Program Courses

The courses of the program divide into three subjects :

  • Main courses which help students to understand the business environment where HRM takes place (eg. Labor Economics, Labor Law, Organisation Psychology & Behavior, etc)
  • Courses of basic HRM functions (Training & Development, Recruitment & Employee Selection, Performance Management etc)
  • Courses which enrich strategic and developmental tasks of HRM (Change Management, Negotiations, Internal Communication etc)


(New Academic Program, based on SHRM outlines)

Preparatory courses in Labor Economics & Accounting

The aim of the course is to help students comprehend the function and the characteristics of the labour market.

The course of Accounting aims at providing introductory knowledge regarding the basic principles governing financial accounting and financial statement analysis. 

During the lectures the following subject are discussed: Content of published Financial Statements (Balance Sheet - Profit and Loss Account), Basic accounting Elements (Total Assets, Total Liabilities, Equity, Revenues, Expenses), Greek Accounting Standards, International Accounting Standards, Financial statement analysis methods (Vertical Analysis, Trend Analysis), Use of financial ratios to assess financial performance (Profitability ratios, Activity ratios etc.)


This course aims at presenting the theoretical framework of Strategic HRM and International HRM. After the completion of the course, participants will be able to understand and interpret:

  • The importance and the role of the HR function in a modern organization.
  • Current trends in HRM.
  • The importance of strategic fit for an organization.
  • The role of HRM in an international firm.


The aim of this course is to help participants achieve a systematic understanding of the main aspects of the behavior of the organisations (and within organisations)


Managers need to conduct scientific research if they require information and understanding to aid with their decision-making. Research helps them to understand, predict and control events significant to the organization. Even managers who can afford commissioning research to consultants have to be familiar with the research process so that they will be better able to evaluate the results. The objective of the course is to introduce students to the basic concepts of research methodology and to modern methods of data analysis, as used in today’s business environment and provide the general framework of quantitative methods and their application in business analysis and business decision.

It will help students who do not necessarily have a mathematics background to understand how a research is designed and how statistical tools and techniques are applied. It provides students with an overview of data selection, descriptive statistics, sampling techniques, estimation methods, inferential tools and association analysis. Throughout the course emphasis is placed on specific examples and case studies as well as in the use of relevant software (MS Excel,  SPSS, etc.) in the analysis of real data sets.


The relationships between employees and employers can be viewed both from an individualistic as well as collectivistic point of view. These relationships are based on the existing legal framework (both for the individualistic and collectivistic point of view) and are formulated through negotiations.

Under this framework, this course covers the respective needs of the students. For this reason, we offer first the necessary knowledge of individual labor law (three lectures).

Subsequently, issues of conflict management and negotiation are being covered (four lectures), which specialize in industrial relations (collective relations between employees and employers) and are covered in the last part of the course program (three lectures). Under this context, negotiation models prevailing mainly in Greek enterprises are being presented.


The course has three main targets: to explain the basic notions of information technology and information systems from the aspect of an executive. To examine and develop the main aspects of involvement that an executive of Human Resource Management can have regarding the choice and development of an HRIS. And finally to examine the main teams of functionalism HRIS and the possibilities that these offer to the executives of the department of human resource management as well as to the rest of the administrative executives and the employees of an enterprise.


The aim of the course is to explain the basic elements of HR planning and career development, and to present the tools available for these processes. After the completion of the course, participants will be able to:

  • identify the elements of job design and job analysis, as they form the basis of any HRM system;
  • interpret the importance of talent management for the modern organizational environment;
  • schedule their own career plan and locate not only their responsibility in developing their career, but also their role as HR experts in the career development of employees;   
  • understand and use a competency framework.


The concept of change is not a new one. Indeed change has always been recognised as necessary and inherent to all aspects of life. However the last decade has, for most organisations, been a time of totally unprecedented and seemingly ever accelerating change so that the phrase "change or die" has increasing resonance. Coping with change has become another element in organisations' battle to compete, thereby focusing attention on the need to manage change effectively. The aim of this course is to provide an understanding of the change management process and to present a framework for managing change.

The course of Quality Management introduces the participants to the fundamentals of Total Quality and Continuous Improvement as a framework for business excellence and enhanced competitiveness. The quality of the goods, services and processes offered is a fundamental concern to all organizations, and a key to competitive advantage.

Topics covered in the course include: Fundamentals and basic building blocks of Quality Management and Total Quality Management, statistical thinking, tools and methods for improving quality and productivity, overview of quality standards / excellence frameworks such as ISO 9000 and EFQM, organizational and human aspects of quality management, and quality strategy.

Students will learn how to develop and implement a TQM program, to diagnose and prioritize quality problems and deepen into human resource management practices of quality.


The main objective of this course is to provide the students with a thorough understanding of the strategic personnel selection in organizations. The different stages and approaches in personnel selection are analyzed, starting from the screening interview to the finalization of short - listed candidates and the job offer to the candidate(s). Using case studies, role playing, and selected videos the different constructs, methods and tools that an HRM department may apply in employee selection are analyzed and discussed in order to assist the students with their familiarization and critical evaluation of these techniques and methods.


The main objectives of the course are:
• Analysis of the elements and the processes for the development of personnel and of the factors that should be taken into consideration when the strategies development of personnel are designed
• Development of learning theories as a base for educational interventions, creation of training organizations and offering of opportunities of continuous development, learning and other training activities,
• Planning, organization, realization and evaluation of educational programs etc.


The course aims at analyzing how performance measurement and management can be applied to organizations. In this context, the different facets and tools for performance appraisal are analyzed, along with the importance of performance management for contemporary organizations. Furthermore, appropriate methodologies and contemporary tools for performance appraisal and management that the HR manager will have to design and implement are presented and analyzed, as is the link of performance management with other HR functions. Finally, the course aims to present a critical perspective on all concepts and tools related to performance management.


Participants will cover the following major areas which constitute the broad objectives of Reward Management – Reward Strategy, Role Clarification, Job Evaluation and Measurement, Market Analysis, Reward Structures, Performance and Pay, Incentives and Salary Administration. The Course comprises 5 Units.


Public Relations constitute the operational function that aims at a better and completely mutual communication between the various enterprises, organizations and public groups with which they develop and maintain their relations.
Aim of Course is the development of individual notions and of the content of Public Relations.
More analytically, the objectives of the course are:
• To make students comprehend the basic notions those are connected with the function of Public Relations in the frames of an enterprise as well as the resemblances – differences with other operations as those of Marketing and Advertisement.
• To help students perceive the importance and the role of an executive of Public Relations and the individual duties and competences connected with his position according to the nature of each enterprise
• To introduce the notions of social responsibility and operational ethics and the ways they influence the corporate image of an enterprise etc.


 In this course we will examine Business Ethics and the actions of Corporate Social Responsibility of companies.


The primary aim of the course is to develop students’ competencies associated with managing a workforce characterized by diversity in age, gender, race, religion, disability, and sexual orientation. The course endeavours to combine academic and research rigour with a practical focus on promoting equality and diversity in the workplace enabling students to apply acquired theoretical and empirical knowledge to specific diversity management scenarios.
Students will become familiar with the drivers of increased workforce diversity, the psychological and sociological theories underlying discrimination and exclusion in organisations, current employment legislation related to diversity in Greece, and the barriers to equality of opportunity in the workforce for minority groups. Finally, students will examine “best practice” in diversity management programmes and learn to critically assess organizational policies and practices for managing workplace diversity.

In the rapidly changing and unstable business environment in which organizations operate today, Human Resource Management needs to undertake new roles and become a strategic partner, adding value. One of these roles is that of the internal consultant. In order to meet the requirements of this role, human resource executives must function proactively, identifying areas for potential intervention and suggesting changes in cooperation with line managers, aiming at the most effective cross-departmental functioning.

The objective of this course is to help participants understand the importance of internal consulting and develop the necessary skills in order to successfully meet the requirements of an HR professional.


  • What is Internal Consulting 
  • How HR will become an Internal Consultant
  • Stages of Internal Consulting  
  • The multiple roles of HR as Internal Consultant  
  • Identifying the needs of internal clients
  • Personal credibility – Influence  
  • Relationship management –Cross-departmental communication   
  • Coaching and Consulting  
  • HR as collaborative leader                 
  • The role of emotional intelligence  

The methodology includes lectures, case studies, individual and group exercises and diagnostic tools so that the participants will be able to elaborate on the various topics from a Human Resource executive perspective.


In this course, you take a strategic view of your organization's use of HR data and its measurement systems. The course prepares you to determine the HR metrics that align with your company's strategic goals. It explains the characteristics of high quality data and equips you to find and collect that data, inside or outside your organization.

It provides an introduction to common analysis techniques and some mistakes to avoid when interpreting data, or when assessing reports and interpretations offered by others. Much emphasis will be given on critically evaluating the results of data collection and analysis and on communicating the findings in a compelling manner so that improvements are brought about.

Particular emphasis will be given to the dynamics, opportunities and threats of outsourcing relationship s and the role of metrics in improving the outcomes of outsourcing for both parties of the agreement.