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Competence & Talent Management /
level of course unit
BachelorLearning outcomes of course unit
The students
• Can recognize or identify talents in a company.
• Can set up a talent management system.
• Can use selected talent management tools.
• Are familiar with the concept of the competency model and its relevance in personnel management.
• Can recognize or identify talents in a company.
• Can set up a talent management system.
• Can use selected talent management tools.
• Are familiar with the concept of the competency model and its relevance in personnel management.
prerequisites and co-requisites
• Communication, Presentation & Rhetoric
• Human Resources Management
• Organizational & Personnel Psychology
• Human Resources Management
• Organizational & Personnel Psychology
course contents
Part A: Fundamentals of competence & talent management
• Definition of competence & talent management and classification in the area of human resources management
• Identification of talents (measurement of talent, measurement of performance, measurement of competencies, measurement of potential)
• Core elements for designing a talent management system (Atttraction, Development, Retention, Placement)
• Framework conditions for successful talent management
Part B: Deepening in competence & talent management
• Introduction of a talent management system
• Finding talents (selection procedure, employer tuning)
• Retaining talent (career paths, team development)
• Development and promotion of talents (coaching, mentoring, leading talents)
• Development of a competence & talent management strategy
Part C: Instruments of competence & talent management
• Competence model, competence catalogue and competences (professional competence, methodological competence, social competence, personnel competence)
• Role catalog and role profiles
• Competence diagnosis and appraisal interview
• Competence development plan and maturity model
• Target agreement and performance measurement
• Talent and team analysis
• Analysis of professional interests and assessment of cognitive abilities
• 360-degree feedback and coaching
• HR analytics
• Definition of competence & talent management and classification in the area of human resources management
• Identification of talents (measurement of talent, measurement of performance, measurement of competencies, measurement of potential)
• Core elements for designing a talent management system (Atttraction, Development, Retention, Placement)
• Framework conditions for successful talent management
Part B: Deepening in competence & talent management
• Introduction of a talent management system
• Finding talents (selection procedure, employer tuning)
• Retaining talent (career paths, team development)
• Development and promotion of talents (coaching, mentoring, leading talents)
• Development of a competence & talent management strategy
Part C: Instruments of competence & talent management
• Competence model, competence catalogue and competences (professional competence, methodological competence, social competence, personnel competence)
• Role catalog and role profiles
• Competence diagnosis and appraisal interview
• Competence development plan and maturity model
• Target agreement and performance measurement
• Talent and team analysis
• Analysis of professional interests and assessment of cognitive abilities
• 360-degree feedback and coaching
• HR analytics
recommended or required reading
Bornewasser, M. (2018) (Hrsg.). Vernetztes Kompetenzmanagement: Gestaltung von Lernprozessen in organisationsübergreifenden Strukturen. Wiesbaden: Springer Verlag.
Hehn, S. (2016). Systematisches Talent Management: Kompetenzen strategisch einsetzen. Stuttgart: Schäffer-Poeschel.
Kauffeld, S., & Frerichs, F. (2018) (Hrsg.). Kompetenzmanagement in kleinen und
mittelständischen Unternehmen: Eine Frage der Betriebskultur? Wiesbaden: Springer Verlag.
Minocha, S., & Hristov, D. (2019). Global talent management: An integrated approach. Thousand Oaks, CA: SAGE Publications.
Nagler, S., & Löffler, G. (2017). Strategisches Talentmanagement: Die besten Mitarbeiter finden, fördern und binden. Weinheim: Beltz Verlag.
North, K., Reinhardt, K., & Sieber-Suter, B. (2018). Kompetenzmanagement in der Praxis: Mitarbeiterkompetenzen systematisch identifizieren, nutzen und entwickeln. Mit vielen Praxisbeispielen. Wiesbaden: Springer Verlag.
Hehn, S. (2016). Systematisches Talent Management: Kompetenzen strategisch einsetzen. Stuttgart: Schäffer-Poeschel.
Kauffeld, S., & Frerichs, F. (2018) (Hrsg.). Kompetenzmanagement in kleinen und
mittelständischen Unternehmen: Eine Frage der Betriebskultur? Wiesbaden: Springer Verlag.
Minocha, S., & Hristov, D. (2019). Global talent management: An integrated approach. Thousand Oaks, CA: SAGE Publications.
Nagler, S., & Löffler, G. (2017). Strategisches Talentmanagement: Die besten Mitarbeiter finden, fördern und binden. Weinheim: Beltz Verlag.
North, K., Reinhardt, K., & Sieber-Suter, B. (2018). Kompetenzmanagement in der Praxis: Mitarbeiterkompetenzen systematisch identifizieren, nutzen und entwickeln. Mit vielen Praxisbeispielen. Wiesbaden: Springer Verlag.
assessment methods and criteria
Final presentation and Final exam
language of instruction
Germannumber of ECTS credits allocated
2course-hours-per-week (chw)
1.5planned learning activities and teaching methods
• The course is conducted with presence phases (deductive method, in which assistance is given in the learning process and knowledge is imparted via frontal lectures).
• In addition, the students will solve and present problems in group work, which will be discussed in the plenum.
• Selected exercises are used to develop the skills to recognize competences and talents.
• In addition, the students will solve and present problems in group work, which will be discussed in the plenum.
• Selected exercises are used to develop the skills to recognize competences and talents.
