Management Programmes in Human Resource Management

 

Intensive programmes

These intensive, high-level management programmes provide you with a theoretical, conceptual and practical foundation for understanding and applying the latest techniques and insights in Human Resource Management. These a long-term programmes require about three years of experience.

Length: 21 days
Language: English
Start: 16/10/2014

Short focused Programmes

Our short focused  programmes address today’s most relevant business issues in a short but intense programme format. The number of programme days varies from 1 to 4 days, dependent on the programme.

Length: 4,5 days
Language: Dutch
Start: 19/05/2014
Length: 4 days
Language: Dutch
Start: 24/04/2014
Length: 11 days
Language: English
Start: 19/03/2014
Length: 1 day
Language: English
Start: 11/06/2014
Length: 4 days
Language: Dutch
Start: 26/05/2014

Drive real change in your organisation

A learning experience with real impact on your operations? A management programme tailored to the specific needs of your business? Contact us and discover how we can design and deliver customised programmes for your team that add genuine value to your organisation.

Need help?

Contact our Programme Advisor
Programme Advisor
Tel + 32 9 210 98 84
programmeadvisor@vlerick.com
Find the programme most relevant for you!

Our programme finder allows you to find the management programme that best fits your needs.

Find a Programme

Meet Us

Info Sessions & Open Days
24 Apr
Meet Vlerick in Moscow on 24 & 25 April 2014
Category: General Info Sessions

19 May
General info session at our Leuven campus
Category: General Info Sessions

20 May
Discover the new EU regulatory framework changes and the impact on the financial services industry on 20 May 2014
Category: General Info Sessions

Meet our faculty

Dirk Buyens
Prof Dirk Buyens, key faculty member for HRM Programmes

Vlerick expertise in Human Resource Management

  1. Employees can make (or break) a brand

    Employees’ commitment to a brand increases when they know how they can contribute to brand equity. And management actions – from small issues like free coffee, to large issues like mass layoffs – affect employees’ feelings towards their company/brand. So, an organisation should view almost any employee-related policy or resource decision as a branding issue.
  2. Wanted: the people behind open innovation

    More and more businesses are opting for an open innovation strategy, where they decide to look outside their own organisation and cooperate with research centres, companies or other partners. So far, the human aspect is often overlooked. Promoting open innovation actually requires specific people management practices and an adapted business culture. So how can organisations promote open innovation with the right human elements?
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