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Linköping University common rules and regulations (in Swedish)
Strategic Human Resource Management 3, 30 credits
Ledning och strategiskt personalarbete 3, 30 hp
731G18
Main field of study
Sociology Human Resource Management and DevelopmentCourse level
First cycleCourse type
Single subject courseExaminer
Ulrik LögdlundCourse coordinator
Ulrik LögdlundDirector of studies or equivalent
Ulrik LögdlundContact
Åsa Steinvall, administratör
ECV = Elective / Compulsory / Voluntary
| Course offered for | Semester | Weeks | Language | Campus | ECV | |
|---|---|---|---|---|---|---|
| Single subject course (Half-time, Evening-time) | Autumn 2024 | 202435-202523 | Swedish | Linköping, Valla | ||
Main field of study
Sociology, Human Resource Management and DevelopmentCourse level
First cycleAdvancement level
G2FEntry requirements
- 30 ECTS credits passed in Strategic Human Resource Management, basic course
- At least 22,5 ECTS credits passed in Strategic Human Resource Management
Examination
If special circumstances prevail, and if it is possible with consideration of the nature of the compulsory component, the examiner may decide to replace the compulsory component with another equivalent component.
If the LiU coordinator for students with disabilities has granted a student the right to an adapted examination for a written examination in an examination hall, the student has the right to it.
If the coordinator has recommended for the student an adapted examination or alternative form of examination, the examiner may grant this if the examiner assesses that it is possible, based on consideration of the course objectives.
An examiner may also decide that an adapted examination or alternative form of examination if the examiner assessed that special circumstances prevail, and the examiner assesses that it is possible while maintaining the objectives of the course.
Students failing an exam covering either the entire course or part of the course twice are entitled to have a new examiner appointed for the reexamination.
Students who have passed an examination may not retake it in order to improve their grades.
Grades
Three-grade scale, U, G, VGOther information
Planning and implementation of a course must take its starting point in the wording of the syllabus. The course evaluation included in each course must therefore take up the question how well the course agrees with the syllabus.
The course is conducted in such a way that there are equal opportunities with regard to sex, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation and age.
If special circumstances prevail, the vice-chancellor may in a special decision specify the preconditions for temporary deviations from this course syllabus, and delegate the right to take such decisions.
About teaching and examination language
The teaching language is presented in the Overview tab for each course. The examination language relates to the teaching language as follows:
- If teaching language is “Swedish”, the course as a whole could be given in Swedish, or partly, or as a whole, in English. Examination language is Swedish, but parts of the examination can be in English.
- If teaching language is “English”, the course as a whole is taught in English. Examination language is English.
- If teaching language is “Swedish/English”, the course as a whole will be taught in English if students without prior knowledge of the Swedish language participate. Examination language is Swedish or English depending on teaching language.
Department
Institutionen för beteendevetenskap och lärande| Code | Name | Scope | Grading scale |
|---|---|---|---|
| UPPS | Thesis | 15 credits | U, G, VG |
| METO | Examination | 7.5 credits | U, G, VG |
| PERS | Examination | 7.5 credits | U, G, VG |
Course literature is preliminary.
Books
1. Andersson, Gunilla, Hallén, Nils, Smith, Patrick J., (2016) Rekrytering och urval : teori och praktik Lund : Studentlitteratur, 2016
ISBN: 9789144107851
1. Yukl, Gary A., Kaulio, Matti, (2012) Ledarskap i organisationer Harlow : Prentice Hall, 2012
ISBN: 9780273739234
Kvale, Steinar, Brinkmann, Svend, Torhell, Sven-Erik, (2014) Den kvalitativa forskningsintervjun. Tredje [reviderade] upplagan Lund : Studentlitteratur, 2014
ISBN: 9789144101675
Repstad, (2007) Närhet och distans : kvalitativa metoder i samhällsvetenskap
ISBN: 9789144048253, 9144048254
Wallén, Göran, (1996) Vetenskapsteori och forskningsmetodik. 2. uppl. Lund : Studentlitteratur, 1996
ISBN: 9144366523, 9789144366524
Articles
1., Career Development International, vol. 9, no. 5, pp. 501-507.
1. Allen, D., Do Organizational Socialization Tactics Influence Newcomer Embeddednes and Turnover? Journal of Management, vol. 32, no. 2, pp. 237-256. 2006
1. Alvesson, M. & Kärreman, D., Unraveling HRM: Identity, ceremony, and control in a management consulting firm. Organization Science, Vol. 18, No. 4, pp. 711–723. 2007
1. Backhaus, J. G. & Tikoo, S., Conceptualizing and Researching Employer Branding. 2004
1. Boswell, W., Roehling, M., Lepine, M. & Moynihan, L., Individual job-choice decisions and impact of job attributes and recrutiment practices: A longitudinal field study. Human Resource Management, vol. 42, no.1, pp. 23-37 2003
1. Breaugh, J. A., Employee recruitment: Current knowledge and important areas for future research. Human Resource Management Review, Vol. 18, pp. 103-118. 2008
1. Carless, S., Person–job fit versus person–organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study. Journal of Occupational and Organizational Psychology, Vol 78, pp. 411-429 2005
1. Holtom, B. C., Mitchell, T. R., Lee, T. W. & Inderrieden, E. J., Shocks as causes of turnover: What they are and how organizations can manage them. Human Resource Management, Vol. 44, No. 3, pp. 337–352. 2005
1. Huffcutt, A. I., An Empirical Review of the Employment Interview Construct Literature. International Journal of Selection and Assessment, Vol. 19, No. 1, pp. 62–81. 2011
1. Irving, K., Anställa rätt: är att använda rätt metodik för att anställa rätt. Stockholm: Kommentus. 2004
1. Nilsson, S. & Ellström, P.E., Employability and Talent Management: Challenges for HRM Practices. European Journal of Training and Development. Vol. 36. No. 1, pp. 26–45. 2012
1. Sjöberg, L., Personlighetstest i arbetslivet: Historik och aktuell forskning. SEE/EFI Working Paper Series in Business Administration No. 2000:9. 2000
1. Van Hoye, G. & Lievens, F., Tapping the Grapevine: A Closer Look at Word-of-Mouth as a Recruitment Source. Journal of Applied Psychology, Vol. 94, No. 2, pp. 341–352. 2009
1. Windolf, P., Recruitment, Selection, and Internal Labour Markets in Britain and Germany. Organization Studies, vol. 7, no. 3, pp. 235-254. 1986
2. Kvale, S., Dominance through Interviews and Dialogues. Qualitative Inquiry. Vol 12, No 3. June 2006. 2006
2. Mulinari, D., Vi tar väl kvalitativ metod – det är så lätt. I Mer än kalla fakta. Sjöberg, K. Lund. Studentlitteratur. 1999
This tab contains public material from the course room in Lisam. The information published here is not legally binding, such material can be found under the other tabs on this page.
There are no files available for this course.