Management of human resources: people, data and intelligent technologies
In-person programme
Management of human resources: people, data and intelligent technologies
Course sheet
A.Y. 2026/2027
Master programme
LM-77 R - Scienze economico-aziendali
The Master's degree programme in Management of Human Resources: People, Data and Intelligent Technologies provides knowledge relating to the organisation and management of human resources, combined with specific expertise in economics, sociology, law and psychology, which are key to this professional field. The programme focuses on the knowledge required to manage the relationship between an organisation's strategy and objectives and the people working within it. The professional field of human resources management offers various potential career paths, such as the generalist HR Business Partner, the Specialist in a Centre of Expertise, or the strategic consultant, all of which require certain shared, highly multidisciplinary skills and the opportunity to specialise according to one's personal inclinations.
The ongoing changes in the world of work and organisations make it necessary to consider new issues facing those working in human resources management, such as:
- new technologies that are changing the nature of work and organisational models, requiring new skills from human resources professionals;
- the transformation of the meanings people associate with work during a period of profound cultural and social change;
- the importance of sustainability objectives and alignment with the SDGs of the UN Agenda;
- the dematerialisation of work and the redesign of workplaces and workspaces.
The impact of these new issues calls for a particular focus on multidisciplinarity, combined with the operational integration of different disciplines to tackle new problems that cannot be addressed by a single approach. The programme trains professionals to work in human resource management with an integrated and comparative perspective within institutions and organisations operating both nationally and globally. The course?s distinctive features, in addition to its professional focus - unique within the Italian educational landscape - include its comparative and global approach, the role of analytical and research methodologies, the multidisciplinary approach of the teaching staff, the strong connection with the professional world of human resources, and the adoption of a practice-based training model (learning by doing and inquiry-based teaching and learning). The structure of the programme takes into account that the field of human resources requires, in order to operate effectively, an understanding of various disciplines relating to different aspects of the employment relationship, which are addressed in the chronological progression of the course during the first phase (the first two terms of the first year). In detail, students will study the following key areas:
- labour economics and personnel economics, to understand the relationship between corporate policies, labour market dynamics and the economic aspects of people management;
- human resources, to understand the relevant professional field;
- data analysis, to prepare students to use data in human resources decision-making;
- labour law from a comparative perspective to understand the essential elements of the regulation of the employment relationship;
- occupational psychology and organisational behaviour to understand the implications related to human nature in work contexts;
- information and communication technologies to understand how data is collected and used for people management.
In the second year, students can choose from various specialisation pathways corresponding to different aspects of their chosen specialisations, focusing more on economics or on sociology and psychology. Overall, therefore, the course provides a foundation in the various subject areas that contribute to the definition of professional roles within this business sector, and then gradually introduces elements of specialisation or focus, leaving ample scope for work placements and the development of the final dissertation, which traditionally takes the form of projects within organisational contexts. The course schedule takes into account the overall balance of students' workload and the existence of background disciplines, such as labour economics, labour law, statistics, occupational psychology, information technology and organisation, which influence knowledge of the relevant sector.
The ongoing changes in the world of work and organisations make it necessary to consider new issues facing those working in human resources management, such as:
- new technologies that are changing the nature of work and organisational models, requiring new skills from human resources professionals;
- the transformation of the meanings people associate with work during a period of profound cultural and social change;
- the importance of sustainability objectives and alignment with the SDGs of the UN Agenda;
- the dematerialisation of work and the redesign of workplaces and workspaces.
The impact of these new issues calls for a particular focus on multidisciplinarity, combined with the operational integration of different disciplines to tackle new problems that cannot be addressed by a single approach. The programme trains professionals to work in human resource management with an integrated and comparative perspective within institutions and organisations operating both nationally and globally. The course?s distinctive features, in addition to its professional focus - unique within the Italian educational landscape - include its comparative and global approach, the role of analytical and research methodologies, the multidisciplinary approach of the teaching staff, the strong connection with the professional world of human resources, and the adoption of a practice-based training model (learning by doing and inquiry-based teaching and learning). The structure of the programme takes into account that the field of human resources requires, in order to operate effectively, an understanding of various disciplines relating to different aspects of the employment relationship, which are addressed in the chronological progression of the course during the first phase (the first two terms of the first year). In detail, students will study the following key areas:
- labour economics and personnel economics, to understand the relationship between corporate policies, labour market dynamics and the economic aspects of people management;
- human resources, to understand the relevant professional field;
- data analysis, to prepare students to use data in human resources decision-making;
- labour law from a comparative perspective to understand the essential elements of the regulation of the employment relationship;
- occupational psychology and organisational behaviour to understand the implications related to human nature in work contexts;
- information and communication technologies to understand how data is collected and used for people management.
In the second year, students can choose from various specialisation pathways corresponding to different aspects of their chosen specialisations, focusing more on economics or on sociology and psychology. Overall, therefore, the course provides a foundation in the various subject areas that contribute to the definition of professional roles within this business sector, and then gradually introduces elements of specialisation or focus, leaving ample scope for work placements and the development of the final dissertation, which traditionally takes the form of projects within organisational contexts. The course schedule takes into account the overall balance of students' workload and the existence of background disciplines, such as labour economics, labour law, statistics, occupational psychology, information technology and organisation, which influence knowledge of the relevant sector.
Name of the role: Human Resources Business Partner
Role within the workplace and key responsibilities:
Their primary responsibilities include managing relationships with managers, managing staff relations, managing the interface between human resources management systems and procedures and staff, supporting strategic decisions regarding human resources implications, managing and implementing staff administrative procedures, and managing or supporting the planning and budgeting process. As the role evolves, it may take on an increasingly managerial and coordinating role, eventually leading to the position of Senior HR Leader.
Skills associated with the role:
Knowledge of human resources management systems and their characteristics, relationship management and organisational behaviour, negotiation and interpersonal communication in complex contexts, administration and accounting, business strategy, data analysis and interpretation.
Career prospects:
Career opportunities are primarily found in the Human Resources and Organisation departments of large companies with a global presence, both Italian and international, which are consistently the main employers, with a high degree of mutual satisfaction. Furthermore, another career path is represented by consultancy firms specialising in strategic reorganisation and organisational design, as well as human resources management in Italy and abroad. Less significant in terms of numbers but still present are recruitment agencies and headhunting firms.
Name of the role: Human Resources Specialist
Role within the workplace and key responsibilities:
Their main responsibilities include managing the design of human resources management systems, independently managing certain specialist human resources management processes, managing the interface between human resources management systems and procedures and staff, managing and training staff on administrative procedures, and managing or supporting the planning and budgeting process. As the role evolves, it may take on an increasingly managerial and coordinating role, eventually leading to the position of Senior HR Specialist in various functional areas of human resources management.
Skills associated with the role:
Knowledge of human resources management systems and their characteristics, negotiation and interpersonal communication in complex contexts, administration and accounting, business strategy, data analysis and interpretation, organisational design, change management.
Career prospects:
Career opportunities are primarily found in the Human Resources and Organisation departments of large companies with a global presence, both Italian and international, which are consistently the main employers, with a high degree of mutual satisfaction. Furthermore, another avenue is represented by consultancy firms specialising in strategic reorganisation and organisational design, as well as human resources management in Italy and abroad. Less significant in terms of numbers but still present are recruitment agencies and headhunting firms.
Name of the professional role: Organisational Consultant
Role in a work context and skills:
Conducting analyses and in-depth studies aimed at diagnosing organisational functioning, defining action plans and implementing them.
Skills associated with the role:
Knowledge of organisational systems, human resource management and their characteristics, negotiation and interpersonal communication in complex contexts, administration and accounting, business strategy, data analysis and interpretation, organisational design, change management.
Career prospects:
Career opportunities lie with consultancy firms specialising in strategic reorganisation and organisational design, as well as human resources management in Italy and abroad. Less common but still present are recruitment agencies and headhunting firms.
Name of the professional role: Digital HR & Innovation Specialist
Role in a work context and skills:
Their primary responsibilities involve managing the implementation of new technologies within the HR function, with a particular focus on innovation in tools and practices.
Skills associated with the role:
Knowledge of human resources management systems and their characteristics, relationship management and organisational behaviour, negotiation and interpersonal communication in complex contexts, change management, innovation, digital technologies, AI.
Career prospects:
Career opportunities are primarily found in the Human Resources and Organisation departments of large companies with a global presence, both Italian and international, which are consistently the main employers, with a high level of mutual satisfaction. Furthermore, another career path is represented by consultancy firms specialising in strategic reorganisation and organisational design, as well as human resources management in Italy and abroad. Less common but still significant destinations include recruitment agencies and headhunting firms.
Name of the professional role: HR Analytics Specialist
Role within the workplace and key competencies:
The role primarily involves setting up frameworks for data collection and management, conducting ad hoc data analysis, and establishing structured reporting systems for company personnel.
Skills associated with the role:
Knowledge of human resources management systems and their characteristics, relationship management and organisational behaviour, negotiation and interpersonal communication in complex contexts, change management, innovation, statistical analysis, and organisational analysis tools and methodologies.
Career prospects:
Career opportunities are primarily found in the Human Resources and Organisation departments of large companies with a global presence, both Italian and international, which are consistently the main employers, with a high degree of mutual satisfaction. Furthermore, another career path is represented by consultancy firms specialising in strategic reorganisation and organisational design, as well as human resources management in Italy and abroad. Less significant in terms of numbers but still present are recruitment agencies and headhunting firms.
Role within the workplace and key responsibilities:
Their primary responsibilities include managing relationships with managers, managing staff relations, managing the interface between human resources management systems and procedures and staff, supporting strategic decisions regarding human resources implications, managing and implementing staff administrative procedures, and managing or supporting the planning and budgeting process. As the role evolves, it may take on an increasingly managerial and coordinating role, eventually leading to the position of Senior HR Leader.
Skills associated with the role:
Knowledge of human resources management systems and their characteristics, relationship management and organisational behaviour, negotiation and interpersonal communication in complex contexts, administration and accounting, business strategy, data analysis and interpretation.
Career prospects:
Career opportunities are primarily found in the Human Resources and Organisation departments of large companies with a global presence, both Italian and international, which are consistently the main employers, with a high degree of mutual satisfaction. Furthermore, another career path is represented by consultancy firms specialising in strategic reorganisation and organisational design, as well as human resources management in Italy and abroad. Less significant in terms of numbers but still present are recruitment agencies and headhunting firms.
Name of the role: Human Resources Specialist
Role within the workplace and key responsibilities:
Their main responsibilities include managing the design of human resources management systems, independently managing certain specialist human resources management processes, managing the interface between human resources management systems and procedures and staff, managing and training staff on administrative procedures, and managing or supporting the planning and budgeting process. As the role evolves, it may take on an increasingly managerial and coordinating role, eventually leading to the position of Senior HR Specialist in various functional areas of human resources management.
Skills associated with the role:
Knowledge of human resources management systems and their characteristics, negotiation and interpersonal communication in complex contexts, administration and accounting, business strategy, data analysis and interpretation, organisational design, change management.
Career prospects:
Career opportunities are primarily found in the Human Resources and Organisation departments of large companies with a global presence, both Italian and international, which are consistently the main employers, with a high degree of mutual satisfaction. Furthermore, another avenue is represented by consultancy firms specialising in strategic reorganisation and organisational design, as well as human resources management in Italy and abroad. Less significant in terms of numbers but still present are recruitment agencies and headhunting firms.
Name of the professional role: Organisational Consultant
Role in a work context and skills:
Conducting analyses and in-depth studies aimed at diagnosing organisational functioning, defining action plans and implementing them.
Skills associated with the role:
Knowledge of organisational systems, human resource management and their characteristics, negotiation and interpersonal communication in complex contexts, administration and accounting, business strategy, data analysis and interpretation, organisational design, change management.
Career prospects:
Career opportunities lie with consultancy firms specialising in strategic reorganisation and organisational design, as well as human resources management in Italy and abroad. Less common but still present are recruitment agencies and headhunting firms.
Name of the professional role: Digital HR & Innovation Specialist
Role in a work context and skills:
Their primary responsibilities involve managing the implementation of new technologies within the HR function, with a particular focus on innovation in tools and practices.
Skills associated with the role:
Knowledge of human resources management systems and their characteristics, relationship management and organisational behaviour, negotiation and interpersonal communication in complex contexts, change management, innovation, digital technologies, AI.
Career prospects:
Career opportunities are primarily found in the Human Resources and Organisation departments of large companies with a global presence, both Italian and international, which are consistently the main employers, with a high level of mutual satisfaction. Furthermore, another career path is represented by consultancy firms specialising in strategic reorganisation and organisational design, as well as human resources management in Italy and abroad. Less common but still significant destinations include recruitment agencies and headhunting firms.
Name of the professional role: HR Analytics Specialist
Role within the workplace and key competencies:
The role primarily involves setting up frameworks for data collection and management, conducting ad hoc data analysis, and establishing structured reporting systems for company personnel.
Skills associated with the role:
Knowledge of human resources management systems and their characteristics, relationship management and organisational behaviour, negotiation and interpersonal communication in complex contexts, change management, innovation, statistical analysis, and organisational analysis tools and methodologies.
Career prospects:
Career opportunities are primarily found in the Human Resources and Organisation departments of large companies with a global presence, both Italian and international, which are consistently the main employers, with a high degree of mutual satisfaction. Furthermore, another career path is represented by consultancy firms specialising in strategic reorganisation and organisational design, as well as human resources management in Italy and abroad. Less significant in terms of numbers but still present are recruitment agencies and headhunting firms.
The MHR program offers the opportunity of attending part of the program in another European country, being part of the Network EMLS - European Master in Labour Studies (https://www.emls-mest.eu), established in 1993 in Toulouse.
Currently, this European inter-university network operates in eleven European countries (Belgium, France, Germany, Ireland, Italy, Portugal, Romania, Slovenia, Spain, The Netherlands, United Kingdom), and involves 13 member universities, among the most prestigious in this field: London School of Economics (UK); Universidad Autonoma de Barcelona (ES); Universität Bremen (DE)· Université Catholique de Louvain (BE); University College -Dublin (IE); Università degli Studi di Firenze (IT); Université de Toulouse 1 Capitole- Toulouse (FR); Universität Trier (DE); Warwick University (UK);· Universiteit van Amsterdam (NL); Instituto Superior de Ciencias do Trabalho-ISCTE Lisboa (PT); University of Ljubljana (SL); Università degli Studi di Milano (IT).
The overall objective of the network has been to establish a joint curriculum, with a distinctive focus on Europe, to promote a comparative approach in research and education in the field of Labour Studies and to foster student mobility and collaboration in research. To this end, member universities have each developed a similar, comparable, multidisciplinary program, which provides multidisciplinary training in labour studies (labour economics, labour sociology, labour psychology, labour law, labour politics, HRM).
Currently, this European inter-university network operates in eleven European countries (Belgium, France, Germany, Ireland, Italy, Portugal, Romania, Slovenia, Spain, The Netherlands, United Kingdom), and involves 13 member universities, among the most prestigious in this field: London School of Economics (UK); Universidad Autonoma de Barcelona (ES); Universität Bremen (DE)· Université Catholique de Louvain (BE); University College -Dublin (IE); Università degli Studi di Firenze (IT); Université de Toulouse 1 Capitole- Toulouse (FR); Universität Trier (DE); Warwick University (UK);· Universiteit van Amsterdam (NL); Instituto Superior de Ciencias do Trabalho-ISCTE Lisboa (PT); University of Ljubljana (SL); Università degli Studi di Milano (IT).
The overall objective of the network has been to establish a joint curriculum, with a distinctive focus on Europe, to promote a comparative approach in research and education in the field of Labour Studies and to foster student mobility and collaboration in research. To this end, member universities have each developed a similar, comparable, multidisciplinary program, which provides multidisciplinary training in labour studies (labour economics, labour sociology, labour psychology, labour law, labour politics, HRM).
Attendance is strongly recommended
Enrolment
The programme is intended for top-level Italian and international students and is subject to rigorous analysis of admission requirements.
Applicants should have a bachelor's degree or equivalent, strong interest and/or previous studies in economics, management, sociology, political sciences or related subjects; undergraduate or graduate training in mathematics and quantitative methods or a strong motivation to quickly fill their gaps in these fields; a sound knowledge of spoken and written English.
The evaluation process will consider the applicants prior academic records and their consistency with the above-mentioned criteria. Admission is based on academic excellence.
Eligible candidates must meet the following requirements:
a) Applicants who have obtained their bachelor's degrees from Italian Universities are eligible for admission if they hold a 'laurea' degree pertaining to any one of the "classi di laurea" (degree classes) listed below under the heading "Note 1". Applicants who have completed their undergraduate studies at foreign universities are eligible for admission if they hold a bachelor's degree in economics, political science, or other broadly related subjects (from history to industrial engineering, from management to mathematics, from philosophy to sociology, and so on), provided that their bachelor's degree may be regarded as equivalent to one of the Italian "laurea" degrees listed below (Note 1).
b) All candidates holding a different bachelor's degree from the ones listed in Note 1 must have earned at least 18 ECTS in economics, business management, mathematics/ statistics or law. The ECTS credit value of foreign applicants undergraduate studies will be assessed by the MHR admissions committee. Applicants holding an Italian bachelor's degree must have earned the required credits within the set of admissible "settori scientifico-disciplinari" (disciplinary scientific sectors) listed below under the heading "Note 2". Applicants who have completed their undergraduate studies at foreign universities must exhibit a comparable academic record or competence in logic, statistics and mathematics.
c) Proficiency in English at level B2 or higher according to the Common European Framework of Reference for Languages (CEFR) is required for admission.
The B2-level requirement will be ascertained by the University Language Centre (SLAM) upon admission as follows:
- Valid language certificate at B2 level or higher, issued no more than three years before the application date. The list of language certificates recognized by the University is available at https://www.unimi.it/en/node/39322 .The certificate must be uploaded when submitting the online application;
- English level achieved during a University of Milan degree programme and certified by the University Language Centre (SLAM) no more than four years before the application date, including levels based on language certificates submitted by the applicant during their Bachelor's degree at the University of Milan. Verification will be carried out automatically, no documents need to be uploaded.
- Entry test administrated by the University Language Centre (SLAM) according to the calendar published on the website: (https://www.unimi.it/en/node/39267/)
Applicants who fail to submit a valid certificate or do not meet the required proficiency level will be instructed during the admission procedure to take the Entry test.
Applicants who do not take or pass the Entry test will be required to obtain a language proficiency certificate recognized by the University (see https://www.unimi.it/en/node/39322) and submit it to SLAM via the InformaStudenti service by the deadline set by the master's degree programme (https://www.unimi.it/en/node/39267/).
Applicants who fail to meet the requirement by said deadline will not be admitted to the master's degree programme and may not sit any further tests.
d) Admission will be awarded on the basis of academic merit, coherence of their previous curriculum with the learning objectives of the Master's degree in Management of Human resources, and a test to ascertain their basic knowledge in some core areas (Organization theories and individual-organization relationship; Research methodology/descriptive statistics; Labour economics; Labour law).
Applicants might be interviewed for admission. Each applicant will have to submit, together with the application, a detailed curriculum vitae (CV). Failing to provide the above-mentioned documentation, the applicant will be excluded from the admission procedure.
Please, fill in the CV template available here: https://mhr.cdl.unimi.it/en/enrolment
More information about the admission criteria and procedure, including the test of basic knowledge, is available at the following link: https://mhr.cdl.unimi.it/en/enrolment (Section Admission criteria)
* Note 1 (in Italian)
- L-16 Scienze dell'amministrazione e dell'organizzazione
- L-18 Scienze dell'economia e della gestione aziendale
- L-33 Scienze economiche
- L-36 Scienze politiche e delle relazioni internazionali
- L-41 Statistica
* Note 2 (in Italian)
At least 18 ECTS: INF/01 - INFO-01/A, MAT/01 - MATH-01/A, MAT/02 - MATH-02/A, MAT/03 - MATH-02/B, MAT/04 - MATH-01/B, MAT/05 - MATH-03/A, MAT/06 - MATH-03/B, MAT/07 - MATH-04/A, MAT/08 - MATH-05/A, MAT/09 - MATH-06/A, IUS/01 - GIUR-01/A, IUS/02 - GIUR-11/A, IUS/03 - GIUR-03/B, IUS/04 - GIUR-02/A, IUS/05 - GIUR-03/A, IUS/06 - GIUR-02/B, IUS/07 - GIUR-04/A, IUS/08 - GIUR-05/A, IUS/09 - GIUR-05/A - GIUR-06/A, IUS/10 - GIUR-06/A, IUS/11 - GIUR-07/A, IUS/12 - GIUR-08/A, IUS/13 - GIUR-09/A, IUS/14 - GIUR-10/A, IUS/15 - GIUR-12/A, IUS/16 - GIUR-13/A, IUS/17 - GIUR-14/A, IUS/18 - GIUR-15/A, IUS/19 - GIUR-16/A, IUS/20 - GIUR-17/A, IUS/21 - GIUR-11/B, SECS-P/01 - ECON-01/A, SECS-P/02 - ECON-02/A, SECS-P/03 - ECON-03/A, SECS-P/04 - STEC-01/A, SECS-P/05 - ECON-05/A, SECS-P/06 - ECON-04/A, SECS-P/07 - ECON-06/A, SECS-P/08 - ECON-07/A, SECS-P/09 - ECON-09/A, SECS-P/10 - ECON-08/A, SECS-P/11 - ECON-09/B, SECS-P/12 - STEC-01/B, SECS-P/13 - ECON-10/A, SECS-S/01 - STAT-01/A, SECS-S/02 - STAT-01/B, SECS-S/03 - STAT-02/A, SECS-S/04 - STAT-03/A, SECS-S/05 - STAT-03/B, SECS-S/06 - STAT-04/A. while guaranteeing at least 12 CFU (out of the 18) in these areas: SECS-S/01 - STAT-01/A, SECS-S/03 - STAT-02/A, SECS-S/05 - STAT-03/B, SECS-S/06 - STAT-04/A, SECS-P/05 - ECON-05/A, MAT/01 - MATH-01/A, MAT/05 - MATH-03/A, MAT/06 - MATH-03/B.
Applicants should have a bachelor's degree or equivalent, strong interest and/or previous studies in economics, management, sociology, political sciences or related subjects; undergraduate or graduate training in mathematics and quantitative methods or a strong motivation to quickly fill their gaps in these fields; a sound knowledge of spoken and written English.
The evaluation process will consider the applicants prior academic records and their consistency with the above-mentioned criteria. Admission is based on academic excellence.
Eligible candidates must meet the following requirements:
a) Applicants who have obtained their bachelor's degrees from Italian Universities are eligible for admission if they hold a 'laurea' degree pertaining to any one of the "classi di laurea" (degree classes) listed below under the heading "Note 1". Applicants who have completed their undergraduate studies at foreign universities are eligible for admission if they hold a bachelor's degree in economics, political science, or other broadly related subjects (from history to industrial engineering, from management to mathematics, from philosophy to sociology, and so on), provided that their bachelor's degree may be regarded as equivalent to one of the Italian "laurea" degrees listed below (Note 1).
b) All candidates holding a different bachelor's degree from the ones listed in Note 1 must have earned at least 18 ECTS in economics, business management, mathematics/ statistics or law. The ECTS credit value of foreign applicants undergraduate studies will be assessed by the MHR admissions committee. Applicants holding an Italian bachelor's degree must have earned the required credits within the set of admissible "settori scientifico-disciplinari" (disciplinary scientific sectors) listed below under the heading "Note 2". Applicants who have completed their undergraduate studies at foreign universities must exhibit a comparable academic record or competence in logic, statistics and mathematics.
c) Proficiency in English at level B2 or higher according to the Common European Framework of Reference for Languages (CEFR) is required for admission.
The B2-level requirement will be ascertained by the University Language Centre (SLAM) upon admission as follows:
- Valid language certificate at B2 level or higher, issued no more than three years before the application date. The list of language certificates recognized by the University is available at https://www.unimi.it/en/node/39322 .The certificate must be uploaded when submitting the online application;
- English level achieved during a University of Milan degree programme and certified by the University Language Centre (SLAM) no more than four years before the application date, including levels based on language certificates submitted by the applicant during their Bachelor's degree at the University of Milan. Verification will be carried out automatically, no documents need to be uploaded.
- Entry test administrated by the University Language Centre (SLAM) according to the calendar published on the website: (https://www.unimi.it/en/node/39267/)
Applicants who fail to submit a valid certificate or do not meet the required proficiency level will be instructed during the admission procedure to take the Entry test.
Applicants who do not take or pass the Entry test will be required to obtain a language proficiency certificate recognized by the University (see https://www.unimi.it/en/node/39322) and submit it to SLAM via the InformaStudenti service by the deadline set by the master's degree programme (https://www.unimi.it/en/node/39267/).
Applicants who fail to meet the requirement by said deadline will not be admitted to the master's degree programme and may not sit any further tests.
d) Admission will be awarded on the basis of academic merit, coherence of their previous curriculum with the learning objectives of the Master's degree in Management of Human resources, and a test to ascertain their basic knowledge in some core areas (Organization theories and individual-organization relationship; Research methodology/descriptive statistics; Labour economics; Labour law).
Applicants might be interviewed for admission. Each applicant will have to submit, together with the application, a detailed curriculum vitae (CV). Failing to provide the above-mentioned documentation, the applicant will be excluded from the admission procedure.
Please, fill in the CV template available here: https://mhr.cdl.unimi.it/en/enrolment
More information about the admission criteria and procedure, including the test of basic knowledge, is available at the following link: https://mhr.cdl.unimi.it/en/enrolment (Section Admission criteria)
* Note 1 (in Italian)
- L-16 Scienze dell'amministrazione e dell'organizzazione
- L-18 Scienze dell'economia e della gestione aziendale
- L-33 Scienze economiche
- L-36 Scienze politiche e delle relazioni internazionali
- L-41 Statistica
* Note 2 (in Italian)
At least 18 ECTS: INF/01 - INFO-01/A, MAT/01 - MATH-01/A, MAT/02 - MATH-02/A, MAT/03 - MATH-02/B, MAT/04 - MATH-01/B, MAT/05 - MATH-03/A, MAT/06 - MATH-03/B, MAT/07 - MATH-04/A, MAT/08 - MATH-05/A, MAT/09 - MATH-06/A, IUS/01 - GIUR-01/A, IUS/02 - GIUR-11/A, IUS/03 - GIUR-03/B, IUS/04 - GIUR-02/A, IUS/05 - GIUR-03/A, IUS/06 - GIUR-02/B, IUS/07 - GIUR-04/A, IUS/08 - GIUR-05/A, IUS/09 - GIUR-05/A - GIUR-06/A, IUS/10 - GIUR-06/A, IUS/11 - GIUR-07/A, IUS/12 - GIUR-08/A, IUS/13 - GIUR-09/A, IUS/14 - GIUR-10/A, IUS/15 - GIUR-12/A, IUS/16 - GIUR-13/A, IUS/17 - GIUR-14/A, IUS/18 - GIUR-15/A, IUS/19 - GIUR-16/A, IUS/20 - GIUR-17/A, IUS/21 - GIUR-11/B, SECS-P/01 - ECON-01/A, SECS-P/02 - ECON-02/A, SECS-P/03 - ECON-03/A, SECS-P/04 - STEC-01/A, SECS-P/05 - ECON-05/A, SECS-P/06 - ECON-04/A, SECS-P/07 - ECON-06/A, SECS-P/08 - ECON-07/A, SECS-P/09 - ECON-09/A, SECS-P/10 - ECON-08/A, SECS-P/11 - ECON-09/B, SECS-P/12 - STEC-01/B, SECS-P/13 - ECON-10/A, SECS-S/01 - STAT-01/A, SECS-S/02 - STAT-01/B, SECS-S/03 - STAT-02/A, SECS-S/04 - STAT-03/A, SECS-S/05 - STAT-03/B, SECS-S/06 - STAT-04/A. while guaranteeing at least 12 CFU (out of the 18) in these areas: SECS-S/01 - STAT-01/A, SECS-S/03 - STAT-02/A, SECS-S/05 - STAT-03/B, SECS-S/06 - STAT-04/A, SECS-P/05 - ECON-05/A, MAT/01 - MATH-01/A, MAT/05 - MATH-03/A, MAT/06 - MATH-03/B.
Admission
Application for admission: from 22/01/2026 to 20/07/2026
Application for matriculation: from 05/05/2026 to 15/01/2027
Attachments and documents
Admissions A.Y. 2026/2027
Admission applications for Academic Year 2026/2027 are now open. Non-EU students visa applicants are required to apply for admission no later than 30 April 2026.
Online services
Learn more:
Programme description and courses list
Compulsory
| Courses or activities | Max ECTS | Total hours | Language | Lesson period | SSD |
|---|---|---|---|---|---|
| Advanced Labour Economics | 6 | 40 | English | First trimester | ECON-01/A |
| Ai for Hrm and Leadership | 9 | 60 | English | Third trimester | ECON-08/A |
| Comparative and European Labour Law | 9 | 60 | English | First trimester | GIUR-04/A |
| Data Analysis and Statistics | 9 | 60 | English | First trimester | STAT-02/A |
| Fundamentals of People Analytics and Ai | 9 | 60 | English | Open sessions | INFO-01/A |
| Human Resources Management | 9 | 60 | English | First trimester | ECON-08/A |
| Organizational Behaviour | 9 | 60 | English | Second trimester | PSIC-03/B |
| Personnel Economics | 6 | 40 | English | Second trimester | ECON-01/A |
be activated by the A.Y. 2027/2028
Compulsory
| Courses or activities | Max ECTS | Total hours | Language | Lesson period | SSD |
|---|---|---|---|---|---|
| Hiring and Recruitment | 6 | 40 | English | Open sessions | GSPS-08/A |
| Final Exam | 15 | 0 | English | Open sessions | NN |
Optional activities and study plan rules
1 - Students must get 9 to 18 credits (CFU/ECTS) by choosing one or two courses from the following list.
| Courses or activities | Max ECTS | Total hours | Language | Lesson period | SSD |
|---|---|---|---|---|---|
| Advanced Strategic Management | 9 | 60 | English | Open sessions | ECON-06/A ECON-07/A |
| Data-Driven Innovation Management | 9 | 60 | English | Open sessions | ECON-07/A |
| Digital Transformation and Change Management | 9 | 60 | English | Open sessions | ECON-08/A |
| Performance and Compensation System | 9 | 60 | English | Open sessions | ECON-08/A |
2 - If students have taken only one exam from the previous group, they must get 9 credits (CFU/ECTS) by choosing one courses from the following list.
| Courses or activities | Max ECTS | Total hours | Language | Lesson period | SSD |
|---|---|---|---|---|---|
| Comparative Industrial Relations | 9 | 60 | English | Open sessions | GSPS-08/A |
| Conflict Management and Negotiation | 9 | 60 | English | Open sessions | PSIC-03/B |
| Economics of Inequality | 9 | 60 | English | Open sessions | ECON-01/A |
| Learning and Development | 9 | 60 | English | Open sessions | PSIC-03/B |
| Legal Framework for Ai in the Workplace | 9 | 60 | English | Open sessions | GIUR-04/A |
Optional activities and study plan rules
3 - Students must get 9 CFU/ECTS by choosing one or more courses offered by the University of Milan. The course of choice has to award a final mark.
Please look at https://mhr.cdl.unimi.it/en/courses/9-credit-courses.
Please look at https://mhr.cdl.unimi.it/en/courses/9-credit-courses.
4 - Moreover, students must get 6 CFU by choosing from internship, workshops/laboratories, assessment of advanced computer skills, assessment of advanced knowledge foreign languages, traineeship abroad.
Please check https://mhr.cdl.unimi.it/en/courses/3-credit-activities.
Please check https://mhr.cdl.unimi.it/en/courses/3-credit-activities.
Learn more
Guidance:
Admission, ranking and enrolment
Milano
Academic guidance tutor
Erasmus and international mobility tutor
Study plan tutor
Internship tutor
Contacts
- Student registrar
Via S. Sofia 9, 20122 Milano (MI) - Italy
https://www.unimi.it/en/study/student-services/welcome-desk-informastudenti/student-desks-locations-and-opening-hours - Degree Course E-mail
Email: [email protected] - UNIMI Services for students with Specific Learning Disabilities (SLD)
https://www.unimi.it/en/study/student-services/services-students-specific-learning-disabilities-sld - UNIMI Services for students with disabilities:
https://www.unimi.it/en/study/student-services/services-students-disabilities
For students enrolled in Bachelor's, Master's and single-cycle degree programmes, tuition fees are to be paid in two instalments:
- the amount of the first instalment is the same for all students and is due upon enrolment
- the amount of the second instalment varies according to each student's ISEE University value and the degree programme in which they are enrolled
- for international students with income and assets abroad, the second instalment varies according to their country of origin.
Education incentive programmes and other benefits
The University offers scholarships, cafeterias, subsidised accommodation and other forms of financial support to students meeting specific economic and merit requirements.
More information