This course is designed to prepare students for a successful business career as a human resource professional by providing them with a broad understanding of issues and principles in human resource management in various organisational settings.

This course aims to provide a comprehensive overview of the research, theory and practices of training and development within an organisation, and to prepare students as a potential practitioner in a managerial role or as a specialist working within an organisation, or as an external consultant working with a range of organisations with training and development needs.

This course introduces students to various theories and concepts associated with the effective staffing of organisations. Strategic, technological, practical, ethical and legal issues confronting organisations' staffing systems are presented. After completing this course, students are expected to have acquired the background for understanding contemporary recruitment and selection issues and the competencies to address specific staffing challenges.

This course is designed to provide a framework of concepts and knowledge for understanding the course and to introduce students to recent developments in performance management. Students will learn to analyse approaches to managing performance; identify the major actors, their roles and the current issues in performance management; and assess different strategies and processes used in managing the performance management process. Students will learn to apply relevant concepts and skills through case studies and role plays.

This course is designed to achieve two distinct objectives. The first is to provide a framework of concepts and knowledge for understanding the course and to introduce students to recent developments in labour relations. Students will learn to analyse approaches to industrial or employee relations; identify the major actors, their roles and the current issues in industrial relations; and assess different strategies and processes used in managing industrial relations. The second objective is to introduce students to the basic employment law principles. Students will learn to apply relevant employment law principles through case studies.

The objective of this course is to give students the opportunity to gain practical experience working in an organisation. Under the guidance of both faculty and workplace supervisors, the students will complete a work assignment of no less than 120 hours, either paid or unpaid.

The primary objective of this course is to enhance student awareness of the impact of culture on supposedly universal management practices designed to facilitate the effective utilisation and development of the organisation main asset - its employees. Students can expect to enhance their understanding of the global context of organisations, interpersonal skills needed to manage across national borders, and the structure and functioning of multinational companies.

The course introduces students to the general topic of global HRM in terms of environmental and organisational contexts, strategy structure and process. Next, students are introduced to HR and organisation from a comparative perspective, managing an international staff and focuses on international recruitment and selection, and performance management in an international context. After that, students are introduced to the notions of training and development of an international staff followed by issues of global compensation. Repatriation issues are discussed in terms of employee development. The course then directs its attention to issues of industrial relations and industrial democracy. The course ends with a discussion of issues, challenges and theoretical developments in global HRM.

This course is designed to introduce students to social psychology in organisations. Students will learn about how people think about, influence, and relate to one another within an organisational context. In particular, students will examine the impact of person, situation, and cognition on behaviour.

This course aims to introduce students to the field of Human Resource Analytics (HRA), which has experienced tremendous growth in recent years. The design of this course is of twofold. The first part consists of lectures covering the basic topics about the field of HRA. Subsequently, the second half will engage students in statistical analysis with HR-related data, illustrating how organizations use HRA to aid human resource decision making. After completing this course, students will have an understanding of this fast emerging field and the associated challenges and opportunities.

This course is designed to consider the theories and role of human resource planning and link it to the policies and practice required for effective human resource management. This course examines internal and external environmental factors and trends that have crucial impacts on HR objectives and strategies in organisation. The role of human resource information system and the use of information technology in HRM and employee planning are also key issues to study in the course.

This course offers an advanced study of human resources policies and problems in Mainland China. The aims of this course are (1) to introduce to students the current and practical issues of doing HRM in Mainland China, (2) to enable students to understand and analyse the contextual forces of the labour market, characteristics of workforce and prevailing HRM functions and policies in China and develop them to evaluate and apply those learned skills and principles in managing human resources in China.