HUMAN RESOURCE MANAGEMENT
Course Outline
MBA – Spring 2014
1
Instructor: TABASSUM NADEEM Consultation Hours: Before/ after class session Email: [email protected] Tel: 0345-8221961(For important matters only,
always mention name with text messages and avoid texting or calling after 9 P.M.)
Recommended Book: “Human Resource Management” 12thEditionby Gary Dessler & Biju Varkkey Further Reading:
Human Resource Management 10thEdition by Robert L Mathis and John H. Jackson
Human Resource Management 9th Edition by John M Ivancevich
Google What is Human Resource Management? In recent years, the global economic and technological advancements have rapidly changed the world of work. These forces have changed the meaning of jobs, given rise to organizational designs and team based operations, demanded multi-skilled and flexible employees, forced organizations to review how they attract, select, appraise and remunerate staff, and set the scene for unrelenting organizational change into the foreseeable future. The field’s theoretical underpinnings have been seriously stretched by these changes. There is now a strong and widespread organizational need for a coherent and effective approach to managing people issues at work. This course will expose students to HRM theory and practice. Rather than being purely academic, the course is concerned with developing the practical skills and knowledge of the students. The objective here is not to turn them into HRM practitioners, but to familiarize them with common HRM practices, make them aware of problems with the field, and to equip them with the tools and knowledge to debate the use of chosen methods. Learning Outcomes
To appreciate the role of the Human Resource Management in implementing and
developing organizational strategies.
To identify and describe the sub-functions within the human resource department and how
these functions are linked to each other and other departments of the organization in
order to appreciate the importance of HR within the organizational system including
recruitment, planning, job analysis, employee selection, training and development,
compensation and benefit administration, industrial relations.
To analyze the effectiveness of an HR system and how it is supporting other departments
such as finance, marketing, IT.
To appraise the role of human resource departments in leveraging talent to improve
organizational effectiveness.
To compare the application of these concepts in the context of the Pakistani business
environment.
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Course Outline
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To explore and assess the HR practices which are currently used by businesses in Pakistan
and best practices which can be adopted by organizing new HR competencies.
To discover a holistic perceptive on the subject so that the students are better equipped to
make their decisions about opting HR as a major.
To appraise an existing HR system and suggest improvements to it.
Behavioral Outcomes
Through this course the students will learn how to collect information about a topic,
analyze and synthesize the information and write a well-organized research paper. This is
an essential skill which will help students in their professional lives.
The course will aim to reinforce the competencies required from business graduates
namely, active listening, oral communication, teamwork, leadership, decision making and
integrity. Assignments, activities and cases are selected to help students polish their skills
and competencies in the identified areas
To motivate students to get in the habit of reading articles and news items related to their
topics will be assigned to broaden their horizon about HR in particular and management in
general.
Expectations from the students:
The course outline aptly serves as a reading list, reading prior to class is Must.
Recommended book is mandatory for each class.
Class will primarily focus on discussions, case studies, articles and practical examples.
While in class holding conversation with neighbors would not be appreciated. If anything has to be said, it must be shared with all.
Assigned deadlines will not be changed.
Punctuality and business like conduct would be expected from all.
Cell phones are to remain silent. Students are not allowed to leave the class to attend
phone calls.
Use of laptops and hand held devices is allowed provided that they are used taking notes
and other activities related to the class.
No eatables other than water are allowed in the classroom.
Grading Plan:
Marks Distribution Weightage
Midterm 25 points
Final 40 points
Quizzes 15 points
Assignments 10 points
Corporate Exercise & Presentation 10 points
COURSE OUTLINE:
HUMAN RESOURCE MANAGEMENT
Course Outline
MBA – Spring 2014
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The course will explore four major themes in Human Resource Management. Readings are assigned with each topic and you are expected to prepare for class by reading these chapters. We will not only cover all of the chapter material in class and we will also cover additional material like articles and case studies. You are expected to come well prepared for the class.
PART ONE
INTRODUCTION
Session 1: Introduction to Human Resource Management
Learning Outcome: To help students acclimate themselves to the class and the field of human resource management
Introduction to the class
Discussion on the course outline
Tips to do assignments
Introduction to Human Resource Management.
Importance of HR for all managers
Staff and Line Rules: What is the role of the Human Resource Department
Specialties of Human Resource Management
Explain changing global environment and
changing role of Human Resource
Management
Assignment: Search an article about Importance of HRM and prepare summary for 3 min presentation in next class Reading: Chapter 1 (Dessler and Varkkey)
Session 2: The Manager’s Role in Strategic Human Resource Management
Learning Outcomes: The students will be able to link the organizational strategy to the people’s strategy of the organization and how the Human Resource Department is becoming increasingly important for the long term viability and success of an organization.
Overview of Strategic Management
How HR strategy should be aligned with the Vision, Mission and Corporate Strategy
Why strategic planning is important to all
managers.
The basic steps in the management planning
process.
Steps in the strategic planning process.
Activities:
1. Forming of groups for end term paper.
2. Presentation of summary of an article related to importance of HRM by students.
Reading: Chapter 3 (Dessler and Varkkey)
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Course Outline
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Corporate strategies and competitive
strategies.
Strategic human resource management
Creating high-performance human resource
policies and practices.
PART TWO
RECRUITMENT AND PLACEMENT
Session 3: Job Analysis
Learning Outcomes: Students will learn the importance of job analysis for all other sub functions of human resource management and learn to evaluate and write job descriptions.
Discuss the nature of job analysis and why
conduct a job analysis?
Methods of collecting job analysis information
Writing Job Descriptions and Job Specifications
using the Internet and traditional methods.
Job analysis in a “jobless” world,
Activity: Selection of topics for end term paper; The topics listed in the syllabus just indicate the major themes of the end term report.
Quiz: From Chapters 1 & 3
Assignment: Conduct job analysis (Job description and job specification) of any position.
Case Study: McDonald’s Global HR
Reading: Chapter 4 (Dessler and Varkkey)
Session 4: Human Resource Planning and Recruiting
Learning Outcomes: Students will learn the importance of a proactive approach to planning for its human resources and the basic recruitment methods as given by other functional departments and consistent with the strategy of the organization.
Planning and Forecasting for Human
Resources
Linking Employer’s Strategy to Plans
How to Forecast Personnel Needs
Internal and External Recruitment
Internal and external and sources of
candidates.
Need for effective recruitment
Recruiting Complexities
Case Study: Job Analysis: Assistant Store Manager at Today’s Fashion Reading: Chapter 5 (Dessler and Varkey)
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Course Outline
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Recruiting a more diverse workforce
Session 5: Employee Testing and Selection
Learning Outcomes: This session is aimed at providing an overview of the science of human resource selection and compare the best practices to what actually happens in an underdeveloped HR system as well as to distinguish between intuitive and scientific selection practices.
Importance of Selection
Avoiding negligent hiring
The vital concepts of Validity and Reliability
Validating a test.
Types of tests
Conducting background investigations
Case Study: Recruiting for the Ritz-Carlton Quiz: From Chapters 4 & 5 Reading: Chapter 6 (Dessler and Varkey)
Session 6: Interviewing Candidates
Learning Outcomes: These sessions will help students to describe basic interview techniques and design basic interview questions
Main types of selections interviews
Administrating interviews
Main errors that can undermine an interview’s usefulness.
Guideline for being a more effective interviewer.
Examples of situational questions, behavioral questions, and background questions that provide structure.
Steps in a streamlined interview process.
Interview Biases
Activity: Role play, students will conduct employment interviews and will act as interviewer and interviewee. Readings: Chapter 7: Interviewing Candidates (Dessler and Varkey)
Session 7: Guest Speaker Session
Learning Outcomes: A guest speaker with HR background would be invited to discuss practical aspects of HR, its application in Pakistan environments. The session may be re-adjusted according to the availability of guest speaker.
Submission of Assignment on Job analysis Quiz: From Chapters 6 & 7
HUMAN RESOURCE MANAGEMENT
Course Outline
MBA – Spring 2014
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MIDTERM EXAMINATION
PART THREE
TRAINING AND DEVELOPMENT
SESSION 8: TRAINING AND DEVELOPING EMPLOYEES
Learning Outcomes: These sessions aim to help students explore how an organization determines its training needs and what methods are available to train the workforce.
Needs Assessment
Importance of Orientation
Types of Training Programs
Management Development Programs
Evaluating Training Efforts
Activity: Role play, students will conduct performance appraisal interviews and will act as appraiser and appraisee. Midterm Exam: Discussing and showing of midterm answer sheets to student Reading: Chapter 8 (Dessler and Varkkey)
Session 9: Performance Management and Appraisal
Learning Outcomes: These sessions aim to provide an overview the formal performance management system of the organization.
Importance of Performance management and
appraisals
Performance Appraisal Methods
How to conduct performance appraisals
Techniques of Performance appraisal
Managing Performance Management biases
Case Study: Dunkin’ Donuts and Domino Pizza: Training for Quality and Hustle Reading: Chapter 9 (Dessler and Varkkey)
Sessions 10: Coaching, Careers and Talent Management
Learning Outcomes: This session aims to provide an overview of coaching, careers and career management of employees in organizations.
Comparing and contrasting coaching and
mentoring, and their importance
Employers’ traditional and career planning-
Assignment: Plan your career for next 10 years. Quiz: From Chapters 8 & 9 Case Study: Revising the Performance Appraisal System at St. Luke’s Hospital
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Course Outline
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oriented HR focuses.
Roles of employee, manager, and employer in
career development.
Considerations when making promotion
decisions.
List and briefly explain at least four methods
for better managing retirements.
Talent management and talent management
process.
Reading: Chapter 10 (Dessler and Varkkey)
Part Four
COMPENSATION
Sessions 11: Establishing Strategic Pay Plans
Learning Outcomes: This session is designed to explore the total rewards model and provide an overview of the basket of rewards that an organization can choose from without going into the technical elements of the design process.
Pay and Strategy
Basic factors in determining pay rates.
Compensation Equity and Its Impact on Pay
Rates
Salary Surveys
Establishing pay rates.
Pricing managerial and professional jobs.
Differentiating between competency-based
and traditional pay plans.
Importance today broad banding, comparable
worth, and board oversight of executive pay.
Readings: Chapter 11 (Dessler and Varkey)
Sessions 12: Pay for Performance and Financial Incentives
Learning Outcomes: This session is designed to expose the students how pay for performance and financial incentives contribute to the motivation of employees and contribute to improved performance, loyalty and retention.
Application of motivation theories in
formulating an incentive plan.
Submission of assignment on career planning. Case study: Implementing a New Compensation Program Readings: Chapter 12 (Dessler and
HUMAN RESOURCE MANAGEMENT
Course Outline
MBA – Spring 2014
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The main incentives for individual employees.
Pros and cons of commissions versus straight
pay incentives for salespeople.
Main incentives for managers and executives.
The most popular organizationwide variable
pay plans.
Steps in designing effective incentive plans
Varkkey)
Session 13: Benefits and Services
Learning Outcomes: this session will enable students to make decisions about career choices about HR and how to go about selecting their electives.
Why employers pay for benefits and services
Benefits and services; main pay for time not
worked
Insurance benefits.
Retirement benefits.
Employees’ services benefits.
Family-Friendly (Work–Life) Benefits
Flexible benefit programs.
Submission of End term report by each group. Readings: Chapter 13 (Dessler and Varkkey)
Sessions 14: End term Project Reports’ Presentations
Students will be required to present their End Term Project Reports in groups. The Class representative will be required to ensure that all the groups are accommodated in a 15 minute presentation by each group.
Sessions 15: Course Review & discussion on final examination
Salient aspects of the course to be revised and students be briefed about the conduct of final exam.
Quiz: From Chapters 11, 12 & 13
Final Exam
GENERAL GUIDELINES End Term Project (10 marks) Students are required to select a topic within the realm of human resource management. The topic should be discussed with the instructor in groups for approval. This project is divided into
HUMAN RESOURCE MANAGEMENT
Course Outline
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three components: Annotated Bibliography and Progress Report, Case Study and Final Presentation. It is mandatory for the all the groups to meet with the instructor before settling on a topic. End Term Report Writing The students would be required to conduct primary research on the topic in an organization of their choice. Students may choose to do this through, in-depth interviews, questionnaires or other methods. The purpose of this activity is to encourage students to observe and appreciate the real life application of the topic which they explored for the annotated bibliography. The report should contain 15-20 pages (Font Calibri, font size 12 and line spacing 1.5) excluding any exhibits and appendices. The end term project report is to be submitted in the 13th Session of the class. In this report the students are expected to explore HR system (or a subsystem) of a particular organization in depth, write their findings, analyses and recommendations based on what they have discovered during their research. A tentatively the report should contain:
A cover page
An Executive Summary.
Introduction to the Company
Introduction to the Industry
General overview of the HR system
Description of the topic/subsystem you have studied
Analysis of the system
Recommendations also based on your secondary research and class learning
Conclusion
Presentations The students are required to remake a formal yet engaging presentation about their findings. Each group will have 15 minutes to present the report which is to be equally distributed among team members. End Term Project Report Presentations will be held in the 14th session. Assignment (5+5) Students will be assigned 02 assignments, one before the midterm and 01 after the midterm. In the first assignment the students will be required to conduct a job analysis of any position. The students should research the requirements of the selected position, and prepare a job description and job specifications accordingly. To make it more realistic, the students must visit any organization and interview the individual about his responsibilities and convert them into job analysis. This assignment is due in the 7th Session of the course. The second assignment will be about preparing own career plan for the next 10 years. The students must discuss the road map for the dreamed position after 10 years and various development requirements what they consider mandatory for career progression. This assignment is due in the 12thSession of the course.
HUMAN RESOURCE MANAGEMENT
Course Outline
MBA – Spring 2014
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Quizzes (N-2) (15) There will be announced quizzes in every alternate class from the material covered in the previous classes. There may be unannounced quizzes as well from the material to be covered in the class just to ensure that students come prepared in the class.
Class Participation (10) As management students and as soon to be business leaders, students are expected to confidently express their opinions. Students will be expected to participate, quoting from the assigned readings, bringing in examples of involved points from outside resources and most importantly respectfully listening to the opinions of fellow students. In addition, students may be asked to make impromptu presentations or participate in role plays or debates. The class participation enhances learning and retention, makes the class more interesting for you. Reading for class is imperative as it helps us move from merely explaining what is contained in the text to analyzing and critiquing the text. In addition, points reflecting application to the Pakistani environment would be highly appreciated. Finally it should be kept in mind that not everything contained in the text can be covered in the class. Therefore, students are expected to cover these topics and make use of counseling hours to clarify these concepts or raise questions in class. Guest Speaker Sessions A guest speaker session has tentatively been scheduled for 7thsession, which may be re-adjusted according to the availability of the Guest Speaker which will be arranged by the teacher. Students are also encouraged to invite guest speakers from HR department of their organizations to share their practical experiences in the context of Pakistani Industry. Although there are not specific slots allotted for students’ invited guest speaker sessions but I am open to accommodate a relevant guest speaker and adjust the session accordingly, however, students are to inform in advance. Make sure that this document is handy at all times since this is a complete guide to the course.
Good Luck and Enjoy the Class!
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