The MSc course HRM and Technology Design (HTD) focuses on the design of HR and HRM function solutions based on a real-life business problem by applying and evaluating concepts of the HRM function, HRM digitalization, e-HRM and HRIS implementation and organizing a business symposium to share knowledge.
Intended Learning Outcomes
After completing this course master students are expected to be able to:
- Discuss the latest developments in the practical and academic fields of HR Technologies; digitalisation of HRM; AI and Data in HRM; and its contexts;
- Explain the conceptual and empirical power of theories/ concepts: Resource Based View, Technology Acceptance Model, and Agency Theory;
- Critically analyse high tech solutions for making HRM business decisions for their development, implementation, and use;
- the HRM system/function in a real life organization, taken into account the external and internal contexts.
Students are also expected to continue training their skills to define the problem in a real life company concerning the re-design of the HRM function within the seven topics of the course; evaluate alternative solutions to the re-design of the HR function; write an advice report to a company on the HRM function (re-)design; work in project teams and organize a conference.
|
 |
|
We are certain – you know that ideally, organizations adopt HR Information Technologies (hereinafter – technologies) and HRM practices to power key HRM and business outcomes. You also know that when organizations make the business case for more a new IT for HRM, it is built on efficiencies and cost savings. As money and demand come to HRM and technology, so do new ideas and smart people. The result — we see one of the most turbulent times ever in the field of HRM. Smart entrepreneurs can now build new tools with very little money, so the number of ground-breaking and often disruptive new ideas is growing… However, we question whether you know that HR technology adoption can not only lower costs (for example, moving to HR Shared Services or adopting an HR managers self-service), but it can also impact sales and other financial metrics through improving various HRM processes through automation, adopting business intelligence solutions, and even adopting social media tools when used strategically.
Once “paper-based HRM practices,” the many of them are now online and they should be easy to do, right in the middle of work. We don’t even want to “log into the HR system”, we expect they must be so integrated that they can be done as part of daily HR routines. Gamification, datafication, sensing, crowdsourcing, network recruiting – this is the language of modern HRM professionals.
While changing organization type and the structure of the HRM function require the strategic support of the entire organization, we think those involved in the adoption of HR technologies can achieve efficiencies and become more innovative in the organization with their approach to HR technologies and thereby help achieve higher level business outcomes.
Interested in such challenges? The course HRM and Technology Design will provide you with knowledge and skills to find your way in positioning yourself in the rapidly developing labour market and demands in integrative analytical skills in the field of HR and Technology. You will join this unique course and:
- Benefit from the in-house rooted research expertise; and will be introduced to international leading scholars in the field of HRM & IT as the Dutch research on HRM and IT (such as Electronic HRM, HR Shared Service Centres) was born in the University of Twente
- Enjoy the balanced workload with the parallel HRM course “HRM and Innovation” might you choose for the HRM profile of MSc BA
- Value the latest developments in the field of HRM and Information Technologies, and their application to real life HRM practice
- Learn to re-design the architecture of the HRM function in a real life company
- Train your skills to become a multidisciplinary project manager for the implementation of IT changes in organizations
- Conduct small projects in cooperation with real life companies and exercising skills to design business solutions
- organizing a symposium for companies and offer them business solutions.
- Work in small teams – three persons per group – to ensure effective group work and learning.
|
|
|
Assessment
| Part |
Type |
Weight |
Description |
| An average of weekly group assignments |
group |
25% |
All assignments are related to the five topics of the course. |
| Individual exam (close book, open questions) |
individual |
50% |
Open questions on the topics: design of the HR function; job design; architecture of the HRM function; HRM implementation. |
| Final report on the re-design including the poster presentation in the symposium |
group |
25% |
The re-design of the architecture of the HRM function based on one of the topics in the course in a real life company. Students present their business solution during the symposium for companies. |
|
|