Bahir Dar University MBA Program

Bahirdar University
College of Business and Economics
Graduate Program
Course Outline for Human Resource Management Course

Course title - Human Resource Management

Course code - MBA 522
Credit hours - 3
Target Group 2nd year 1st semester MBA Extension students

Course Instructor: Meselu Alamnie (PhD)

Email - meselual@gmail.com

October, 2017

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Course description

Human Resource management belongs to all organizations. Its focal point is people; people
are the life blood of organizations. Hence, this course is designed to offer conceptual
framework and insights that can be used in managing this human resource. It emphasizes on:
overview of HRM (emerging HR challenges; changing role of HR; the evolution,
importance, scope and component of HRM), human resources planning and development,
attracting the talent (recruitment, selection of personnel), induction, placement, training and
development; performance planning and appraisal; wage and salary administration and/or the
human factor in work design & compensation plans & incentive schemes (reward system);
morale and motivation; discipline; maintenance and safety; industrial relations; collective
bargaining; grievances and grievance handling; HRM in multinational (& transitional)
enterprises. It also focuses on newly emerging issues of Human resource like diversity and its
management, empowerment, HIV/AIDS and the workplace.
Course Objective
At the end of this course student will be able to:
Gain an insight about the operative functions of personnel management
Understand the importance and significance of human resource as an asset
Acquire a broader perspective on managing human resource effectively.
understand the dynamic nature and applications of human resource management in
business and other organizations
be aware of the environmental influence experiencing human resource and how to deal
with these factors
have a clear understanding of human resource handling mechanism

Course Outline
CHAPTER ONE: AN OVERVIEW OF HRM
1.1.Definition and back ground
1.2.Importance of Human resource management
1.3.Evolution and Development of Human resource Management
1.4.Emerging human resource challenges

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CHAPTER TWO: HUMAN RESOURCE MANAGEMENT ENVIRONMENTS

2.1.The external environment
2.2.The internal environment
2.3.Human resource management model
CHAPTER THREE: JOB ANALYSIS and JOB DESIGN
3.1.Meaning and definition of job analysis
3.2.Steps in job analysis
3.3.Methods of collecting job analysis information
3.4.Importance of job analysis information
3.5.Potential problems with job analysis
3.6.Job design
CHAPTER FOUR: HR PLANNING, RECRUITMENT and SELECTION
4.1.HR Planning
4.1.1. Meaning and definition of Human resource planning
4.1.2. importance of human resource planning
4.1.3. steps[procedures] in human resource planning
4.1.4. factors affecting human resource planning
4.2.Employee Recruiting
4.2.1. Features of recruitment
4.2.2. Purpose of recruitment
4.2.3. Factors governing recruitment
4.2.4. Sources and methods of recruitment
4.3.Employee Selection
4.3.1. Selection criteria
4.3.2. The selection process
4.3.3. Factors governing selection
4.4.Orientation [induction]
4.4.1. Purpose of orientation
4.4.2. Levels of orientation
CHAPTER FIVE: EMPLOYEE DEVELOPMENT
5.1.Performance Appraisal

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5.1.1. Purpose of performance appraisal

5.1.2. Performance appraisal steps
5.1.3. Problems associated with performance appraisals
5.1.4. Performance appraisals methods
5.2.Training And Development
5.3.1 Objectives of training and development
5.3.2 Process of training and development
5.3.3 Training methods
5.3.4 Career development
CHAPTER SIX - COMPENSATION
6.1. Managing compensation
6.2. Rewarding performance
6.3. Deciding and administering Benefits
CHAPTER SEVEN - INTEGRATION AND MAINTAINACE
7.1. Employee discipline
7.2. Labor relation and labor laws
7.3. Collective bargaining
7.4. Grievance handling
CHAPTER EIGHT - PROMOTIONS TRANSFERS AND SEPARATION
8.1. Purpose of transfer
8.2. Types of promotion
8.3. Reason for transfer
8.4. Types of transfer
8.5. Types of separation
CHAPTER NINE - SEXUAL HARASSMENT IN WORK PLACE, E- HUMAN
RESOURCE MANAGEMENT & EMPOWEREMENT, SAFETY &
HEALTH
9.1. Equal employment opportunity
9.2. Types of sexual harassment in work place
9.3. Prevalence of sexual harassment
9.4. Effects of sexual harassment

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9.5. Remedies
9.6. Tips on E- Human resource management
9.7. Workforce Diversity management
9.8. HIV and Workplace
9.9. Workforce Empowerment
9.10. Managing workplace safety and health

Teaching and Learning Activities:

The course requires students to take responsibility for their own learning with provision for
timetabled class lecture and peer group support. Students are encouraged to develop their
own understanding on the course by reviewing articles, resolving problems in Human
Resource management Cases through group and, where appropriate, through mutual support
at other times.

Lecture days are scheduled at intervals about a week apart where the lecturer act as
facilitators for groups work and set a framework for discussion. Occasional lecture in put will
occur as required, for example on basic concepts and principles. Mainly, the discussion will
focus on the students work and projects by aligning it with principles and concepts of
Human Resource management. Each student is expected to avail himself on each lecture days
scheduled to meet and discuss with peers and the lecturer.

ASSESSMENT METHODS

For the purpose of insuring how students understood the main objective of the course, the
following evaluation methods will be used
1. Assignment- 1 :project on the application of Human resource Management Function
in Organizations around your vicinity
Submission date-.end of December,-, 2017

2. Assignment-2 :Critical Review of articles

Submission date ..January,----,2017

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3. Presentation and participation to be scheduled by the instructor.

4. Final exam will be conducted on date arranged by the college.
Relative weight to be allocated.
Assignment-1 will have a value of 30% (where 20% and 10% is allocated to report
and presentation respectively)
Assignment-2 will have a weight of 20% (where 10% is allocated to the write-up and
10% is given for presentation)
Assessment -3: Presentation and participation (10%)
Final Exam will have a weight of 40%

Detailed description of the assignments

Specifications for Assignment -1

Students will be required to plan, organize and implement a small-scale research project on
Human Resource Management which should normally be between 6000-6500 words in
length (excluding appendices). The topic should be one that is appropriate and consistent
with the applications of Human Resource management functions (eg. The assessment of
manpower planning and its effectiveness in X organization) and agreed with the individual
Lecturer. The project will normally is expected to be built on research frame work already
undertaken for the Research Method Course.

The Project must reflect knowledge and understanding of relevant academic and professional
literature. It must be developed on the basis of appropriate research design and methods. It
must also provide evidence of research and analytical skills. It will be fully referenced and
professionally presented. One hard copy of the project must be submitted and presented in
the class room in the timescale specified by the Lecturer.

Specifications for Assignment-2

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Under the second assignment students are expected to select and critically review articles
published on reputable journal. The report should normally be between 500-600 words (two
to three pages). The article should normally be a scientific study on human resource
management function based on empirical evidence. Reviewing the article has got three fold
purposes; first, it helps students to understand modern concepts and principles of human
resource management exploited by different researchers. Secondly, students can understand
major researchable /problematic areas under the course and this may give them an
opportunity to come up with research problems related to HRM. Thirdly, the students will
gain in depth understanding and experience on research methodologies applied in the articles
reviewed. The review must reflect knowledge and understanding of relevant academic and
professional literature, academic discourse, debate and/or argument of scholars in the field.
Students are not expected to copy and paste from the article ,rather can make their own
syntheses, and perhaps rephrase using their own language. The critics must be developed on
the appropriateness of the topic, Questions/problems the article is intending to answer/solve,
basis of research design and methods followed, relevance of theories in the literature, major
finding of the study . One hard copy of the review must be submitted in the timescale
specified by the Lecturer.
Assignment three: Students will be given the assignment to read thoroughly and present
some of the chapters of the course. The purpose is to improve students ability to critically
read and understand advanced conceptual writings and present it publicly in a very
articulated manner. It also creates an academic discourse and a learning environment in
which students will be actively engaged in debates and discussions.

Students can make a review on one of the following articles or select their own article from
reputable journal and make a review on it.
ISBN Author Year Title Journal
Number
256369 1989
Rick D. Hackett, Absenteeism among Hospital Nurses: Academy of Management
Peter Bycio, An Idiographic-Longitudinal Analysis Journal
Robert M. Guion
257118 1980

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Robert A. Snyder, A Model for the Systemic Evaluation The Academy of Management
Charles S. Raben, of Human Resource Development
James L. Farr Programs
258536 1987
Gary J. Blau and Conceptualizing How Job Academy of Management
Kimberly B. Boal Involvement and Organizational
Commitment Affect Turnover and
Absenteeism
259160 1996 Academy of Management
Sully Taylor, Toward an Integrative Model of
Schon Beechler, Strategic International Human
Nancy Napier Resource Management
2486699 Saunders, M. 1996
Lewis, P. & Improving Labor Productivity: Human
Thomhill, A Resource Management Policies do Strategic Management Journal
Matter
2488612 1995
Mark John Organizational Commitment, Journal of Organizational
Somers Turnover and Absenteeism: An Behavior
Examination of Direct and Interaction
Effects
2523729 1984
Steven G. Allen Trade Unions, Absenteeism, and Exit- Industrial and Labor Relations
Voice
3250961 2001 Management Information
Maryam Alavi Knowledge Management and System Research Center
and Dorothy E. Knowledge Management Systems:
Leidner Conceptual Foundations and Research
Issues
3270623 2002
Rosemary Batt, Employee Voice, Human Resource Industrial and Labor Relations
Alexander J. S. Practices, and Quit Rates: Evidence Review
Colvin, Jeffrey from theTelecommunications Industry
Keefe
40604563 2007 Palgrave MacMillan
Jack Fiorito, Organizational Commitment, Human
Dennis P. Resource Practices, and Organizational
Bozeman, Angela Characteristics
Young, James A.
Meurs

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40604343 2001
Orlando C. Understanding The Impact Of Human Journal of Managerial Issues
Richard and Nancy Resource Diversity Practices On Firm
Brown Johnson Performance
40228589 1997
Anuka Ferligoj, Competitive Advantage and Human Small Business Economics
Janez Pranikar, Resource Management in SMEs in a
Vesna Jordan Transitional Economy

Reference:
Dessler : Human Resource Management , 9th ed.1998
Edwin B. Personnel Management,1998
John. M. Ivancevich, Human Resource Management, 7th ed., 1998
John Stredwick, (2005), An Introduction to management,2nd ed..Elsivier butterworth
Heineman,London
Lioyd.L.Bayers and Leslie W.Rue: Human Resource Management,1997
Margaret Attwood and Stuart Dim Mock : Personnel management ,1999
Margaret Foot Caroline Hook : Introducing Human Resource Management 1998
Noe,Hollenbeck, (2003), Human Resource Management ,Mc Grawhill,USA
Shaun Tyson and Alford York(2001), An introduction to Human resource
Management 1st edition
Wendell L. French: Human Resource Management,1996