Literature

  • Becker, M. (2013): Personalentwicklung: Bildung, F?rderung und Organisationsentwicklung in Theorie und Praxis.
  • B?hmer, 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.; B?hmer, 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 k?nnen“, G?ke, M. and Heupel, Th. (Eds.), Wirtschaftliche Implikationen des demografischen Wandels. Herausforderungen und L?sungsans?tze, Springer Gabler, Wiesbaden, pp. 349-366.
  • Schinnenburg, H.; B?hmer, N. (2018): Gender-sensitives Talentmanagement: Eine kritische Bestandsaufnahme. Wirtschaftspsychologie, (20)3, Sonderheft Talentmanagement, S. 43-50.
  • Sowie weitere aktuelle Artikel und Erg?nzungen

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