MANT 214 Personnel/Human Resource Management Semester Department of Management School of Business University of Otago COURSE OUTLINE

Transcription

1 MANT 214 Personnel/Human Resource Management Semester Department of Management School of Business University of Otago COURSE OUTLINE

2 MANT 214 Personnel/Human Resource Management Semester 1, Course information Course philosophy As the title suggests, this course focuses on the management of human resources in modern organisations. We look at the specific techniques that have been developed to facilitate the management of people, or in other words, how it is done. This includes different ways of recruiting, selecting, and rewarding people at work. We also spend time considering the role of Human Resource Management (HRM) in the competitive world economy and the propriety of the techniques of managing people that have been and are being developed. Learning objective 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 objective of this course is 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 human resource managers within contemporary organisations. Develop written presentation skills. It is important to remember that there is no single right way to manage or organise people. As such, the primary learning objective of this course is to stimulate you to think about vital issues such as how employees, peers and superiors ought to be treated, how much freedom they ought to be given, how much control is justified, how much trust is reasonable, etc. 2

3 Course coordinator and lecturer: Liz Gordon Room 8.19 (Level8, Commerce building) Ph: (voic ) Office hours Monday 10.00am 12.00pm, outside of this time by appointment. Lecture times Monday Wednesday 2.00pm 3.40pm (with a 10 minute break) and 3.00pm 3.50pm No formal tutorials will be held. Please use my office hours or for an appointment time to ask course related questions. Textbook The essential course text is: Macky, K. (2008). Managing Human Resources. Contemporary perspectives in New Zealand. McGraw Hill. Blackboard Blackboard is the primary means of disseminating information for this course. Notices, extra readings, and other information will be placed regularly on blackboard@otago.ac.nz for student use. Lecture frameworks are usually available the day before the lecture. Videos These will be placed on a MANT 214 Reserve Viewing list at the Audio Visual Learning Centre on Level 2 of the Information Services Building. Wherever feasible, video links will be provided so that some material can be viewed via Blackboard. 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. 3

4 2. Course assessment A mark of 50% (C ) is required to pass MANT 214. This is made up of marks gained from: a. Group assignment 50% b. Final exam 50% a. Group written assignment 3 4 members Due Date: Friday 21 May, 4pm, Reception, level 8, Commerce Word count between 3,000 and 3,500 words. Within the context of an increasingly competitive business environment one theme that continues to dominate HR research is the study of the link between HR practices, people performance and organisational effectiveness. Discuss, explaining; How HRM differs from Personnel Management (20 marks) What is meant by strategic HRM (20 marks) How the external and internal environment influence HR policies and practices. Provide examples (20 marks) What is meant by an integrated approach to HRM and explain why such an approach is necessary. Provide examples of integrated policies and practices. (20 marks) Technical presentation, writing and referencing requirements (20 marks). (Final mark out of 100 and converted to a score out of 50%) Technical presentation 1. Assignments must be structured so that each part of the question is answered adequately. 2. All assignments must have a title page containing, course code, assignment title, student(s) name and/or ID number. 3. Assignments must be word processed in 12 point font using 1.5 line spacing. 4. 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. 5. Correct referencing (APA style) and citation is essential. A guide is available on page 5 of this outline. All assignments should contain at least five references. 4

5 6. Late assignments will be penalised. Extensions of time for handing in written work Requests for extensions of time will only be granted by the course coordinator in exceptional circumstances. 3. 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 and 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 and Johnson, 2003: 16). Use either : or pp to show page numbers. Longer quotes are indented from the margin, usually do not use quotation marks and are acknowledged in the same way, i.e. Macky and Johnson, 2003 (2003: 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). e. g. Rudman, R. (1999). Human Resources Management in New Zealand, 3 rd Edition, Longman Addison Wesley:NZ 5

6 Journal articles: The author's surname and initials, year of publication, title of work, title of journal underlined or in italics, and inclusive page numbers. e. g. Guest, D. (1989). Personnel and HRM: can you tell the difference? Personnel Management, January, pp 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) e. g. Bromhead, P. Money machine, Metro, September 1995, pp (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 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. 6

7 b. Final examination (50%) Students will sit a three hr examination paper which will be divided into two parts. In part one there will be a series of short questions testing your knowledge in various HRM topics (ten questions each worth 5 marks). In part two you will be required to answer two out of four essay style questions each worth 25 marks). Final mark (out of 100, to be converted to a score out of 50%) 4. Student learning and living support services The University offers a wide range of student learning and living support services. A representative range of these services is provided here. Remember to use these (or ask for help) in times of need! Disabilities Information and Support Services These services are available to any student who has a short term disability (such as a broken hand), and other kinds of physical and emotional disabilities you may experience during your path of study. Visit disabilities@otago.ac.nz for further information about the range of services and support provided. Student Counselling Services This service is available to deal with a range of personal, living, and health issues. Visit student health@otago.ac.nz or for further information. OUSA Student Support Centre OUSA provides a wide range of student support services including advocacy (acting on behalf of students in situations of conflict or where a problem has not been resolved to the student s satisfaction). Contact help@ousa.org.nz for assistance from them or the university mediator at mediation@otago.ac.nz. Student Learning Centre The Student Learning Centre provides help with written course work, study skills and preparing for exams. Contact them at student learningcentre@otago.ac.nz. The Maori Centre Te Hunga Matauranga maori centre@otago.ac.nz, the Maori Student s Association (Te Ropu Maori) msa@otago.ac.nz. The Maori student support services at the School of Business For a full list of services visit the university website at The Pacific Islands Centre This provides specialist learning, social support and mentoring for students. For details of mentoring, social and other support activities visit their site at Careers Advisory Service Register with the career hub at Careers Advisory Centre for the latest job information and useful training seminars. Go to the link at 7

8 5. COURSE OUTLINE Weeks Dates Formal lectures Assessment 9 L1 1 March Introduction, Internal assessment Evolution of HRM L2 3 March Personnel v HRM 10 L1 8 March Strategic HRM / HRM models L2 10 March HRM roles / specialist / generalist / line manager 11 L1 15 March International context of HRM L2 17 March Environmental influences (internal and external) 12 L1 22 March HR planning and job analysis (1) L2 24 March HR planning and job analysis (2) 13 L1 29 March Employee recruitment (1) L2 31 March Employee recruitment (2) MID SEMESTER / EASTER BREAK 15 L1 12 April Recap / review / employee selection L2 14 April Employee retention, role of managers 16 L1 19 April Introduction to performance management (1) L2 21 April Performance management (2) 17 L1 26 April employee motivation L2 28 April Managing diversity 18 L1 3 May Employee development (1) L2 5 May Employee development (2) 19 L1 10 May Employee remuneration (1) L2 12 May Employee remuneration (2) 20 L1 17 May Healthy and safe workplaces Group report due 21 st L2 19 May Future of HRM 21 L1 24 May Evaluating HRM (1) L2 26 May Evaluating HRM (2) 22 L1 31 May Review and revision L2 2 June Review and revision May 4pm, Level 8, Reception, Commerce 8

9 Human Resource Management MANT 214 Group Registration Form (3-4 members). To be submitted by week three. Student Name 1. Student ID