Human Resources Management (HRM5081) Syllabus. Winter semester 2015/16

Transcription

1 Human Resources Management (HRM5081) Syllabus Winter semester 2015/16 Time: November 26 13:45 17:00 November 27 11:30 17:00 November 28 08:00 13:00 January 8 11:30 18:45 January 9 09:45 13:00 Room: start in W Dates: /27.11./ and / ECTS-Credits: 3 Overview (catalogue description): This course will deal with the topic of Human Resources Management. The fundamental HR processes will be addressed that influence not only the recruitment but also retention and development of human capital. The two main goals of this course are : 1. To help participants to get an overview and a better understanding of each process. 2. To develop with the participants operational tools to manage each process. This course is based on interactivity with the group and practical case studies. Prerequisites: Basic knowledge about concept. Learning Objectives: By the end of the course, the participants will have knowledge of the basics and systems of human resources. will be aware of the responsibility managers have concerning human resources will be aware of the central tasks of human resources that are important for the operational and strategic orientation of a company.

2 will be familiar with the most important tools being used to implement an human resources strategy The following table gives an overview of knowledge, skills and abilities developed for each topic. Topics Knowldege Skills Abilities Introduction to HRM HR Planning and Recruitment Definition of HRM. Main processes in HRM. Organizational aspects of HRM function. The procedure to predict an employment level. Write a job description, a job advertisement, an interview script. Oral presentation abilities To prepare a recruitment process. The main steps in a recruitment process. The content and names of techniques used in each steps. To create a table to compare the candidates. To set up an on boarding procedures. To perform an interview. To prepare an adaptation plan. Development and talent Performance The main steps in a training process. The content and names of techniques used in each steps. The talent strategies and actions. The construction and of performance system. Write a tender specifications, a programme structure and curriculum. To draw up a table to compare the potential suppliers. To set up a table to control the budget. To create a dashboard to measure the efficiency of the training process. To define the process to follow to deploy an PM system in a company. To identify training needs. To plan training necessary to fill the competences gap. To monitor and evaluate training activities. To set the objectives. To set the actions to monitor performance. The assumptions behind appraisal. The inter-relation of the elements of the PM process. The main steps in an appraisal interview. To write goals for an employee to achieve. To identify the actions within PM process. To write the script to follow during an interview. To prepare for an appraisal interview and to perform it.

3 Remuneration Team building and Employee separation and downsizing Contemporary trends and issues in HRM Employer branding Expatriates HRM during mergers and acquisitions Main components of a remuneration system. Main techniques to establish a salary scale. The features of a team. The team construction process- methods and tools. The context of employees downsizing. Supplement solutions in relation to downsizing: outplacement. The employer branding concept. Expatriate process. To devise a remuneration system applied to a given context. To identify the features of a team. To identify the stage of team development and adjust methods and tools to manage it. To proceed with downsizing process with the usage of outplacement techniques. To identify EVP delivered by the well know employer brands. Ethical issues. To identify methods and tools of expatriates. To set elements of an employee remuneration. To adjust methods and tools of accordingly to teams development stage and features of team members. To adjust methods of downsizing in regards to the particular context. To evaluate EVP. To prepare EB strategy. To identify key success factors for the expatriate process. Strategies and actions connected with HRM in the mergers or acquisition context. To identify HRM actions which should be taken during mergers or acquisitions. To adjust HRM activities to particular M&A process. Course contributions to the MBA program goals / learning outcomes Goal Course Contributions to Goal Assessment 1 Responsible leadership in organizational contexts 2 Creative problem solving skills in a complex business environment HRM strategy and the CSR approach are an essential basis of responsible. Responsible managers have to contribute by being a responsible leaders. The course will present in detail the role of HRM and managers. The course enables the students to identify and analyze the main challenges related to HRM. In this way, they learn to identify the different aspects which should be considered for creative solutions in this area. Participation in class via inclass discussion. Case studies solution and presentation

4 3 Research Skills The course enables participants to develop their research skills since they are ask to review the literature in order to solve case studies and prepare final project. Case studies, final project and presentation. 4 Management of Innovation 5 Management of the challenges of global sustainability and awareness for social and corporate responsibilities The course delivers knowledge about HRM which might be unique in a context of organizations the participants work in and so participants will learn how to implement the solutions to their companies unique context. Effective HRM practices allow companies to develop on global level. Sustainability is one of the most important requirement for the HRM practices and allows companies to develop globally Case studies, final project and presentation. In-class discussion, case studies and final project. Course Topics: Introduction to HRM HR Planning and Recruitment Development and talent Performance Remuneration Team building and Employee separation and downsizing Contemporary trends and issues in HRM Employer branding Expatriates HRM during mergers and acquisitions Assessment: The assessment will be composed of three marks. The first one will be related to the case studies and in-class assignments and will count for 40% of the final mark. The second one will be related to a written report which will count for 25% of the final mark. The third one will be related to an oral presentation which will count for 35% of the final mark. The course follows a two-tier structure: in the first part of the course, an overview and foundations of HR are given. The sessions follow a primarily lecturestyle approach, including a role play concerning an application interview, case studies and team works. Preparation based upon suggested basic readings and continuing active class participation throughout the term is expected. In the second part of the course, the students will need to turn in a final paper dedicated to a current HR topic. Students will work in teams or individually. The topic has to be parted by the team, so each team member prepares a subtopic. The preparation includes a handout (a qualified summary of up to 10 pages)

5 and a presentation. The presentation of the team should be linked and cover the topic as an integrated whole. The assignment of topics will take place within the first lecture. Deadline for delivery of the final report on chosen topic is January 6 th 2016 via bucheltb@uek.krakow.pl The presentations of the papers are scheduled for January 8 th Each presentation will last 15 to 20 minutes for a team with an additional discussion of maximum 20 minutes. Course Materials: Dessler, G. (2013): Human Resource Management, Global Edition, 13 th Edition. Harlow: Pearson. Robbins, Stephen P./Judge Timothy A. (2013): Organizational Behavior, 15 th Edition. Prentice Hall: Pearson. Ulrich, D., Younger, J., Brockbank, W. & Ulrich, M. (2012). HR from the outside in. New York: McGraw-Hill. Availability of the lecturer: Dr. Beata Buchelt bucheltb@uek.krakow.pl