About MeEducation Background :
Peking (Beijing) University, B.A.Cornell University, M.I.L.R. University of Toronto, PhD
Academic work experience: Saint Mary’s University (Assistant Professor)
Professional work experience:Alcoa, China (HR Manager) Motorola, China (HR Specialist)
Research interests: Work-Life Balance Underemployment
Syllabus-Textbook
Belcourt/Singh/Bohlander/Snell
Managing Human Resources
017650690X | 9780176506902
1/16/2013 © 2014 .
7th Edition
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Syllabus-Contact the Instructor
My preferred method of contact is by e-mail at [email protected] When you email me, please use your full real name and write down the course number and section in the subject line. I will try to answer your email within 24 hours.
This class is HRM2600 Section E.
Syllabus-Marking Allocations
1.Weekly Participation 30% 2. Midterm: 30%
Oct.11~17 on campus ( time and location to be announced).
Chapters 1-6
3. Final Exam: 40% Chapter 7-14, on campus during exam period
Weekly Participation Regular and active participation is an essential, unmistakably important aspect
of this online course. The expectation of the instructor is that students will log on a minimum of three times every week. It is critical that you read all of the lecture and assignment materials as well as all of the public discussion materials. Your full participation ON A WEEKLY BASIS is not only a requirement, but also an essential aspect of the online course process.
Each week you are to post ONE answer to the weekly discussion question and at least TWO comments to your classmates’ answers. Postings should show insight into the topic. Note: Once the week has passed (i.e. Saturday midnight) you have lost the opportunity to participate and postings do not count. At the end of the term you will be assigned a grade out of 30 for participation.
Your responses will be graded on two things: quality and timeliness. In terms of quality my expectations are simple. Responses should be well written and clearly address the issues being discussed. Please limit your postings to 250 words.
AgendaAgenda
Why study HRMDefinition of HRMGroups of HRM activitiesThe organization of human resource management Challenges of human resource managementThe future of human resource management
profession
Why Study HRM?People (human resources) are the essential
resource of all organizations. These human resources create
organizational innovations and accomplishments.
Organizational success depends upon careful attention to human resources.
http://www.cbsnews.com/video/watch/?id=7358608n&tag=cbsnewsTwoColUpperPromoArea
What is Human Resources Management
The management of people in organizations through formulating and implementing human resources management systems that are aligned with organizational strategy in order to produce the workforce competencies and behaviours required to achieve the organization’s strategic goals.
or simplyThe process of managing human talent to
achieve an organization’s objectives
Groups ofGroups ofActivitiesActivities
PlanningPlanningHumanHuman
ResourcesResources
AttractingAttractingHumanHuman
ResourcesResources
Placing,Placing,Developing &Developing &
EvaluatingEvaluating
MaintainingMaintainingHighHigh
PerformancePerformance
MotivatingMotivatingEmployeesEmployees
Groups of HRM Activities
The Organization of Human Resource Management – Small Organization
A separate HR department:Emerges as a small department or an individual
reporting to a middle manager
Duties typically include:Maintaining employee recordsRecruiting
The Organization of Human Resource Management – Large Organization
HR department becomes more important and complex
Specialized sub-departments correspond with major activities:EmploymentCompensationTraining and development etc.
Head of HR department may become a vice president and report directly to the chief operating officer
The Organization of Human Resource Management-- Service Role of HR Department
Successful organizations combine the experience of line managers with the expertise of HR managers to develop and utilize the talents of employees to their greatest potential.
Responsibilities of the HR Manager To advise, not direct managers in other
departments
Challenges: Economic
Surviving a Recessionary Cycle HR managers face special challenges e.g. layoffs, wage
concessions, and workforce morale issues
Global Trade Challenge Jobs and prosperity depend upon international trade
Challenge of Productivity Improvement Essential for long-run success Canada faces gap with U.S. in productivity levels Innovation is a major challenge Outsourcing is increasingly popular but has major implications
Challenges: Technological
ComputerizationProcessing large volume of information on a
timely basis Flexibility e.g. telecommutingInformation sharing and knowledge management
AutomationPotential benefits include speed, better customer
service, flexibility in operationsUse robots for hazardous or boring jobs
Challenges: Demographic Trends
Increasing number of women in the workforce
Shift toward knowledge workersEducational attainment of workersEmployment of older workers
http://www.statcan.gc.ca/pub/91-520-x/2010001/ct007_en.gif
More part-time, contract and contingent workers
http://www.youtube.com/watch?v=qdZd7H0vfaE
2005 2006 2007 2008 2009 2010 2011 2012
Without high school diploma 23.7 23.4 22.3 21.7 21.0 20.2 19.5 19.1
High school diploma 19.9 19.9 19.7 19.6 20.0 19.7 19.8 19.9
Some post-secondary 8.6 8.1 8.1 8.5 8.3 8.3 8.0 7.4
College or trade certification 29.8 29.9 30.4 30.4 30.6 30.9 31.2 31.4
University degree 18.1 18.8 19.3 19.8 20.1 20.9 21.5 22.2
Challenges: Cultural
Work related attitudesChanging attitudes toward work and leisureGenerational considerationsDemand for ethical conduct of business
Ethnic diversityCultural mosaic
Attitudes toward governmentsReduced faith in government
Challenges – Human Resources Management Responding strategically to changes in the marketplaceCompeting, recruiting, and staffing globallySetting and achieving corporate social responsibility
and sustainability goalsAdvancing HRM with technologyContaining costs while retaining top talent and
maximizing productivityResponding to the demographic and diversity
challenges of the workforceAdapting to educational and cultural shifts affecting
the workforce
Today’s Human Resource Management Professional Competencies:
Business Mastery, Mastery of HRM Tools, Change Mastery, Personal Credibility
CHRP (Certified Human Resources Professional)http://www.chrp.cahttp://www.chrp.ca/?page=Become_CHRP
Discussion Question- Week 1
A firm has requested your assistance in ensuring that their multigenerational workforce functions effectively as a team. What strategies and/or programs would you recommend? Why?