MSc in Economics and Business Administration - People and Business Development
People and Business Development is the new concentration that gives the candidates the keys to understand why and how the organization’s people and human capital becomes the key drivers of business development and transformation in modern organizations.
The people strategies and human capital tools including talent management, people analytics, competence advancement, rewards and compensation are core elements in coping with today’s business challenges like agility, digital transformation and sustainability.
The People and Business Development aims to develop candidates who equipped to do data- and theory based analysis of the highest level and aiming at three specific areas of interest.
The concentration is based on the analysis that modern people strategies and human capital, needs to focus on context, value and change in order to make the management and staff working with human capital able fulfil their potential as business partners and change agents.
The PBD candidates will, instead of relying on the received wisdom of the discipline (HRM-best practice), strive and be able to analyze people strategies in context in order to assess what human capital and people policies, actions and techniques that are likely to create most value in a specific organization.
Also the candidates are able to analyze the organization “black-box” and with the help of economic and data-based analyses identify what aspects of human capital and HRM that needs to be developed, adjusted or discarded in order to make the organization perform most efficiently and create most value
Finally, the candidates of PBD, are not just managers of organizational systems, but also change agents, who can analyze the need and prerequites for, and are able to lead the processes of, strategic business transformation.
People and Business Development is a two-year master’s programme that is divided into 4 semesters. The fall semester runs from September through November with exams in December and January; and the spring semester from February through April with exams in May and June. There are four mandatory courses in the first year, and elective courses followed by a Master’s thesis in the second year.
In the second year you have the option to apply for the CEMS programme.
You can also use part of your third semester to obtain a minor in one of the specialised minor programmes.
|1. Semester||2. Semester||3. Semester||4. Semester|
|People strategy in context (15 ECTS)||HRM in strategic transformation (15ECTS)||
Electives/Exchange/Minor or CEMS (30 ECTS)
Thesis (30 ECTS)
|People, performance and organizational value (15 ECTS)||People and business development project (15 ECTS)|
The three objectives described above correspond with three cross-disciplinary courses:
1. People strategy in context (15 ECTS): The first course focuses on how to analyze the interplay between societal, industry and organizational contexts and HRM-practices. How can we establish the relative strategic importance of specific HRM-practices in specific organizations?
2. People, performance and organizational value (15 ECTS): The second course focuses on how analyze organizational value and measure performance of human capital practices and systems. What kind of data and conceptual tools is needed to identify the link between human capital and value-creation?
3. HRM in strategic transformation (15ECTS): The third course focuses on how HRM-practices can enable and constrain strategic transformation processes. What are the critical HR-data needed? What are the important technological interphases, not least in terms of digitalization? And what organizational change techniques and narratives need to be mastered?
People and business development project (15 ECTS): Finally, the concentration contains a business project and field study into how people strategies and HRM can support business development and transformation. The project combines a thorough data and theory based case-analysis in an organization with deep immersion in an organizational context and collaboration with the management team.
Competence profile of PBD:
- Strong data processing skills
- Solid analytical competences
- Conceptual thinking and development
- Designer skills
- Change competences
The PBD-concentration is not a HRM-specialization as such but a concentration that specializes in applying HRM to the leadership of business development and transformation.
If you have questions to the new PBD-concentration, you are welcome to contact Associate Professor, Frans Bévort, email@example.com.