MSc in Strategic HRM

UNLEASH PEOPLE TALENT AND FULL POTENTIAL
Duration: 18 months/evening classes
Application Deadline: Rolling admissions | next round: September 27, 2017
Start Date: January 2018
Fees: € 12,500

OVERVIEW

Human Resource Management is currently one of the fastest-growing management fields. Organizations are increasingly recognizing the strategic role of human capital for achieving significant business results, sustainable growth and innovation. Our vision is to develop managers with a sharp insight on people issues who will act as agents of transformation and as strategic investors in their organizations’ human capital. HR professionals can make a critical contribution to the process of business value creation. If you share this vision and aspire to play such a role in your organization, our program can help you reach your goals.

 

The MSc in Strategic HRM Is Designed for:

  • The new generation of HR professionals that will act as strategic partners and effectively align people strategies with business strategies.
  • Other professionals in managerial positions who will strategically lead their organizations' human capital and act as coaches to unleash their people's talents and full potential.
  • Strong applications from recent university graduates who wish to launch their career in the HR field will also be considered.

 

Investment in Human Capital pays off:

  • Those companies with a highly engaged workforce improved operating income by 19.2% over a period of 12 months, whilst those companies with low engagement scores saw operating income decline by 32.7% over the same period (Towers Watson).
  • The lost productivity of actively disengaged employees costs the US economy $370 billion annually (Gallup Institute).
  • 70% of Chief Executive Officers consider talent management top strategic priority and believe talent retention is a struggle (PwC Annual Global CEO Survey).
  • 53% of CEOs see skill shortage for key positions as a major challenge (PwC Annual Global CEO Survey).
  • 93% of Chief Financial Officers consider human capital as a critical factor for customer satisfaction (Mercer).

 

Key features of the program

  • Weekday classes between 18:00 – 22:00 (and occasionally weekends), twice a week on average
  • A 18-month program commencing every January
  • Assessment: group reports/presentations, case study analysis, mid-term tests, final exams (18:00 – 21:00)
  • 14 core courses and 8 workshops
  • Dissertation or Internship or Coursework

You may find here more information about the Program's Intended Learning Outcomes.

 

Current Student Profile

HIGHLIGHTS

International Recognition: Accredited by the New England Association of Schools and Colleges (NEASC), accredited from EPAS (European Foundation for Management Development), and Acknowledgement for Full Alignment with the Society for Human Resource Management (SHRM) HR Curriculum Guidebook and Templates.

The quality and academic standing of its faculty, both resident and visiting.

The practical workshops offered within its curriculum in collaboration with field specialists like Korn Ferry / HAY Group. The personal coaching and focus on personal skills through the course of Leadership Development.

The internship opportunities it offers for eligible students, in HR-related positions.

The role of ALBA as a Scientific Coordinator of the BEST WORKPLACES Competition in Greece as well as for the Recruitment Confidence Index (RCI). Participants in the MSc in Strategic HRM have the opportunity to learn the best HR practices as well as the latest labor trends in Greece and Europe.

Opportunities to take courses abroad through student exchange agreements with a large network of top Business Schools worldwide.

CURRICULUM

MSc in Strategic HRM Program Total Year Schedule 2017 - 2018

The School reserves the right to re-examine the structure of all Academic Programs and proceed to any necessary changes on the Total Year Schedules.

Elective Courses: Please choose four of the elective courses. Internship (conditionally upon availability).

1 credit = 3 ECTS

1st Period | January – February

Courses Hours | Credits
Managing People & Organizations
28 | 2 Credits
The course provides an overview of the core areas of management theory and organizational behaviour with a special emphasis on issues of organizational structures, culture and values, employee motivation and job design, leadership and power, group processes as well as organizational learning and knowledge management. It will help participants understand the complex relation between individuals, groups and organizations and will introduce the concepts and the tools for effective management of the human capital. It will also help them understand how they can become change catalysts by performing their leadership role as managers; how they can manage knowledge; how they can inspire people to put extra effort for achieving the organizational vision and for outstanding performance and results. Through case studies, videos and discussion, students will have the opportunity to exercise their critical thinking and build people management skills by applying organizational theory to a broad range of organizational types, settings, and challenges.
Understanding the Business Context
21 | 1.5 Credits
The course consists of two parts: The first part provides in-depth and systematic knowledge of the economic environment of the company, the labor market, the major elements behind labor demand and labor supply, and the main economic issues that relate to the HR function of the firm. The analysis also expands on the economic rationale of HR practices related to evaluation, reward, compensation and promotion in the company. It is also analyzed how different types of labor markets have an impact on the optimal living policies of a company. The second part provides an understanding of the role of accounting and finance function in a business organization. It also enables students to assess the financial implications of key functions and decisions made by the HR Department and estimate the relevant costs and benefits generated by investment decisions of the firm.
Business Writing & Presentation Skills
14 | 1 Credits

2nd Period | March – April

Courses Hours | Credits
Business Strategy
14 | 1 Credits
The course focuses on the analysis and the formulation of business strategy in order to enhance the competitive advantage of a firm.  Two questions are of importance, then: “Where should we compete in” and “How should we compete?” The course elaborates on two strategy perspectives: the external view (e.g., Pest, competitive forces, customers) and the internal analysis (e.g., vision & mission, firm resources, value chain).  The course adopts an integrating view of the firm to examine issues of strategy execution.  The role of the HR professionals in the process of corporate strategy formulation and implementation will also be outlined.
Leadership Development
14 | 1 Credits
Management consists of a set of universal skills that are well understood and trainable. Leadership consists of how each one of us makes a unique difference to the challenges we face with people and projects. It is not about wasting our energy trying to make ourselves more effective by changing our characters. Instead, it is more effective to find new and better ways of ‘being ourselves’ through enhanced insight and skill.  The purpose of this course is to assess and improve your readiness to function well as a leader by making your time at ALBA a self-directed journey of learning and development. The specific objectives are to develop an awareness of the knowledge and skills that underlie leadership effectiveness; to obtain individual-level feedback utilizing some of the best existing assessment instruments; to share feedback on your own and others’ skills and to craft a personal leadership development action plan.
Employee Selection and The War of Talent
28 | 2 Credits
The course provides an overview of basic principles of selection and recruitment, as well as the current trends in that area. It will emphasize the value and the strategic implications of good selection for an organization and it will explain concepts and selection tools, such as job analysis and psychometric testing, interviews, CVs, references etc. It will also cover issues such as on-line recruiting and winning the war for talent, i.e. how companies can attract and retain the best people. An interviewing skills workshop, will complement the knowledge gained through this course and will provide students with skills on preparing, delivering and evaluation a selection interview.

3rd Period | May – June

Courses Hours | Credits
Psychometric Testing Workshop
14 | 1 Credits
The purpose of this workshop is to familiarize the HR postgraduate students with the general principles of Occupational Testing, combined with a short briefing regarding the use of psychometric tools for employee recruitment and selection. This is a two day training course and will provide the participants with the opportunity to become registered Evalion & SHL qualified users of ability tests (Level 1) and to register as users of the OPQ (Level 2).
Strategic Performance Management: Training & Employee Development
14 | 1 Credits
The course addresses issues such as identification of training and development needs through needs assessments (distinguishing formal education, experience and needs assessment situations and challenges), explores competency models (building on other parts of the MSc), exploration of learning theories and adult learning theory. On and off the job learning will be discussed. The course will explore how to design effective training and development programs. Modern elements of T&D design such as e-learning and the general use of technology in T&D, as well as its limitations, will be investigated. Transfer issues will be outlined and approaches that facilitate transfer will be critically assessed. The sessions also cover training evaluation – using Kirkpatrick’s model to look at reaction, knowledge, behavior, organizational impact changes as a result of T&D initiatives – and will cover how to determine return on investment of T&D. In addition, the course covers a broad range of career topics, including modern (boundaryless, protean) and intelligent careers, career pathing (general and linking it to the succession discussion) and career needs analysis. Obviously, it will define modern notions of career, explore the balancing of work/life and present ways in which organizations manage career systems and how they design policies to accommodate work and non-work activities. The professor giving this course is the author of a book on Global Careers and has helped the United Nations and several large Multinational Corporations to design their career (management) systems and will use his substantial experience and insights in the discussion with the students. Using the ICCS – Prof Michael Arthur’s Intelligent Career Card Sort – it will engage students with vocational and career counseling and set up and carry out a career co-coaching activity. The course is a highly interactive seminar that will first explore the fundamentals of training and career development issues. It will then explore leading-edge policies and practices and broaden participants’ perspectives to investigate global training and career approaches. A range of exercises is designed to engage students, allow them to acquire and practice skills related to career issues as well as development and career coaching.
Stategic Performance Management: Appraisal
14 | 1 Credits
The course discusses the performance appraisal process and its link to overall organizational strategy. It also looks at the performance appraisal interview as an integral part of the performance management process. The course aims at generating an understanding of the basics of performance appraisal and performance management systems. It will also raise awareness of the critical decisions made in designing an appraisal system and the role of these decisions in creating an effective appraisal system. It will further provide working knowledge of how to give feedback during a performance appraisal meeting as well as on a daily basis. The course will offer an overview of principles and processes of performance appraisal, and specifically on how an HR manager can communicate to employees how they are performing on the job and establish a plan of improvement. Several performance appraisal methods will be analysed, such as goal setting or management by objectives, 360 degree feedback, behaviourally anchored rating scales (BARS) and many other techniques.
Labor Relations & the Legal Aspects of HRM
14 | 1 Credits
This course explores issues on trade unions (e.g., structure, environment and impact) and the negotiation processes, as well as collective bargaining agreements (e.g., management rights, union security, dispute resolution) established between management and trade union members. Legal issues of HR will also be presented by Greek Law practitioners.
Managing Diversity Workshop
7 | 0.5 Credits
Diversity is a key feature of modern organizations that manifests itself in various forms, from personality and work style to all of the visible dimensions such as race, age, ethnicity or gender, to secondary influences such as religion, socioeconomics and education. The management of diversity has evolved from handling anti-discrimination compliance issues to leveraging diversity for competitive advantage. Today the impetus behind workplace diversity is that of inclusion and the business case, i.e., embracing and leveraging differences for the benefit of the organization. Research has shown the link between diversity management and a series of organizational benefits, such as talent attraction and retention, creativity and innovation enhancement, capitalization of broader markets and access to diverse customer bases, organizational flexibility and learning. The workshop summarizes the evolution of diversity and inclusion management in organizational contexts, helps students become aware of their own biases and stereotypes and outlines key diversity management practices for building an inclusive organizational culture.

4th Period | September – October

Courses Hours | Credits
Strategic Performance Management: Rewards Management
28 | 2 Credits
This course focuses on the strategic importance of total compensation and its relevance for achieving sustainable competitive advantage. It will cover major compensation issues and real-business applications that illustrate new developments in compensation practices as well as established approaches to compensation decision making. Attention is given to the changing nature of compensation and benefits, changing expectations of employees and competitive needs of employers and evolving trends in performance and pay realignment to the strategic objectives of the organization. The course provides an understanding of approaches to employee rewards management within the context of Business Strategy and Human Resources Strategy, balancing choices and consequences. It also offers a comprehensive overview of integrated compensation elements, how they link, what they drive and the techniques to manage them. The course provides each student with an experiential opportunity to develop the subject-specific skills necessary to design and understand the performance based compensation and benefit programs for their organization.
Leading & Managing Change
14 | 1 Credits
In today's rapidly changing business environment, companies must constantly adapt to change in order to survive and prosper. This course aims at offering students the knowledge and skills they will need to face the challenges of organizational change. It examines the innovative and adaptive capabilities of organizations, the reasons people may resist change, and introduces models of the change process and how it could be managed effectively. The course focuses on specific concepts, theories and tools of change management and identifies common mistakes, pitfalls and reasons of failure for change initiatives as well as the factors underlying the successful management of change projects.
Job Evaluation Workshop
7 | 0.5 Credits
Through the years, Job Evaluation methodology has been widely used to analyse, clarify and value work within organizations, with a primary aim to link the measured contribution of jobs with pay arrangements. Nowadays, the extended know how consolidated through the study of a significant variety of organizations, provide Hay Group with the insight to move forward. The systematic mapping of roles and structures through the elements of Job Evaluation, reveals a new perspective for identifying bottlenecks and gaps in organizations. Through the advanced application of job evaluation, areas for improvement interventions can be spotted to ensure optimization of hierarchical and lateral synergies. This course is intended for individuals who want to build on the Job Evaluation skills, as well as learn the linkages of Hay Job Evaluation to other HR functions. As such it is designed for professionals who are accountable for valuing work in their organizations, including compensation management, organization effectiveness and Human Resources development.
HR Scorecard Workshop
7 | 0.5 Credits
This workshop explains the basic principles of the HR scorecard and it will provide a step-by-step guide on how to use it in an organization.    Experienced consultants from Hay Group S.A. will deliver this workshop in a practical and innovative way.

5th Period | November – December

Courses Hours | Credits
Research Methodology & Statistics
28 | 2 Credits
Research Methodology and Statistics comprise a wide set of tools and procedures that allow organizations to develop a more systematic understanding of the nature and characteristics of their internal and external environments and any problems or issues associated with these. The course aims at providing students with actionable knowledge over the tools and procedures of business research so as to allow them devise and run organization-wide research projects. The knowledge from this class will help inform students how to read and understand research reports, analyze and interpret results, prepare a research design, and finalize a research project. Students will also demonstrate their grasp of the fundamentals of research by developing and presenting the results of a comprehensive research project. Students will conduct their research by developing a management dilemma - research question(s) hierarchy, an appropriate research design (with hypothesis testing), and by collecting data, conducting the data analyses, and presenting the findings and conclusions.
International HR Strategies
14 | 1 Credits
The course focuses extensively on the role of the HR department as a core strategic player in the management board and on how an organization can achieve competitive advantage through people by building HR competencies and capabilities. An overview of several models of International Strategic HRM will be provided, such as the business-oriented and the strategic fit model, but the emphasis is on its practice, i.e., on formulating, implementing and evaluating an HR strategy and the processes by which S-HRM strategies reflect back and advance the general corporate strategy.
Conflict Management Workshop
7 | 0.5 Credits
Despite its negative connotation conflict invariably appears in the workplace and it is not necessarily counterproductive. As with all other inevitabilities, therefore, a critical aspect of harmonious and productive organizational life is to learn to manage conflict. This workshop aims to focus further on the intricacies of conflict in the workplace with dual emphasis on the identification of conditions under which conflict in the workplace is productive and the resolution of counterproductive conflict. The ultimate goal is harmonious and productive interdependence, to the extent possible.
Assessing Behaviors in the Workplace Workshop
7 | 0.5 Credits
This workshop will train participants in Focused Behavioral Interviewing (FBEI), one of the most reliable methods in assessing behaviors in the working environment. They will have the chance to learn and practice on the methodology of FBEI, under the close guidance of experienced practitioners.

6th Period | January – February

Courses Hours | Credits
Strategic HR
28 | 2 Credits
Managing human resources is becoming increasingly important as a result of globalization, and rapid technological, economic, social and workforce changes. To manage human resources strategically, ethically and effectively, students must be knowledgeable about the key concepts and techniques as well as the controversies and challenges facing organizations in the process of effective people management. This is often considered as the single most important organizational asset and a potential source of competitive advantage. The course introduces students to strategic human resource management as a field of theoretical study and professional practice.  It examines topics such as the nature of HRM, its vital link with business strategy and the impact on organizational and employee outcomes, high performance work systems and the problem of diffusion. It is focused on the application of strategic management theories such as the resource-based view of the firm and institutional theory on the strategic management of human resources. The course aspires that students comprehend the complexities associated with the strategic management of HRM and are capable of evaluating why and how HRM contributes to organizational performance through its ‘soft’ and ‘hard’ versions. Students will also be expected to grasp the ‘critical’ view of people management in organizations and discuss relevant challenges and recommendation.
Business Ethics & Corporate Social Responsibility
14 | 1 Credits
Understanding the ethical basis of human behaviour is of fundamental importance for building commitment to organizational goals and for imparting integrity and a sense of the common good in organizational members. The course examines a broad array of matters relating to ethics, including: individual and organizational obstacles to ethics; ethics information processing methods and judging theories; an action-learning framework for ethics leadership; adversarial win-lose ethics methods; integrative win-win ethics methods; dialogic transcendent ethics method; reflection and developing personal and contingency ethics leadership approaches; developing on ethics leadership action-learning plan.

Elective Courses | March - June

Courses Hours | Credits
In Search of Phronesis
14 | 1 Credits
This course explores in some detail Aristotle’s concept of phronesis and seeks to link it with contemporary theories of human judgment and leadership. It does so through the study of some classic pieces of literature and philosophy. The human condition is characterized by contradiction, conflicting loyalties and priorities, is plagued by meaninglessness and a sense of throwness. To lead other human beings one needs a high degree of maturity, an intuitive grasp of the human condition, and a developed sense of judgment, all of which are uniquely dealt with in art and philosophy, especially in Greek tragedies and the works of Shakespeare. Similarly, great pieces of contemporary literature are wonderful guides to explore the complexity of the human condition and its implications for leadership.
Creativity & Innovation
14 | 1 Credits
Creativity and innovation are career and business imperatives in the fluid and highly competitive economy of the 21st century. The explosion of creative industries in recent decades have turned innovation into a critical success factor in any form of work that involves the imagination, aesthetics, emotion, invention, or/and problem solving. With the advent of the knowledge economy, creativity has also become a cardinal aspect of managerial jobs. Creative problem solving, creative responses to contextual variability, improvisation, and the ability to generate original and bold ideas are defining elements of career success. This course provides students with the knowledge, skills and insights for discovering and practicing creativity in organizations, groups, and one's own career. The fourfold structure of the course entails: (a) cutting-edge knowledge about such topics as developing creative capabilities, managing creative people,  crafting creative work environments, and turning creative ideas into winning innovations; (b) concrete insight on practice through over 100 mini cases, examples and illustrations of creative accomplishment and innovation in business and society; (c) valuable "insider insight" about selected creative industries through direct interaction with guest speakers of notable creative achievement; and (d) practical application and the opportunity to act creatively during the course through brief interactive exercises and a major creative group assignment.
Negotiations
14 | 1 Credits
In the wide sense of the term, negotiating with others (both partners and rivals) is a necessary feature of all managerial jobs. In this course students are introduced into the fundamentals of effective negotiations: how to think strategically, what tactics to engage in, and what goals to aim at. The objective of this course is to improve participants’ ability to avoid traps in negotiations and help them see their range of rational options (and their ramifications) in particular situations. The course is designed to provide participants a conceptual framework for preparing and conducting negotiation, and to give them some experience in using this framework.
Psychoanalyzing Organizations
14 | 1 Credits
This course introduces the concepts and theories of psychoanalysis and develops an understanding of organizational processes using these concepts and theories. It emphasizes theories of psychoanalysis such as unconscious, repression, narcissism, symbolism and sublimation, and explores some psychoanalytic contributions to the study of culture and folklore. The course puts organizations on the couch as it were, examining how psychoanalytic interpretations can elucidate phenomena of organizational symbolism and culture, exploring the relationship between leaders and followers, and the limits of organizational control.
Managing the Family Enterprise
14 | 1 Credits
The aim of this course is to improve students’ skills in the management of family owned and run enterprises, paying special attention to critical processes in such ventures, such as succession, managing the family / business ownership / business management triangle, and dealing with in-family conflict. The course proposes specific, practical strategies and techniques for addressing the inherent disadvantages of family firms, whilst building on their special strengths. This course is of special value to students who are working in - or considering working in - their own family business. It is also helpful for the many students who work in or with one of Greece’s many family enterprises. Students who are considering entrepreneurship as a career option can also prepare themselves for family-related issues, by taking this course.
OR
Dissertation
56 | 4 Credits
The Dissertation is a research project of a student’s special interest in a faculty member’s area of expertise. The students will have the opportunity to construct a detailed plan of a research project; to review specific literature on the selected topic; to identify relevant research questions from the literature; to be able to turn general research questions into empirical ones; to select and justify an appropriate research design; to select and employ suitable methods or techniques to investigate the empirical questions; to analyze financial or social data and to write a report covering a review of the relevant literature, the research questions, an explanation and justification of the design, a description of the conduct and analysis of the research, and a discussion of the findings in relation to the literature and methodological issues.
OR
Internship
56 | 4 Credits
An Internship brings together the academic with the business world, providing benefits both to students and to companies.  It has the status of a course, hence it is an obligatory requirement for the fulfilment of the M.Sc. Degree, it carries credits and it is graded.  The expected duration is three (3) months, from beginning May to end July.  The benefits for students include the opportunity for the blending of academic and on-the-job learning; the use of the explicit knowledge gained during the program, the attainment of tacit knowledge, the development and diversification of skills, the acquisition of work experience, the identification and/or refinement of career goals, the creation and/or development of a professional network.  The benefits for companies include the opportunity to meet some company needs with highly qualified and motivated students, the identification of talent for potential future employment, the enrichment of current perspectives and practices with the intern’s novel ideas, the enhancement of social responsibility activities.

FACULTY

The Professors

Academic Director
card-img
Dionysis Dionysiou Associate Professor of Organization and Management

Dr. Dionysiou teaches courses in the areas of Organizational Behavior, Organizational Change, and Business Excellence. His research interests focus on processes of organizing and sensemaking, organizational change and adaptation, and the management of organizations operating in high-velocity, uncertain environments.

alba profile link
Course Faculty
Group Head of Selection and Development, Eurobank view more
Professor of International Business and Strategy view more
Evangelia Baralou Academic Director of the MSc in Tourism Management
Senior Lecturer in Organisation Studies, Open University, UK view more
Michael Dickmann Director of the Cranfield University Masters in Management / Editor of The International Journal of Human Resource Management
Professor of International Human Resource Management, Cranfield School of Management view more
Professor of Management & Express Employment Professionals Professor, Portland State University view more
Professor of Organizational Behavior and Human Resources Management, The Stavros Costopoulos Chair in Human Resource Management view more
Professor of Organization Studies, University of Bath School of Management view more
Christos Koritos Academic Director of the MSc in Marketing
Assistant Professor of Marketing view more
Kyriakos Kyriakopoulos Associate Dean of Academic Programs Enrollment; Academic Director of Executive MBA Academic Director of ALBA - Eurobank MBA in Financial Services
Professor of Strategy and Marketing view more
Professor of Organizational Behavior view more
Professor, Boston College view more
Associate & People Solution Designer, ExpertConsulting-hr view more
Associate Professor of Human Resource Management, Deree College at the Americal College of Greece (joint appointment) view more
Assistant Professor of Strategy view more
Stefanos Zarkos Academic Director of the MSc Programs: MSc in Finance; MSc in International Business & Management; MSc in Business for Lawyers; MSc in Entrepreneurship
Associate Professor in the Practice of Finance view more

CAREER

 

Upon the completion of the Programme students will be able to:

  • Communicate effectively using a range of media.
  • Manage time effectively, demonstrate initiative and personal responsibility for their work.
  • Work effectively as part of a team.
  • Demonstrate self-awareness and the ability to reflect on experience and to plan and carry out continuous personal development.

SCHOLARSHIPS

Scholarships Scheme

You can secure pre-approval of your scholarship, before you apply for admission to the MBA or MSc program of your choice.

Apply for scholarship

GMAT Scholarships

 Those candidates who bring GMAT score from 700 and above, will be granted a scholarship of 60% of the total tuition fees for all MBA and MSc's (Excluding the Executive MBA, Double Masters for Lawyers and the MSc in ISF Programs). Candidates with high GMAT bellow 700 are also eligible for smaller scholarships.

AHEAD Scholarships for Micro Enterprises

The ALBA Hub for Entrepreneurship and Development (AHEAD) offers one partial scholarship for any of the Academic Programs at ALBA aimed at prospective students from competitive micro enterprises. (Executive MBA, MSc in ISF and Double Masters for Lawyers candidates are not included). Scholarship is  open to entrepreneurs, involved family members and managers from micro businesses with less than 10 employees.

Next Generation Family Business Scholarship

ALBA Graduate Business School offers two partial scholarship  for any of the Academic Programs at ALBA (Executive MBA, MSc in ISF and Double Masters for Lawyers candidates are not included) to a member of the next generation of a family business. It aims to encourage growth and succession in Greek family businesses, and support upcoming business leaders so that they can excel in such a demanding role.

SEV (Hellenic Federation of Enterprises) Scholarships

SEV (Hellenic Federation of Enterprises) offers five (5) partial scholarships for graduate studies at ALBA.

Scholarships are open only for the academic year 2017 – 2018, will cover 40% of total fees and are addressed exclusively to Small and Medium Enterprises – members of SEV, offered as rewarding services to the members of the Federation.

Applications can be submitted online at https://applications.alba.edu.gr/ with the indication “SEV scholarship” noted at the field Scholarship-Financial Aid.

Note that the evaluation of applications and the final selection will be made from ALBA Graduate Business School at The American College of Greece.

All applicants need to meet the eligibility criteria of the program they apply for and to go through the standard admission procedure and personal interview.

For any additional information applicants can contact Ms. Antonina Kalkavoura at 210 8964531 (ext. 2253) or through e-mail at akakalvo@alba.edu.gr.

The Chris Argyris Scholarship in Organization Behavior

This scholarship is established in memory of the late Harvard Professor and Member of ALBA’s Academic Council Chris Argyris, the James Bryant Conant Professor of Education and Organization Behavior.  It includes two (2) partial scholarships amounting to 50% of total tuition fees, to be  offered to a student of MSc in SHRM with excellent academic performance & potential and financial need.

23th Economia Competition

Partial scholarship to all members of the winning team of the “Economia” competition for any of the below stated MSc Programs:

  • MSc in Strategic Human Resources Management
  • MSc in International Business and Management
  • MSc in Finance
  • MSc in Marketing
  • MSc in Business for Lawyers
  • MSc in Shipping Management
  • MSc in Tourism Management
  • MSc in Entrepreneurship

ADMISSION REQUIREMENTS

To be considered for admission, candidates must:

  • Hold a bachelor’s degree; - Provide evidence of excellent command of the English language;
  • Need to be currently employed or self-employed
  • A minimum GMAT score of 500 and above (or a GRE score of 152 and above) will strengthen the application for the MSc in Strategic HRM program. In cases of “weak” academic background and after the faculty evaluation of the file, the Academic Committee reserves the right to conditionally accept an applicant for the MSc in Strategic HRM program, upon bringing a GMAT score of 500 and above (or a GRE score of 152 and above) before registering to the program.

 

Candidates must submit:

  • The completed application form, including one recent photograph in jpeg format;
  • Two letters of recommendation in Greek or in English language.
  • Official Academic Transcripts as well as Certified copies of degrees from each undergraduate, graduate or professional degree earned;
  • Proof of competence in the English language (unless schooled in English), e.g. Proficiency or TOEFL or IELTS.
  • Three Essays, as indicated in the Application form;
  • Receipt of the non-refundable application fee's [€60] deposit

Click here to download the details for admission.

To learn more about academic policy, course credit policy, fees policy and rules for student conduct read the Academic Regulations.

REQUEST A BROCHURE

Request a brochure

Fill out this form to get your copy of our brochure and the contact information of our the Admissions department for further information.

Request a brochure

Details

CONTACT

Get in touch with us
card-img
Sophie Dimitriadou Program Manager 

We urge applicants to request further information or to come for a meeting at our downtown campus, in order to better understand their profile and motivations.

Just fill out and submit the form below and we will respond to you as quickly as possible.

Tel.: +30 210 89.64.531-8

Fax: +30 210 89.63.302

e-mail: mshrm@alba.edu.gr

Fill out the form Just submit the form below and we will respond to you as quickly as possible.

Get in touch with us

Contact Form
Message

Let's meet

INFO
SESSIONS

Join the upcoming session and learn more about our Programs.

READ MORE
ADD FOCUS

Take the ALBA diagnostic test to Add Focus to your Career.

READ MORE
BE OUR
GUEST

Judge for yourself and attend a lecture!

READ MORE
STUDENT
FOR A DAY

Experience what studying at ALBA is like!

READ MORE
MAKE AN
APPOINTMENT

Visit our campus and receive advice and guidance for your studies.

READ MORE