HUMAN RESOURCE MANAGEMENT

Course Outline

MBA – Spring 2014

1

Instructor: TABASSUM NADEEM Consultation Hours: Before/ after class session Email: cdr_tabassum@yahoo.com Tel: 0345-8221961(For important matters only,

always mention name with text messages and avoid texting or calling after 9 P.M.)

Recommended Book: “Human Resource Management” 12thEditionby Gary Dessler & Biju Varkkey Further Reading:

Human Resource Management 10thEdition by Robert L Mathis and John H. Jackson

Human Resource Management 9th Edition by John M Ivancevich

Google What is Human Resource Management? In recent years, the global economic and technological advancements have rapidly changed the world of work. These forces have changed the meaning of jobs, given rise to organizational designs and team based operations, demanded multi-skilled and flexible employees, forced organizations to review how they attract, select, appraise and remunerate staff, and set the scene for unrelenting organizational change into the foreseeable future. The field’s theoretical underpinnings have been seriously stretched by these changes. There is now a strong and widespread organizational need for a coherent and effective approach to managing people issues at work. This course will expose students to HRM theory and practice. Rather than being purely academic, the course is concerned with developing the practical skills and knowledge of the students. The objective here is not to turn them into HRM practitioners, but to familiarize them with common HRM practices, make them aware of problems with the field, and to equip them with the tools and knowledge to debate the use of chosen methods. Learning Outcomes

To appreciate the role of the Human Resource Management in implementing and

developing organizational strategies.

To identify and describe the sub-functions within the human resource department and how

these functions are linked to each other and other departments of the organization in

order to appreciate the importance of HR within the organizational system including

recruitment, planning, job analysis, employee selection, training and development,

compensation and benefit administration, industrial relations.

To analyze the effectiveness of an HR system and how it is supporting other departments

such as finance, marketing, IT.

To appraise the role of human resource departments in leveraging talent to improve

organizational effectiveness.

To compare the application of these concepts in the context of the Pakistani business

environment.

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To explore and assess the HR practices which are currently used by businesses in Pakistan

and best practices which can be adopted by organizing new HR competencies.

To discover a holistic perceptive on the subject so that the students are better equipped to

make their decisions about opting HR as a major.

To appraise an existing HR system and suggest improvements to it.

Behavioral Outcomes

Through this course the students will learn how to collect information about a topic,

analyze and synthesize the information and write a well-organized research paper. This is

an essential skill which will help students in their professional lives.

The course will aim to reinforce the competencies required from business graduates

namely, active listening, oral communication, teamwork, leadership, decision making and

integrity. Assignments, activities and cases are selected to help students polish their skills

and competencies in the identified areas

To motivate students to get in the habit of reading articles and news items related to their

topics will be assigned to broaden their horizon about HR in particular and management in

general.

Expectations from the students:

The course outline aptly serves as a reading list, reading prior to class is Must.

Recommended book is mandatory for each class.

Class will primarily focus on discussions, case studies, articles and practical examples.

While in class holding conversation with neighbors would not be appreciated. If anything has to be said, it must be shared with all.

Assigned deadlines will not be changed.

Punctuality and business like conduct would be expected from all.

Cell phones are to remain silent. Students are not allowed to leave the class to attend

phone calls.

Use of laptops and hand held devices is allowed provided that they are used taking notes

and other activities related to the class.

No eatables other than water are allowed in the classroom.

Grading Plan:

Marks Distribution Weightage

Midterm 25 points

Final 40 points

Quizzes 15 points

Assignments 10 points

Corporate Exercise & Presentation 10 points

COURSE OUTLINE:

HUMAN RESOURCE MANAGEMENT

Course Outline

MBA – Spring 2014

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The course will explore four major themes in Human Resource Management. Readings are assigned with each topic and you are expected to prepare for class by reading these chapters. We will not only cover all of the chapter material in class and we will also cover additional material like articles and case studies. You are expected to come well prepared for the class.

PART ONE

INTRODUCTION

Session 1: Introduction to Human Resource Management

Learning Outcome: To help students acclimate themselves to the class and the field of human resource management

Introduction to the class

Discussion on the course outline

Tips to do assignments

Introduction to Human Resource Management.

Importance of HR for all managers

Staff and Line Rules: What is the role of the Human Resource Department

Specialties of Human Resource Management

Explain changing global environment and

changing role of Human Resource

Management

Assignment: Search an article about Importance of HRM and prepare summary for 3 min presentation in next class Reading: Chapter 1 (Dessler and Varkkey)

Session 2: The Manager’s Role in Strategic Human Resource Management

Learning Outcomes: The students will be able to link the organizational strategy to the people’s strategy of the organization and how the Human Resource Department is becoming increasingly important for the long term viability and success of an organization.

Overview of Strategic Management

How HR strategy should be aligned with the Vision, Mission and Corporate Strategy

Why strategic planning is important to all

managers.

The basic steps in the management planning

process.

Steps in the strategic planning process.

Activities:

1. Forming of groups for end term paper.

2. Presentation of summary of an article related to importance of HRM by students.

Reading: Chapter 3 (Dessler and Varkkey)

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Corporate strategies and competitive

strategies.

Strategic human resource management

Creating high-performance human resource

policies and practices.

PART TWO

RECRUITMENT AND PLACEMENT

Session 3: Job Analysis

Learning Outcomes: Students will learn the importance of job analysis for all other sub functions of human resource management and learn to evaluate and write job descriptions.

Discuss the nature of job analysis and why

conduct a job analysis?

Methods of collecting job analysis information

Writing Job Descriptions and Job Specifications

using the Internet and traditional methods.

Job analysis in a “jobless” world,

Activity: Selection of topics for end term paper; The topics listed in the syllabus just indicate the major themes of the end term report.

Quiz: From Chapters 1 & 3

Assignment: Conduct job analysis (Job description and job specification) of any position.

Case Study: McDonald’s Global HR

Reading: Chapter 4 (Dessler and Varkkey)

Session 4: Human Resource Planning and Recruiting

Learning Outcomes: Students will learn the importance of a proactive approach to planning for its human resources and the basic recruitment methods as given by other functional departments and consistent with the strategy of the organization.

Planning and Forecasting for Human

Resources

Linking Employer’s Strategy to Plans

How to Forecast Personnel Needs

Internal and External Recruitment

Internal and external and sources of

candidates.

Need for effective recruitment

Recruiting Complexities

Case Study: Job Analysis: Assistant Store Manager at Today’s Fashion Reading: Chapter 5 (Dessler and Varkey)

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Course Outline

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Recruiting a more diverse workforce

Session 5: Employee Testing and Selection

Learning Outcomes: This session is aimed at providing an overview of the science of human resource selection and compare the best practices to what actually happens in an underdeveloped HR system as well as to distinguish between intuitive and scientific selection practices.

Importance of Selection

Avoiding negligent hiring

The vital concepts of Validity and Reliability

Validating a test.

Types of tests

Conducting background investigations

Case Study: Recruiting for the Ritz-Carlton Quiz: From Chapters 4 & 5 Reading: Chapter 6 (Dessler and Varkey)

Session 6: Interviewing Candidates

Learning Outcomes: These sessions will help students to describe basic interview techniques and design basic interview questions

Main types of selections interviews

Administrating interviews

Main errors that can undermine an interview’s usefulness.

Guideline for being a more effective interviewer.

Examples of situational questions, behavioral questions, and background questions that provide structure.

Steps in a streamlined interview process.

Interview Biases

Activity: Role play, students will conduct employment interviews and will act as interviewer and interviewee. Readings: Chapter 7: Interviewing Candidates (Dessler and Varkey)

Session 7: Guest Speaker Session

Learning Outcomes: A guest speaker with HR background would be invited to discuss practical aspects of HR, its application in Pakistan environments. The session may be re-adjusted according to the availability of guest speaker.

Submission of Assignment on Job analysis Quiz: From Chapters 6 & 7

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Course Outline

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MIDTERM EXAMINATION

PART THREE

TRAINING AND DEVELOPMENT

SESSION 8: TRAINING AND DEVELOPING EMPLOYEES

Learning Outcomes: These sessions aim to help students explore how an organization determines its training needs and what methods are available to train the workforce.

Needs Assessment

Importance of Orientation

Types of Training Programs

Management Development Programs

Evaluating Training Efforts

Activity: Role play, students will conduct performance appraisal interviews and will act as appraiser and appraisee. Midterm Exam: Discussing and showing of midterm answer sheets to student Reading: Chapter 8 (Dessler and Varkkey)

Session 9: Performance Management and Appraisal

Learning Outcomes: These sessions aim to provide an overview the formal performance management system of the organization.

Importance of Performance management and

appraisals

Performance Appraisal Methods

How to conduct performance appraisals

Techniques of Performance appraisal

Managing Performance Management biases

Case Study: Dunkin’ Donuts and Domino Pizza: Training for Quality and Hustle Reading: Chapter 9 (Dessler and Varkkey)

Sessions 10: Coaching, Careers and Talent Management

Learning Outcomes: This session aims to provide an overview of coaching, careers and career management of employees in organizations.

Comparing and contrasting coaching and

mentoring, and their importance

Employers’ traditional and career planning-

Assignment: Plan your career for next 10 years. Quiz: From Chapters 8 & 9 Case Study: Revising the Performance Appraisal System at St. Luke’s Hospital

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Course Outline

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oriented HR focuses.

Roles of employee, manager, and employer in

career development.

Considerations when making promotion

decisions.

List and briefly explain at least four methods

for better managing retirements.

Talent management and talent management

process.

Reading: Chapter 10 (Dessler and Varkkey)

Part Four

COMPENSATION

Sessions 11: Establishing Strategic Pay Plans

Learning Outcomes: This session is designed to explore the total rewards model and provide an overview of the basket of rewards that an organization can choose from without going into the technical elements of the design process.

Pay and Strategy

Basic factors in determining pay rates.

Compensation Equity and Its Impact on Pay

Rates

Salary Surveys

Establishing pay rates.

Pricing managerial and professional jobs.

Differentiating between competency-based

and traditional pay plans.

Importance today broad banding, comparable

worth, and board oversight of executive pay.

Readings: Chapter 11 (Dessler and Varkey)

Sessions 12: Pay for Performance and Financial Incentives

Learning Outcomes: This session is designed to expose the students how pay for performance and financial incentives contribute to the motivation of employees and contribute to improved performance, loyalty and retention.

Application of motivation theories in

formulating an incentive plan.

Submission of assignment on career planning. Case study: Implementing a New Compensation Program Readings: Chapter 12 (Dessler and

HUMAN RESOURCE MANAGEMENT

Course Outline

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The main incentives for individual employees.

Pros and cons of commissions versus straight

pay incentives for salespeople.

Main incentives for managers and executives.

The most popular organizationwide variable

pay plans.

Steps in designing effective incentive plans

Varkkey)

Session 13: Benefits and Services

Learning Outcomes: this session will enable students to make decisions about career choices about HR and how to go about selecting their electives.

Why employers pay for benefits and services

Benefits and services; main pay for time not

worked

Insurance benefits.

Retirement benefits.

Employees’ services benefits.

Family-Friendly (Work–Life) Benefits

Flexible benefit programs.

Submission of End term report by each group. Readings: Chapter 13 (Dessler and Varkkey)

Sessions 14: End term Project Reports’ Presentations

Students will be required to present their End Term Project Reports in groups. The Class representative will be required to ensure that all the groups are accommodated in a 15 minute presentation by each group.

Sessions 15: Course Review & discussion on final examination

Salient aspects of the course to be revised and students be briefed about the conduct of final exam.

Quiz: From Chapters 11, 12 & 13

Final Exam

GENERAL GUIDELINES End Term Project (10 marks) Students are required to select a topic within the realm of human resource management. The topic should be discussed with the instructor in groups for approval. This project is divided into

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Course Outline

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three components: Annotated Bibliography and Progress Report, Case Study and Final Presentation. It is mandatory for the all the groups to meet with the instructor before settling on a topic. End Term Report Writing The students would be required to conduct primary research on the topic in an organization of their choice. Students may choose to do this through, in-depth interviews, questionnaires or other methods. The purpose of this activity is to encourage students to observe and appreciate the real life application of the topic which they explored for the annotated bibliography. The report should contain 15-20 pages (Font Calibri, font size 12 and line spacing 1.5) excluding any exhibits and appendices. The end term project report is to be submitted in the 13th Session of the class. In this report the students are expected to explore HR system (or a subsystem) of a particular organization in depth, write their findings, analyses and recommendations based on what they have discovered during their research. A tentatively the report should contain:

A cover page

An Executive Summary.

Introduction to the Company

Introduction to the Industry

General overview of the HR system

Description of the topic/subsystem you have studied

Analysis of the system

Recommendations also based on your secondary research and class learning

Conclusion

Presentations The students are required to remake a formal yet engaging presentation about their findings. Each group will have 15 minutes to present the report which is to be equally distributed among team members. End Term Project Report Presentations will be held in the 14th session. Assignment (5+5) Students will be assigned 02 assignments, one before the midterm and 01 after the midterm. In the first assignment the students will be required to conduct a job analysis of any position. The students should research the requirements of the selected position, and prepare a job description and job specifications accordingly. To make it more realistic, the students must visit any organization and interview the individual about his responsibilities and convert them into job analysis. This assignment is due in the 7th Session of the course. The second assignment will be about preparing own career plan for the next 10 years. The students must discuss the road map for the dreamed position after 10 years and various development requirements what they consider mandatory for career progression. This assignment is due in the 12thSession of the course.

HUMAN RESOURCE MANAGEMENT

Course Outline

MBA – Spring 2014

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Quizzes (N-2) (15) There will be announced quizzes in every alternate class from the material covered in the previous classes. There may be unannounced quizzes as well from the material to be covered in the class just to ensure that students come prepared in the class.

Class Participation (10) As management students and as soon to be business leaders, students are expected to confidently express their opinions. Students will be expected to participate, quoting from the assigned readings, bringing in examples of involved points from outside resources and most importantly respectfully listening to the opinions of fellow students. In addition, students may be asked to make impromptu presentations or participate in role plays or debates. The class participation enhances learning and retention, makes the class more interesting for you. Reading for class is imperative as it helps us move from merely explaining what is contained in the text to analyzing and critiquing the text. In addition, points reflecting application to the Pakistani environment would be highly appreciated. Finally it should be kept in mind that not everything contained in the text can be covered in the class. Therefore, students are expected to cover these topics and make use of counseling hours to clarify these concepts or raise questions in class. Guest Speaker Sessions A guest speaker session has tentatively been scheduled for 7thsession, which may be re-adjusted according to the availability of the Guest Speaker which will be arranged by the teacher. Students are also encouraged to invite guest speakers from HR department of their organizations to share their practical experiences in the context of Pakistani Industry. Although there are not specific slots allotted for students’ invited guest speaker sessions but I am open to accommodate a relevant guest speaker and adjust the session accordingly, however, students are to inform in advance. Make sure that this document is handy at all times since this is a complete guide to the course.

Good Luck and Enjoy the Class!