Part I: A behavioural economics perspective on Human Resources Management

Students get to know the basic concepts of behavioural economics (e.g., mental accounting, the discounted utility model, social preference theory). By the means of case studies, they apply their acquired theoretical knowledge to practical problems in the field of human resources management (e.g., recruitment, fair performance evaluation) 

Part 2: A global digitalisation and labour market perspective on Human Resources Management

Students make themselves familiar with current phenomena on the labour market (like the impact of unions, minimum wages, temporary work contract, temp work, treatment of migrant workers, fair trade) and the impact of digitalisation on the labour market in total and workplaces in specific.  In case studies, they apply and discuss their knowledge based on concrete HR problems (like employment policy, wage inequality)