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HUMAN RESOURCE MANAGEMENT Course Outline MBA Spring 2014

Instructor: Consultation Hours: Email: Tel: TABASSUM NADEEM Before/ after class session cdr_tabassum@yahoo.com 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 fields 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. 1

HUMAN RESOURCE MANAGEMENT Course Outline MBA Spring 2014


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 Midterm Final Quizzes Assignments Corporate Exercise & Presentation Weightage 25 points 40 points 15 points 10 points 10 points

COURSE OUTLINE: 2

HUMAN RESOURCE MANAGEMENT Course Outline MBA Spring 2014


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 Managers Role in Strategic Human Resource Management Learning Outcomes: The students will be able to link the organizational strategy to the peoples 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. 3 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)

HUMAN RESOURCE MANAGEMENT Course Outline MBA Spring 2014


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: McDonalds Global HR Reading: Chapter 4 (Dessler and Varkkey) Session 4: Human Resource Planning and Recruiting Learning Outcomes: Case Study: Job Analysis: Assistant Store Students will learn the importance of a proactive Manager at Todays Fashion approach to planning for its human resources and the basic recruitment methods as given by other Reading: Chapter 5 (Dessler and Varkey) functional departments and consistent with the strategy of the organization. Planning and Forecasting for Human Resources Linking Employers 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

HUMAN RESOURCE MANAGEMENT Course Outline MBA Spring 2014


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 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 interviews 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 Session 7: Guest Speaker Session Learning Outcomes: A guest speaker with HR Submission of Assignment background would be invited to discuss practical analysis aspects of HR, its application in Pakistan environments. The session may be re-adjusted Quiz: From Chapters 6 & 7 according to the availability of guest speaker. 5 on Job Activity: Role play, students will conduct employment interviews and will act as interviewer and interviewee. Readings: Chapter 7: Interviewing Candidates (Dessler and Varkey) Case Study: Carlton Recruiting for the Ritz-

Quiz: From Chapters 4 & 5 Reading: Chapter 6 (Dessler and Varkey)

HUMAN RESOURCE MANAGEMENT Course Outline MBA Spring 2014


MIDTERM EXAMINATION

PART THREE TRAINING AND DEVELOPMENT


SESSION 8: TRAINING AND DEVELOPING EMPLOYEES Learning Outcomes: Activity: Role play, students will conduct These sessions aim to help students explore how an performance appraisal interviews and will organization determines its training needs and what act as appraiser and appraisee. methods are available to train the workforce. Midterm Exam: Discussing and showing of midterm answer sheets to student Needs Assessment Importance of Orientation Types of Training Programs Management Development Programs Evaluating Training Efforts Reading: Chapter 8 (Dessler and Varkkey)

Session 9: Performance Management and Appraisal Learning Outcomes: Case Study: Dunkin Donuts and Domino These sessions aim to provide an overview the formal Pizza: Training for Quality and Hustle performance management system of the organization. Reading: Chapter 9 (Dessler and Varkkey) Importance of Performance management and appraisals Performance Appraisal Methods How to conduct performance appraisals Techniques of Performance appraisal Managing Performance Management biases 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 planning6 Assignment: Plan your career for next 10 years. Quiz: From Chapters 8 & 9 Case Study: Revising the Performance Appraisal System at St. Lukes Hospital

HUMAN RESOURCE MANAGEMENT Course Outline MBA Spring 2014


oriented HR focuses. Reading: Roles of employee, manager, and employer in Varkkey) 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. Chapter 10 (Dessler and

Part Four COMPENSATION


Sessions 11: Establishing Strategic Pay Plans Learning Outcomes: This session is designed to Readings: explore the total rewards model and provide an Varkey) 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. 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. 7 Submission of assignment on career planning. Case study: Implementing Compensation Program Readings: Chapter 12 a New Chapter 11 (Dessler and

(Dessler

and

HUMAN RESOURCE MANAGEMENT Course Outline MBA Spring 2014


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 (WorkLife) Benefits Flexible benefit programs. 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 Quiz: From Chapters 11, 12 & 13 students be briefed about the conduct of final exam. Final Exam Submission of End term report by each group. Readings: Varkkey) Chapter 13 (Dessler and

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 8

HUMAN RESOURCE MANAGEMENT Course Outline MBA Spring 2014


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. 9

HUMAN RESOURCE MANAGEMENT Course Outline MBA Spring 2014


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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