People and Business Development


People and Business Development (PBD) – Career opportunities

The PBD M.Sc. concentration seeks to attract students who aspire for careers such as Chief People & Organization/Human Resource Officers and similar high-level management or advisory positions in private and public organizations. The concentration focuses on the role of leading human resources in business development and transformation broadly understood. It is important that the concentration is not a HR-specialist concentration but rather a people management generalist concentration, which might lead to leadership-and development positions within HR-department/People & Organization functions but might as well prepare you for positions in operations, strategy or business development functions.

A fundamental requirement for succeeding in this role is a thorough understanding of the importance of the contexts for people strategy, performance and value management and strategic business transformation, as, for instance, disruption caused by digitalization.

The concentration builds the HRM business analytic capabilities needed to take a central leadership role in business development and transformation processes.

The competence profile reflects the rigorous and versatile task universe which the concentration prepares you for:

  1. Strong data processing skills: ability to cope with multiple and complex data sources in analyzing complex problems of HR and business development related topics.
  2. Solid analytical competences based on quantitative and qualitative analyses. This includes an analytic capability of combining theoretical and practical understanding of HRM-policies, processes and practices, with an understanding of the specific needs and logics of specific organizational contexts (as for instance the Nordic Heritage (N9)).
  3. Conceptual thinking and development: a strong tool box including powerful conceptual frameworks helpful in analyzing HR and business development problems. This includes building a curious and critical scientific mindset.
  4. Designer skills: ability to develop relevant people strategies, business development and organizational designs, taking the organizational context into consideration.
  5. Change competences: this includes the understanding of the strategic, economic and technology drivers of business transformation and the organization of work (digitalization and other drivers). And the ability to lead, facilitate and organize HRM in the support of processes of organizational change and transformation.

In the still more complex world of work and business, the record shows that organizations need still more candidates who can fill leadership positions within people management.

Sidst opdateret: Web editor - Student Communications // 02/12/2020