- Code
T.44103
- Credits
3
This course will improve your understanding in how to analyse, measure and account for investments in people. However, although data and analysis are important to investing in people, they are only a means to an end.
The ultimate purpose of an investment framework is to improve investment decisions. 'Decisions about talent, human capital, and organisational effectiveness are increasingly central to the strategic success of virtually all organisations' (Cascio & Boudreau, 2011). The course will build upon the knowledge attained during Business Economics. This course consists of eight sessions and workshops, combining theory and practical application in case work.
| Test Form | Werkstuk/Report/Bericht (W) |
|---|
Test criteria
Report: analysis of an individual case (work in pairs)
- Describe three components of an attitude, major job attitudes
- Understand how job attitudes can be changed
- Define job satisfaction and apply the job satisfaction questionnaire
- Apply the main reasons for job satisfaction
- Apply the responses to dissatisfaction to the case, such as absence, turnover and deviant behaviour
- Explain Employee Engagement and OCB
- Identify the relationship between job satisfaction and job performance
- Apply early need theories of motivation (Maslow, McGregor, Herzberg, McClelland)
- Apply contemporary theories of motivation (cognitive evaluation, goal setting, self-efficacy theory, reinforcement theory, equity theory and expectancy theory)
- Understand how to influence employee behaviour by conditioning and reinforcement
- Understand the concept of stress, work stress and work-related causes of stress
- Understand and explain the Karasek Job Demand-Control model
- Identify the consequences of stress and how individuals cope with stress
- Describe other factors influencing well-being at work
- Describe factors that contribute to a healthy organisation