This subject introduces students to the different types of information that business analysts and decision makers gather, and how that information is processed to make effective business decisions. A wide range of strategic and operational business problems and decisions will be considered, from fields such as financial management, marketing, human resource management, supply chain management and international business. The subject explores how organisations gather and generate multiple forms of information, and how this information is analysed and converted into useful knowledge via individual judgement and organisational learning processes. In applying empirical and analytical approaches to practical situations, students will develop insights into both the nature of the business problems as well as methods that are used for identifying and evaluating alternative solutions. The subject content will include conceptual foundations, practical tools, and case studies to discuss the costs, benefits and risks of the various analytical methods that will be introduced.

This subject will give you an opportunity to assess and develop your general management knowledge and skills. We will focus on practical concepts and frameworks , and experiential learning interventions, to enhance your capacity for communication and decision making, for engaging and motivating individuals and teams, and for effectively dealing with conflict and change.

This marketing subject exposes students to an integrated perspective of the firm, how it interfaces with its environment, and how it creates and sustains value. Value creation occurs through interactions of a firm with its stakeholders (including its customers) and is central to marketing. The subject builds a conceptual framework to examine the choices (marketing) managers face in determining how best to create value, and how these choices may be shaped by key stakeholders including government, society, trading partners, customers, employees and competitors. A key focus of this subject is on value creation as a cross disciplinary and cross firm activity. As such, the focus is on value creation from multiple disciplinary perspectives including marketing, strategy, entrepreneurship, HRM, supply chain management and organisational design.

With the explosion of data, it is critical that businesses harness the right analytical tools to make effective use of the available data. This subject is designed to equip students with a range of tools and techniques that are necessary for effective decision making. Key topics covered include both prescriptive analytics (e.g., linear optimisation, nonlinear optimisation, and Monte Carlo simulation) and predictive analytics (e.g., forecasting, logistic regression, classification and regression trees). Emphasis will be given to potential applications of these tools and techniques in various functional areas including international business, marketing, supply chain, and strategy.

Students in this subject examine the key policies and practices of HR, including the attraction and retention of employees, developing, evaluating and rewarding performance. We evaluate the impact of HR policies and practices from the perspective of workplace stakeholders, including employees, unions, management and organisations.

Businesses are collections of individuals who are organised and cooperate to solve problems. Thus, all business activity has its roots in psychological processes such as individual and group cognition and emotion, personality, and social influence. In this subject we explore the psychological foundations of management practice by focusing on how managerial problems (e.g., high levels of absenteeism; poor collaboration among team members; etc.) can be understood and addressed using different psychological principles.

An organization's capacity to achieve a competitive advantage through human resources begins with successful staffing. This subject evaluates the decision to “make” (train) or “buy” (recruit and select) employees for the organisation. We examine the strategic implications of staffing the organisation and then, using both theory and empirical research to assess the role and impact of recruitment, selection and training. Topics in the “buy” section of this subject include determining recruiting needs, identifying selection criteria, internal and external sourcing, evaluating recruiting effectiveness, interviewing and selection procedures and the application process. Topics in the “make” section of this subject identifying training needs, learning styles, planning the delivery of training and how to assess the effectiveness of training.

The way in which an organisation defines, assesses and rewards employee performance has implications for its ability to attract, motivate and retain employees. This subject uses theory and research to identify practical insights into systems for assessing employee performance and linking performance to pay outcomes. The subject will also address contemporary issues such as the employee and supervisor gender and transparency on the implementation and effectiveness of performance and reward management practices.

This subject will examine the challenge of managing a global workforce in an international setting. The relationships between the external environment, organisational factors, and international HRM strategies and practices will be studied from both a theoretical and empirical perspective. The key issues considered will be cultural diversity in global business; international recruitment and selection; international performance management; training and development for global workforces; international compensation and international comparison of labour relations.

The world of work is undergoing significant transformation in response to a wide range of economic, social and technological changes. These changes have important consequences for how work is organised, how people are managed and how labour markets perform. This subject looks at how these developments are managed by organisations as well as the macro-level through public policy responses aimed at balancing competing policy objectives. This subject draws on both theory and evidence to explore new Human Resource Management and employment issues and policy responses emerging in many countries around the world, including: new actors and institutions; the transformation of professions and careers structures; investing in and managing human capital, voice and representation at work; workforce diversity; technological change, new business models and new forms of working; online labour markets; the quality of jobs and work-life; labour market inequality and insecurity; and the global competition for jobs.

This capstone subject involves the analysis of organisational decisions and actions with a focus on implications for HR policy and practice. Many organisational decisions have implications for HR and employees including the number of people to be employed, the type of skills required and the way employee performance is assessed and rewarded. In this subject students will draw on their core business subjects and HR studies to critically analyse a series of cases on topical issues and develop recommendations that promote organisational sustainability.

The demand for business-focused HR means that HR practitioners need the ability to work in partnership with stakeholders from diverse areas of the business. This capacity is essential to improving the implementation of HR strategies, initiatives and plans, to build business support for HR and to ensure that HR is integrated with other business activities and functions. This subject focuses on developing business partnership competencies for HR people and will cover consulting and influencing skills, relationship-building, organisational politics, group processes and project management.

Managing diversity is a strategic approach towards HRM. It is about utilising human resources efficiently and effectively by identifying significant differences in the workforce and labour markets, and exploring the potential advantages of workforce diversity. This subject will examine the key issues of managing diversity from both a theoretical and empirical perspective. The focus of the subject is anti-discrimination in all aspects of employment. This will be examined by a consideration of the discrimination and fairness, access and legitimacy, and learning and effectiveness paradigms.

One of the main challenges for today's managers is effectively communicating vision and inspiring employees to achieve that vision within team-based work structures. This subject deals with this challenge by examining the interaction of leadership and team processes. A focus will be on critically evaluating the role of leaders in organisations with high involvement work practices (for example, employee involvement and empowerment) and the role of human resource practices in identifying and developing organisational leaders. Topics considered will include: contemporary theories of leadership; the role of managers as organisational leaders; human resources and leadership challenges of the team-based organisational structure; managing team dynamics; the effectiveness of shared leadership; human resource strategies for developing organisational leaders; and the impact of high involvement work practices on leading and managing teams.

This subject offers students the opportunity to develop skills that can be applied to HR consulting projects. This includes exploring current-practice consulting methodologies and techniques, building and managing client relationships, developing report writing skills, and learning techniques for critically assessing consulting outcomes.

This subject examines individual and collective human behaviour in and around issues of organisational change. The subject will cover a broad theoretical basis that assists in understanding how change at the employee, group and strategic levels affects individuals. Both the planned approach and emergent approach to change management will be considered. Topics to be covered include: drivers of change, the role of internal and external change agents, tools for successful change management, and the implementation and consequences of specific change initiatives.

Conflict between individual and groups is an inevitable aspect of day to day life. This subject will review the nature of conflict in the workplace and the conflict management strategies of influencing and negotiation. Students will be given the opportunity to apply negotiation techniques to case studies and in simulations.

In this subject, students will learn about “people-oriented” data, how to analyse it, and how to apply this data analysis to managerial decision making related to HR and human capital. This subject also covers knowledge and skills that links HR metrics to business strategy and organizational performance by utilizing evidence-based research. Students will gain knowledge in fundamental and philosophical grounds of a “HR data-driven” approach to management. Furthermore, students will learn how to design HR metrics, collect data, choose appropriate statistical tests, and interpret findings. Specifically, this seminar involves practical learning on data driven decision making techniques for human capital and managerial issues such as recruiting, absenteeism, turnover, training evaluation, and performance management.

The purpose of this subject is to study and practice topics on developing an entrepreneurial venture from an idea through to its first ‘minimum viable product’ in the market, and first customer.

The subject closely examines how entrepreneurial ventures are established; the building of attributes and skills of successful entrepreneurs; how product-market fit is established through business models; development of financial models in entrepreneurial ventures; how and with what outcomes meso-level interfacing between the entrepreneur and market incumbents exists; and deployment of a value-adding product in the market.

This subject presents some of the key frameworks and tools needed by entrepreneurs and is for anyone who has an interest in understanding entrepreneurship as either potential founders, those looking to intrapreneurship in large organisations, or those looking to work with entrepreneurs in one way or another. The subject uses a combination of theory building and key entrepreneurial model exploration and intensive ‘bootcamp’ approach, similar to entrepreneurial bootcamps in practice, to build knowledge and skills in the area, recognising that these are transferable and useful to many students will either start or work for non-traditional organisations.

Risk management is a key business activity that impacts the full range of organisational activities and functional areas across the enterprise. This subject surveys a spectrum of business risks from operational to strategic risks. It provides a foundation in enterprise risk management principles, tools and techniques such as risk scenario planning.

This subject will give you an opportunity to assess and develop your general management knowledge and skills. We will focus on practical concepts and frameworks , and experiential learning interventions, to enhance your capacity for communication and decision making, for engaging and motivating individuals and teams, and for effectively dealing with conflict and change.

This subject introduces students to the different types of information that business analysts and decision makers gather, and how that information is processed to make effective business decisions. A wide range of strategic and operational business problems and decisions will be considered, from fields such as financial management, marketing, human resource management, supply chain management and international business. The subject explores how organisations gather and generate multiple forms of information, and how this information is analysed and converted into useful knowledge via individual judgement and organisational learning processes. In applying empirical and analytical approaches to practical situations, students will develop insights into both the nature of the business problems as well as methods that are used for identifying and evaluating alternative solutions. The subject content will include conceptual foundations, practical tools, and case studies to discuss the costs, benefits and risks of the various analytical methods that will be introduced.

This marketing subject exposes students to an integrated perspective of the firm, how it interfaces with its environment, and how it creates and sustains value. Value creation occurs through interactions of a firm with its stakeholders (including its customers) and is central to marketing. The subject builds a conceptual framework to examine the choices (marketing) managers face in determining how best to create value, and how these choices may be shaped by key stakeholders including government, society, trading partners, customers, employees and competitors. A key focus of this subject is on value creation as a cross disciplinary and cross firm activity. As such, the focus is on value creation from multiple disciplinary perspectives including marketing, strategy, entrepreneurship, HRM, supply chain management and organisational design.

Students in this subject examine the key policies and practices of HR, including the attraction and retention of employees, developing, evaluating and rewarding performance. We evaluate the impact of HR policies and practices from the perspective of workplace stakeholders, including employees, unions, management and organisations.

This capstone subject involves the analysis of organisational decisions and actions with a focus on implications for HR policy and practice. Many organisational decisions have implications for HR and employees including the number of people to be employed, the type of skills required and the way employee performance is assessed and rewarded. In this subject students will draw on their core business subjects and HR studies to critically analyse a series of cases on topical issues and develop recommendations that promote organisational sustainability.

With the explosion of data, it is critical that businesses harness the right analytical tools to make effective use of the available data. This subject is designed to equip students with a range of tools and techniques that are necessary for effective decision making. Key topics covered include both prescriptive analytics (e.g., linear optimisation, nonlinear optimisation, and Monte Carlo simulation) and predictive analytics (e.g., forecasting, logistic regression, classification and regression trees). Emphasis will be given to potential applications of these tools and techniques in various functional areas including international business, marketing, supply chain, and strategy.

Students in this subject examine the key policies and practices of HR, including the attraction and retention of employees, developing, evaluating and rewarding performance. We evaluate the impact of HR policies and practices from the perspective of workplace stakeholders, including employees, unions, management and organisations.

Businesses are collections of individuals who are organised and cooperate to solve problems. Thus, all business activity has its roots in psychological processes such as individual and group cognition and emotion, personality, and social influence. In this subject we explore the psychological foundations of management practice by focusing on how managerial problems (e.g., high levels of absenteeism; poor collaboration among team members; etc.) can be understood and addressed using different psychological principles.

An organization's capacity to achieve a competitive advantage through human resources begins with successful staffing. This subject evaluates the decision to “make” (train) or “buy” (recruit and select) employees for the organisation. We examine the strategic implications of staffing the organisation and then, using both theory and empirical research to assess the role and impact of recruitment, selection and training. Topics in the “buy” section of this subject include determining recruiting needs, identifying selection criteria, internal and external sourcing, evaluating recruiting effectiveness, interviewing and selection procedures and the application process. Topics in the “make” section of this subject identifying training needs, learning styles, planning the delivery of training and how to assess the effectiveness of training.

The way in which an organisation defines, assesses and rewards employee performance has implications for its ability to attract, motivate and retain employees. This subject uses theory and research to identify practical insights into systems for assessing employee performance and linking performance to pay outcomes. The subject will also address contemporary issues such as the employee and supervisor gender and transparency on the implementation and effectiveness of performance and reward management practices.

This subject will examine the challenge of managing a global workforce in an international setting. The relationships between the external environment, organisational factors, and international HRM strategies and practices will be studied from both a theoretical and empirical perspective. The key issues considered will be cultural diversity in global business; international recruitment and selection; international performance management; training and development for global workforces; international compensation and international comparison of labour relations.

The world of work is undergoing significant transformation in response to a wide range of economic, social and technological changes. These changes have important consequences for how work is organised, how people are managed and how labour markets perform. This subject looks at how these developments are managed by organisations as well as the macro-level through public policy responses aimed at balancing competing policy objectives. This subject draws on both theory and evidence to explore new Human Resource Management and employment issues and policy responses emerging in many countries around the world, including: new actors and institutions; the transformation of professions and careers structures; investing in and managing human capital, voice and representation at work; workforce diversity; technological change, new business models and new forms of working; online labour markets; the quality of jobs and work-life; labour market inequality and insecurity; and the global competition for jobs.

This capstone subject involves the analysis of organisational decisions and actions with a focus on implications for HR policy and practice. Many organisational decisions have implications for HR and employees including the number of people to be employed, the type of skills required and the way employee performance is assessed and rewarded. In this subject students will draw on their core business subjects and HR studies to critically analyse a series of cases on topical issues and develop recommendations that promote organisational sustainability.

The demand for business-focused HR means that HR practitioners need the ability to work in partnership with stakeholders from diverse areas of the business. This capacity is essential to improving the implementation of HR strategies, initiatives and plans, to build business support for HR and to ensure that HR is integrated with other business activities and functions. This subject focuses on developing business partnership competencies for HR people and will cover consulting and influencing skills, relationship-building, organisational politics, group processes and project management.

Managing diversity is a strategic approach towards HRM. It is about utilising human resources efficiently and effectively by identifying significant differences in the workforce and labour markets, and exploring the potential advantages of workforce diversity. This subject will examine the key issues of managing diversity from both a theoretical and empirical perspective. The focus of the subject is anti-discrimination in all aspects of employment. This will be examined by a consideration of the discrimination and fairness, access and legitimacy, and learning and effectiveness paradigms.

One of the main challenges for today's managers is effectively communicating vision and inspiring employees to achieve that vision within team-based work structures. This subject deals with this challenge by examining the interaction of leadership and team processes. A focus will be on critically evaluating the role of leaders in organisations with high involvement work practices (for example, employee involvement and empowerment) and the role of human resource practices in identifying and developing organisational leaders. Topics considered will include: contemporary theories of leadership; the role of managers as organisational leaders; human resources and leadership challenges of the team-based organisational structure; managing team dynamics; the effectiveness of shared leadership; human resource strategies for developing organisational leaders; and the impact of high involvement work practices on leading and managing teams.

This subject offers students the opportunity to develop skills that can be applied to HR consulting projects. This includes exploring current-practice consulting methodologies and techniques, building and managing client relationships, developing report writing skills, and learning techniques for critically assessing consulting outcomes.

This subject examines individual and collective human behaviour in and around issues of organisational change. The subject will cover a broad theoretical basis that assists in understanding how change at the employee, group and strategic levels affects individuals. Both the planned approach and emergent approach to change management will be considered. Topics to be covered include: drivers of change, the role of internal and external change agents, tools for successful change management, and the implementation and consequences of specific change initiatives.

Conflict between individual and groups is an inevitable aspect of day to day life. This subject will review the nature of conflict in the workplace and the conflict management strategies of influencing and negotiation. Students will be given the opportunity to apply negotiation techniques to case studies and in simulations.

In this subject, students will learn about “people-oriented” data, how to analyse it, and how to apply this data analysis to managerial decision making related to HR and human capital. This subject also covers knowledge and skills that links HR metrics to business strategy and organizational performance by utilizing evidence-based research. Students will gain knowledge in fundamental and philosophical grounds of a “HR data-driven” approach to management. Furthermore, students will learn how to design HR metrics, collect data, choose appropriate statistical tests, and interpret findings. Specifically, this seminar involves practical learning on data driven decision making techniques for human capital and managerial issues such as recruiting, absenteeism, turnover, training evaluation, and performance management.

The purpose of this subject is to study and practice topics on developing an entrepreneurial venture from an idea through to its first ‘minimum viable product’ in the market, and first customer.

The subject closely examines how entrepreneurial ventures are established; the building of attributes and skills of successful entrepreneurs; how product-market fit is established through business models; development of financial models in entrepreneurial ventures; how and with what outcomes meso-level interfacing between the entrepreneur and market incumbents exists; and deployment of a value-adding product in the market.

This subject presents some of the key frameworks and tools needed by entrepreneurs and is for anyone who has an interest in understanding entrepreneurship as either potential founders, those looking to intrapreneurship in large organisations, or those looking to work with entrepreneurs in one way or another. The subject uses a combination of theory building and key entrepreneurial model exploration and intensive ‘bootcamp’ approach, similar to entrepreneurial bootcamps in practice, to build knowledge and skills in the area, recognising that these are transferable and useful to many students will either start or work for non-traditional organisations.

Risk management is a key business activity that impacts the full range of organisational activities and functional areas across the enterprise. This subject surveys a spectrum of business risks from operational to strategic risks. It provides a foundation in enterprise risk management principles, tools and techniques such as risk scenario planning.