THE OPEN UNIVERSITY OF TANZANIA FACULTY OF BUSINESS MANAGEMENT COURSE OUTLINE

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1 THE OPEN UNIVERSITY OF TANZANIA FACULTY OF BUSINESS MANAGEMENT OLG 111: PRINCIPLES OF HUMAN RESOURCE MANAGEMENT AND ADMINISTRATION 1.0 INTRODUCTION COURSE OUTLINE Human resource is a very important resource in all work organizations, which needs to be properly managed. In this regard, Human Resource Management (HRM) as a field of study has gained recognition and wide acceptance for managing employees. The discipline is very useful in all work organizations as long as human resource exists. Therefore this course has been designed to give students adequate knowledge and skills in managing human resources in work organizations. 2.0 COURSE AIM The aim of this course is to provide students with the principles, knowledge and skills on the functions of human resource management and administration 3.0 COURSE CONTENT 3.1 TOPIC ONE: INTRODUCTION TO HUMAN RESOURCE MANAGEMENT By the end of this topic, you should be able to: i) Define HRM, and related key concepts ii) Describe the objectives of HRM iii) Discuss the evolution of HRM iv) Discuss the importance of HRM in the management of organizational performance processes v) Differentiate HRM from Personnel Management Sub-Topics a) Definition of human resource management b) Difference of Human Resources management and Personnel Management c) Evolution of Human Resources Management c) Objectives of human Resources Management d) Reasons for studying human resources management e) Place and Role of Human Resource Department f) Duties of Human Resource Manager g) Functions of Human Resources Management h) Challenges of Human Resources management

2 Readings Milkovich and Boundreau(1997), chapt. 16: pg Ngirwa C. A. (2006) Chapter 1 Cole, G.(2002), chapt. 1: pg TOPIC TWO: HUMAN RESOURCES PLANNING (HRP) Human Resources Planning is the HR function that ensures the forecasting and maintenance of the right numbers and capabilities of HRs in ensuring continued performance of work organizations. After learning this topic, you should be able to: Sub-Topics i) Define Human Resources Planning ii) Discuss the importance of or advantages of Human Resources Planning in the functioning of work organizations. iii) Outline the factors, which influence the demand for human resources in the work organization. iv) Identify the common problems facing the human resources planning function in the work organizations in your country a) Definition of Human Resource Planning b) Relationship between Human resources planning and Organisational strategic plan c) Advantages of Human Resource planning d) Factors influencing human resources planning e) Human Resources planning process f) Forecusting Human Resources Needs g) Managing overstaffing problem i) Meaning of overstaffing ii) Symptoms of overstaffing iii) Problems associated with overstaffing in an organization iv) Measures of managing overstaffing h) Problems facing human Resources Planning Readings Shaun, T and York, A: chapt. 6pg Ngirwa C. A. (2006) Chapter Five Ian Beardwell and Len Holden, chap. 4 Daft(1997), chapt 13: pg

3 Torrington and Hall(1998), chapt. 4, pd Cole(1996), chapt. 20, pg TOPIC THREE: JOB DESIGN AND ANALYSIS After going through this topic, you should be able to: Define the terms micromotion, element, task, job, job position, occupation, job family and career job design and job analysis. i) Discuss the main considerations that should be well thought-out in designing a job. ii) Evaluate the common methods of designing jobs and apply them to solve specific developments in the socio-economic dynamics of your society. iii) Explain the main purposes of job analysis iv) Describe the importance of job analysis v) Explain the methods used in job analysis. vi) Explicate job description and specification vii) Discuss the common problems encountered by organisations in designing jobs Sub-Topics a) Definition of job design and Job Analysis b) Considerations in Job Design c) Methods of Job Design d) The Purposes of Job Analysis e) Job Description and Specification f) Job Analysis Techniques g) Problems in designing jobs. Readings Beardwell and Holden (2001), chapt. 5. Ngirwa C. A. (2006) Chapter 4 De Cenzo and Robbins, Chapt. Chapt. 5. Tyson and York (2002), chapt. 7, Tyson and York,(2002) chapt. 6, pg

4 3.4 TOPIC FOUR: RECRUITMENT At the end of this topic you should be able to:- i) Define HR recruitment ii) Discuss the sources of applicants for vacant jobs in the organizations iii) Outline the advantages and disadvantages of recruiting within the organizations iv) Mention and explain the advantages and disadvantages of recruiting from outside the organizations v) Discuss the need for recruitment in organizations vi) Explain the process of human resources recruitment vii) State two sources of applicants for vacant jobs in the organizations (Recruiting from internal sources from external sources) Topics a) Definition of human resources recruitment b) The need for recruitment in work organizations c) Human resources recruitment process d) Sources of applicants for vacant jobs in the organizations(recruiting from internal or external sources) e) Advantages and disadvantages of recruiting within the organization. f) Advantages and disadvantages of recruiting from outside the organization. g) Challenges affecting the recruitment function Readings Ngirwa C. A. (2006) chapter 6 Beardwell and Holden (2001), chapt. 6 Tyson (2002), chapter. 8&9 Cole (1997), chapts. 14 & TOPIC FIVE: TRAINING AND DEVELOPMENT After learning this topic you should be able to: i) Define staff training and development, and training needs assessment ii) Distinguish between training and development iii) Describe factors that give rise to the need of employee training and development iv) Account for the benefits accrued to organization out of training efforts v) Mention the benefits accrued to the employees out of the training efforts vi) Describe the methods used in training and development vii) Discuss the common problems facing training and development.

5 3.5.1 Sub-Topics a) Definition of training and development, and Training Needs Assessment b) Difference between training and development c) The need fo training d) Training and development methods e) Benefits accrued to organization out of training f) Benefits accrued to the employees out of training g) Problems facing training and development in Tanzania Readings: Ngirwa C. A. (2006), chapter 8 Beardwell and Holden (2001), chapt. 8 Tyson (2000), chapt.12,pg Cole (1997), chapt.27,pg TOPIC SIX: PERFORMANCE APPRAISAL After learning this topic you should be able to: Sub-Topics i) Define Performance Appraisal ii) Explain the objectives of a performance appraisal programme in a work organization iii) Outline the essential steps of preparing a performance appraisal programme iv) Discuss the methods of appraising employee performance v) Outline the guidelines of conducting a successful appraisal interview. vi) Discuss the reasons why many performance appraisal programmes fail vii) Explain the errors commonly made by raters. viii) Explain the weakness of confidential system ix) Describe OPRAS and explain its strength over confidential system x) Outline the challenges facing performance appraisal in Tanzania a) Definition of performance Appraisal and appraisal interview b) Purposes of performance Appraisal c) Benefits of Performance Appraisal d) Performance Standards e) Methods of Appraising Employee Performance f) Guidelines of appraisal interview g) Types of appraisals h) Weaknesses of the confidential system

6 i) OPRAS j) Benefits of OPRAS k) The OPRAS cycle l) Challenges facing OPRAS in Tanzania m) Problems facing the management of performance appraisal in Tanzania 3.7 TOPIC SEVEN: COMPENSATION After studying this topic, a student should be able to: Sub- Topics i) Describe the concept, objectives and process of compensation management ii) Identify the various factors that influence the setting of wages. iii) Describe the mechanism and methods of job evaluation iv) Explain employer concerns in developing a strategic compensation program. v) Discuss management concerns about the costs of employee benefits and discuss ways to control costs. vi) Suggest ways to control the costs of health care programs. vii) Describe service benefits that employers may provide. viii) Explain the factors which influence compensation a) Definition of Compensation related terms; Wage and Salary, Incentives, Fringe, Benefits, Perquisites b) Objectives of Compensation c) Pay Structure d) Factors influencing pay structure (External and Internal influences on pay) e) Job Evaluation Purpose and objective of job evaluation Job Evaluation Methods Importance of job evaluation in compensation f) Pay Systems g) Salary Administration Principles of Wage and Salary Management Managing Labor Costs h) Factors Affecting Compensation

7 3.8 TOPIC EIGHT: HEALTH AND SAFETY After passing through this topic you should be able to: i) Explain the concept of health and safety. ii) Discuss the role of employers in maintaining health and safety in work organisation iii) Identify the measures that organizations can take in order to maintain a healthy and safe work environment. iv) Explain the nature and causes of Industrial Accidents. v) Describe the types of industrial accidents and their effects on employees, the work organisation, and society at large. vi) Define stress, assess its causes and suggest measures to control it. vii) Explain the role of counseling in solving stress and other problems of employees. viii) 0utline the main problems, which frustrate the effective implementation of health and safety programmes in work organisation Sub- Topics a) Definition of Health, Safety and welfare b) The importance of health and safety c) Benefits of health and safety d) Roles of management (employers) and employees in health and safety at work place e) Management of a safe and healthy work environment Causes of accidents Safety Measures to maintain a safe work environment f) Management of industrial hazards g) Health and safety Laws h) Welfare assistance, Job stress and Employee counseling i) Challenges facing health and safety

8 3.9 TOPIC NINE: LABOUR RELATIONS After studying this topic you should be able to: Sub-Topics i) Define labour relation ii) Explain the importance of labour relation iii) Explain the history and development of trade unions in Tanzania iv) Explain different negotiation techniques used in work organization. v) Outline the challenges facing labour relations a) Definition of labour relation and labour unions b) Objectives of Labour Unions c) Importance of labour relation d) History and development of trade unions in Tanzania e) Types of Labour Organisations f) Negotiation techniques g) Challenges facing labour relations Suggested Readings Tyson(2000), chpt Cole, 1996, chapter 49 Milkovich and boudreau (2007) chapt. 14&15 Ngirwa, C 2006, chapter TOPIC TEN: PRINCIPLES OF ADMINISTRATION In topic ten we are going to discuss the principles of administration. Administration in most cases is used synonymously to Management. We are going to discuss how administration operates in organisations through its core principles. Special interest is on Tanzania context. At the end of this Lecture a student should be able to:- i) Define the key terms of administration and Management ii) ii) Differentiate and explain the similarities between Administration and Management

9 iii) Explain the origin background and theory of administration iv) Mention and discuss the functions of administrative Officer or Manager v) Discuss the basic principles of Administration as they are used in management science Sub topics a) Definition of Administration b) Difference between Administration and Management c) Administrative Theories d) Function of Administrative Manager e) Principles of Management f) Decision Making Process g) Factors Affecting Organizing Decisions h) General Challenges Facing Administration Suggested Readings Berry, L. "The Collaborative Organization: Leadership Lessons from Mayo Clinic." Organizational Dynamics 33, no. 3 (2004): Burns, T., and G.M. Stalker. The Management of Innovation. London: Tavistock, Cardinal, Laura B., Sim B. Sitkin, and Chris P. Long. "Balancing and Rebalancing in the Creation and Evolution of Organizational Control." Organization Science 15, no. 4 (2004): Gooderham, P.N., and O. Nordhaug. International Management: Cross-Boundary Challenges. Malden, MA: Blackwell Publishing, Fayol, Henri. General and Industrial Administration. London: Sir Issac Pitman & Sons, Ltd., Hansen, M.T., and N. Nohria. "How to Build Collaborative Advantage." MIT Sloan Management Review 46, no. 1 (2004): Hitt, Michael, Stewart Black, and Lyman W. Porter. Management. Englewood Cliffs, NJ: Prentice Hall, Jones, Gareth R. Organizational Theory, Design, and Change. Upper Saddle River, NJ: Prentice Hall, 2004.

10 Judge, Timothy A., and Herbert G. Heneman, III. Staffing Organizations. Boston, MA: McGraw-Hill-Irwin, Ongnecker, Justin G. Principles of Management and Organizational Behavior. 4th ed. Columbus, OH: Charles E. Merrill Publishing Company, Pearce, C.L. "The Future of Leadership: Combining Vertical and Shared Leadership to Transform Knowledge Work." Academy of Management Executive 18, no. 1 (2004): Weber, Max. The Theory of Social and Economic Organization. trans. A.M. Henderson and T. Parsons. New York: Oxford University Press, Wren, Daniel A. The Evolution of Management Thought. 4th ed. New York: John Wiley & Sons, Inc., Young, Gary J., Martin P. Charns, and Timothy C. Heeren. "Product-Line Management in Professional Organizations: An Empirical Test of Competing Theoretical Perspectives." Academy of Management Journal 47, no. 5:

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