MANT 214: HUMAN RESOURCE MANAGEMENT

Transcription

1 MANT 214: HUMAN RESOURCE MANAGEMENT Lecturer: Liz Gordon Room: Commerce Building 8.11 Telephone: Office Hours: Lectures: Tutorials: Mondays 11:00 1:00 (Semester Time Only) Mondays 2:00 3:50pm Wednesdays 3:00 3:50pm Fortnightly see Blackboard for sign in sheets for sessions 1

2 PRESCRIPTION This module explores the management of human resources in organisations, focusing on the practicalities of organising and working with people and the appropriateness and effectiveness of techniques used within organisations. Prerequisites: (BSNS 105 or MANT 111) & (MANT 102 or MANT 112) Points: 18 Schedule C: Commerce OBJECTIVES A key aspect of the people performance link is the role of managers and the way in which they interpret and implement the organisation s HRM policies and practices. As a result, how people are managed can vary considerably and is dependent on many contributory factors. Organisations expect those with HRM responsibilities to be able to effectively manage human resources. As such, the primary learning objectives of this course are to encourage students to: Understand what HRM means and how it has evolved to its present form. Develop a greater understanding of the challenges, opportunities and constraints facing HRM within contemporary organisations. Appreciate the roles and responsibilities of the HR function. Interpret the HR role for employees, managers and the organisation. Stimulate thought about how employees, peers and superiors should to be treated in order to achieve the best performance Evaluate the importance of the HR role. ASSESSMENT A mark of 50 (C ) is required to pass MANT 214. This is made up of marks gained from: (a) Individual Assignment 1 (15%) (b) Individual Assignment 2 (30%) (c) Final exam (55%) 2

3 ASSIGNMENT ONE: INDIVIDUAL ASSIGNMENT INTRODUCING HRM (15%) Rudman (2010) explains that there are many definitions of HRM and refers to the rich history behind today s HR management. You are required to explain what is meant by HRM and discuss how HRM evolved to its present form. During Tutorial One, a discussion sheet will be distributed which will help provide the basis from which to develop the assignment. Length: 1,200 words excluding reference list and appendices Deadline: 12.00pm on Thursday 5 th April 2012 ASSIGNMENT TWO: INDIVIDUAL EVALUATION OF A HUMAN RESOURCE POLICY/PRACTICE (30%) Consider an organisational HRM practice you are familiar with. Write a report to management critically reviewing and making recommendations about one of the following human resource practices within that job: 1. Developing employees 2. Managing performance 3. Engaging Employees You should gather appropriate documentation to support both your assessment and your recommendations and place them in the Appendices. Suggested documentation includes: Evidence of the organisational culture and structure Copies of agreed learning objectives/development plan Details of the performance management system used (either formally or informally) Please note that while these are important not all organisations will have them. Tutorial three will give you the opportunity to discuss your documentation with your tutor and peers. Attendance is therefore essential. Additionally your critical review should draw upon theory from both class and your own individual research within a range of academic (books and journal articles) and professional sources (magazines and professional associations). You may also compare with your learning from the Rebel Sports Case Study and other examples given in class. Length: 2,000 words excluding reference list and appendices. Deadline: 4pm on Friday 18 th May

4 PRESENTATION GUIDELINES FOR ALL ASSIGNMENTS All assignments must have a title page containing, course code, individual assignment title, student(s) name and/or ID number. Include an introduction, paragraphed sections and a conclusion. Paragraphs should not be one line. Section sub titles make it easier to follow assignments. Short quotes should be integrated in paragraphs. Do not put pictures or superfluous diagrams in the assignment unless it adds to the content of the work. Please remember that no presentation aids can add to the quality of an assignment if the necessary knowledge is not present. Assignments must be word processed in 12 point font using 1.5 line spacing. Remember to proof read your work and run a spell check. Spelling and grammatical errors make your work look unprofessional and will lose you marks. Correct referencing (APA style) and citation is essential. A guide is available from the Library Website. See Appendix One for a summary. Submit the assignment held together by one staple in the top left hand corner (or alternatively spiral bound). Do not submit in plastic folders or similar devices. Marking Scheme: See Appendix Two for a Copy of the Marking Scheme EXTENSIONS OF TIME FOR HANDING IN WRITTEN WORK Requests for extensions of time will only be granted by the course coordinator in exceptional circumstances. PLAGIARISM Students should make sure that all work submitted work is their own. Plagiarism is a form of dishonest practice. Plagiarism is defined a copying or paraphrasing another s work, whether intentionally or otherwise, and presenting it as one s own (approved University Council, December 2005). In practice this means plagiarism includes any attempt in any piece of submitted work (e.g. an assignment or test) to present as one s own work the work of another (whether of another student or a published authority). Any student found responsible for plagiarism in any piece of work submitted for assessment shall be subject to the University s dishonest practice regulations which may result in various penalties, including forfeiture of marks for the piece of work submitted, a zero grade for the paper, or in extreme cases exclusion from the University. 4

5 SAFE ASSIGN All assignments may be put through Safe Assign. This programme indicates what seems totally original and what may have been cut and pasted from: The internet Published works Other essays and assignments (from your class and worldwide) Please note that in this paper Assignments must be submitted both to the Department Office and online through Blackboard. FINAL EXAMINATION (55%) Students will sit a three hour examination paper containing short questions and essay style questions. READING REQUIRED: Rudman, R. (2010). Human resources management in New Zealand (5th ed.). Pearson: Auckland. RECOMMENDED: Armstrong, M. (2006). A handbook of human resource management. London: Kogan Page. Cook, M. (2004). Personnel selection Adding value through people. England: John Wiley and Sons. Cook, M. (2004). Personnel selection and productivity. England: John Wiley and Sons. Deresky, H., & Christopher, E. (2008). International management Managing across borders and cultures. Australia: Pearson Education. Macky, K. (2008). Managing human resources. Contemporary perspectives in New Zealand. McGraw Hill. Macky, K. (2008). Managing human resources. Australia: McGraw Hill. Marchington, M., & Wilkinson, A. (2008). People management and development. London: CIPD. Rudman, R. (1997). Human resource management in New Zealand. Malaysia. Taylor, S. (2008). People resourcing. London: CIPD. Torrington, D., Hall, L., & Taylor, S. (2008). Human resource management. London: FT/Prentice Hall. 5

6 WEBSITES (Human Resources Institute of New Zealand) (Equal Employment Opportunities Trust) (Organisation for Economic Cooperation and Development) (Human Rights Commission) (Department of Labour) (Chartered Institute of Personnel and Development UK) studies.co.uk (Institute for employment studies) (Dept for enterprise and regulatory Reform UK) (Investor In People) (US site) JOURNALS Refer to Otago library website for further journal details and database listings. British Journal of Industrial Relations Harvard Business Review (USA) Human Resource Management Journal (UK) New Zealand Journal of Human Resource Management (NZ) Human Resource Management (US) International of Human Resource Management Journal of Business Ethics Journal of Human Resources Journal of Management Journal of Management Development Personnel Psychology Employee Relations Human Relations BLACKBOARD Blackboard is the primary means of disseminating information for this course. Notices, extra readings, and other information will be placed regularly on for student use. Lecture frameworks are usually available the day before the lecture. DISCLAIMER While every effort has been made to ensure that the information contained in this document is accurate, the information is subject to change. Changes will be notified in class and/or workshops, and via Blackboard. Students are encouraged to check Blackboard for any changes. It is your responsibility to be informed. 6

7 APPENDIX ONE: REFERENCING AND CITATION The American Psychological Association (APA) referencing style is the preferred style for this paper. Notes on this style can be found on the library referencing guides and from the student learning centre guide books. The following segment of text is a guide to how to use the preferred style. When using the ideas of a writer but not directly quoting him or her, it is acceptable to acknowledge the source of the information at the end of the appropriate sentence or paragraph like this (Macky & Johnson, 2003). When you are directly quoting and the statement is less than three lines long "include it in the text by enclosing it in quotation marks and including the page number" (Macky & Johnson, 2003, p. 16). Longer quotes are indented from the margin, do not use quotation marks and are acknowledged in the same way, i.e. (Macky & Johnson, 2003, p. 16). When you are attributing ideas or comments that an author has made and comparing them to another s use, the following text is an example of how to reference correctly. Green (1989) was of the opinion that the first school of thought was applicable, whereas Michelson (1990) argued that this was not the approach to take because, etc. Where there are two authors they should be cited as Smith and Brown (1992). Where there are three or more authors, in the text of the assignment refer to them as Smith, Jones, Clark, Brown, Jordon and Sykes (1992) the first time you cite their work and thereafter only as Smith et al. (1992). All of the author's names should be included in your references list at the end of the assignment. BOOKS The author's surname and initials, the year of publication, the title of the book in italics or underlined, the publisher and the place of publication. The references should be listed alphabetically by first author name. Where the author s name cannot be determined or is not provided, reference the work as anonymous (2003). If there is more than one anonymous or unknown author, or two references by the same author, then reference the first as Smith (2003a), and the other as Smith (2003b). Rudman, R. (2010). Human resources management in New Zealand (5th ed.). Pearson: Auckland. 7

8 JOURNAL ARTICLES The author's surname and initials, year of publication, title of work, title of journal in italics, and inclusive page numbers. Guest, D. (1989). Personnel and HRM: Can you tell the difference? Personnel Management, 1, NEWSPAPER AND MAGAZINE SOURCES The author s surname and initials (if known), the story or feature title, name of magazine underlined or in italics, month and year of publication, and inclusive page numbers. Charteris, R. Editorial, Otago Daily Times, Friday 13 th July, 1997, p. 2. (newspaper) Bromhead, P. Money machine, Metro, September 1995, (magazine) INTERNET AND OTHER SOURCES Copy the full website address and paste it into the reference section. Include the date you accessed the site. Reuters (2006). Employers add 138,000 jobs in April; strong wage growth fans inflation fears [accessed 08 May 2006]. Cite the author, writer, company or name in the text of your assignment, e.g. Reuters (2006), New Zealand Government, Department of Statistics (2008), etc. If there is no identifiable author, company, person, publication etc., as the source of information, then use Anonymous (2008). If there is more than one Anonymous source for the same year, use Anonymous a) (2008) for the first one, then Anonymous b) (2008), etc. for the next and subsequent citations. The Endnote programme is a very helpful tool for storing and using references for your written work. Check out ITS Services for training programmes on how to use this product. For extra help for correct citation for this course go to 8

9 APPENDIX TWO: ASSIGNMENT MARKING SCHEME Name: Student I.D.: <50 KNOWLEDGE Exceptional level of relevance to topic Highly in depth coverage of the topic ARGUMENT Highly accurate presentation of evidence Logically developed argument Strong linkages between theory and practice RECOMMENDATIONS Original and creative thought PRESENTATION AND STYLE Fluent piece of writing Succinct writing Spelling and grammar excellent SOURCES Evidence of substantial library research Correct citation of references Highly relevant to organisation/industry Little relevance Superficial treatment of topic Much evidence inaccurate or questionable Rambles and lacks continuity Weak linkages between theory and practice Little evidence of originality Clumsily written Unnecessarily repetitive Spelling and grammar unacceptable Inadequate background reading Incorrect referencing Little relevance to organisation/industry (Note - for guidance only. Equal weighting does not apply between all aspects) General Comments: Signed: Mark: 9