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2023/2024 KAN-CSHRO1703U Labour Market Theory and Analysis
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| Labour Market Theory and Analysis |
Course information |
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| Language | English |
| Course ECTS | 7.5 ECTS |
| Type | Mandatory |
| Level | Full Degree Master |
| Duration | One Quarter |
| Start time of the course | Third Quarter, Spring |
| Timetable | Course schedule will be posted at calendar.cbs.dk |
| Study board |
Study Board for MSc in Social Sciences
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| Last updated on 29-11-2023 | |
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HRM practice is not only about organizations, but also about being simultaneously rooted in institutional frameworks within the context of society, of which the labour market and the social institutions form an integral part. More specifically, organizations in both a product/service sector and a knowledge sector need to ensure that they manage their employees successfully. Strategically, viewing HRM as a resource for a company also means that HRM involves navigating different labour market strategies and understanding the challenges that can make these more difficult.
This course aims to create a broader knowledge of labour market theory and the institutions in labour markets (focusing on the Danish labour market), as well as to develop the students' analytical skills to enable them to analyze a company's possible labour market strategies and link this to HR practice.
In the first week, students will be introduced to key labour market/ industrial relations concepts that include definition, features and actors. We will explore different labour market theories, models and labour market policies. In the second week, we take the company’s perspective on labour market strategies that a company can structure their workforce on. We will broadly look at the trends seen in the labour market including demographic changes, changes to composition of economically active population, fluctuations in unemployment rate, legal/policy changes, and changes in skill requirements. In this final week, we address the HR challenges that exist in relation to the work of today and the future. Given that careers have changed significantly over time, we discuss how this affects the way HR operates in labour markets. In addition, we look at current trends that are disrupting HR’s traditional ways of working (e.g. boundaryless careers, gig work, digital era).
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| Description of the teaching methods | ||||||||||||||||||||||||
| The form of teaching is face-to-face with
lectures, guest sessions, videos, and other teaching tools.
Students are encouraged to work in groups to do three case
assignments.
The teaching and exam will be in English |
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| Feedback during the teaching period | ||||||||||||||||||||||||
| The case assignments provide an opportunity for
students to continuously test their understanding of the
curriculum, and based on their answers, the student receives
feedback based on a set of rubrics that reflect the learning
objectives and recommendations that can strengthen their skills and
understanding of the curriculum.
In addition, ongoing feedback is provided in connection with exercises and presentations. The feedback can take the form of peer feedback and teacher feedback in class |
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| Expected literature | ||||||||||||||||||||||||
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Compendium / compendiums with articles / book chapters
Textbook (available at CBS Academic Books): Jensen, C. S. (2012). Industrial Relations in Denmark: From Conflict-based Consensus to Consensus-based Conflict.
Other reference literature can be downloaded from the CBS article/journal database (e.g. EBSCOHOST) via CBS library. |
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