Human Resources, Master of Arts

Admission requirements

Requirements:

• completed university degree (FH or university)  and
• current employment and
• business administration knowledge (to be proven by a completed degree, professional experience or the successful completion of a bridging course at the FOM)
• Additionally for foreign applicants: proof of sufficient German language skills (e.g. via the Goethe-Institut)

Details

German-language degree programme Management (Human Resources)
Degree: Master of Arts (M.A.)

In the field of human resources, career changers from other disciplines often work alongside economists. The degree programme combines in-depth theoretical expertise with practical experience from everyday professional life.

Modern human resources work, positioned between operational and strategic orientation, is characterised by diverse conceptual tasks. To meet the demands between cost pressure and future viability, both an overall entrepreneurial understanding and specialised knowledge in human resources management are required.

Continuously advancing internationalisation processes demand high professional competence in dealing with applicable labour law and internationally compatible incentive systems. Increasing pressure for success in companies makes controlling and quality management fundamental tasks in human resources management.

The course is ideal for recommending oneself as a human resources expert: good prospects exist as HR manager, personnel developer, HR officer, as well as in consulting or as a trainer for executives.


COURSE CONTENTS AND STRUCTURE:

The Master of Arts Human Resources programme at the Graduate School consists of a total of 17 modules. In the first three semesters, five of these modules are taught each, with the fourth semester dedicated to writing the Master Thesis accompanied by a project seminar.

Semester 1: The focus here is on adopting a visionary attitude for shaping human resource management. Personnel as a resource – this very perspective reflects a long-term cost-efficient planning approach. Due to demographic change, changes in values, and globalization, the demands on companies and especially on human resource management are growing. Alongside the behavioural perspective, which places motivation at the centre, the quantitative perspective is emphasised by analysing and applying controlling approaches as well as survey instruments.

Semester 2: Students deepen their knowledge of labour law. A special focus lies on the General Equal Treatment Act, which currently influences human resources work in many ways. When designing incentive systems, an optimal balance must be achieved between company interests and employees’ individualisation needs. Recruitment, development, and long-term employee retention are essential areas of action in order to establish the company sustainably in the market through its own knowledge potential.

Semester 3: The third semester covers specialised topics and highlights interdependencies of individual human resources instruments: Students develop a personnel marketing strategy, engage with aspects of internal communication, and learn to shape the company’s performance through Business Excellence approaches.

Semester 4: Master Thesis and corresponding project seminar