Course Syllabus "Human Resource Management"
Course Syllabus “Human Resource Management”Approved Dean of the Faculty of Business and ManagementProtocol, DateAuthor: Ulyana Podverbnykh, PhD, senior lecturer1Course descriptionPre-requisitesThe course is designed to the bachelor students of the educational program «Business Administration» of the National Research University Higher School of Economics (HSE). It is compulsorycourse, and it is delivered in two modules. The course length is 152 academic hours in total of which52 hours are classroom hours for lectures (24h) and seminars (28h) and 100 hours are devoted to selfstudy.This course syllabus outlines the requirements to the student knowledge and skills as well asthe course content, activities, and assessment.The Course Program is designed for lectures, teaching assistants and bachelor students, trainingdirection 38.03.02 “Management, educational program “Business Administration”, course “HumanResource Management”.This syllabus is developed in accordance with: The Educational Standard of NRU HSE for the undergraduate degree 38.03.02. “Management”; Undergraduate program “Business Administration”, the undergraduate degree 38.03.02.“Management”; Curriculum NRU HSE for the undergraduate degree 38.03.02. “Management”.To attend the HRM course, it is advisable to have a preliminary knowledge in the followingdisciplines:a. Management;b. Psychology;c. Philosophy;d. Sociology;e. Economic Theory and Institutional Economics;f. Organisation theory;g. Organisational behaviorAbstractThis course examines the evolving human resources function within today’s organizations.Students will examine the changing roles and responsibilities of human resources managers, the acceptance and integration of the human resources function as a full business partner, and the higher expectations placed on human resources leadership to make a significant contribution to the successfulmanagement of the organization. Students will explore the role managers and supervisors play in thesuccessful management of the organization’s human resources. Topics to be examined include: thefunctions of Human Resource Management, relationships within the organization, policies and procedures, workplace diversity, and the role of human resources in a global economy.
2Learning objectives1. Analyze the concept of labor or human capital of the organisation viewed as an investment versus an operational expense.2. Examine various models of how human resources management is positioned in the structure ofan organisation.3. Assess the major challenges of human resources in the 21st century business and governmentorganisations.4. Review the role of human resources management in the development of senior leadership.5. Develop ways in which human resources management might diagnose a business strategy andthen facilitate the internal change necessary to accomplish the strategy.6. Analyze the correlation of human resources management and line management as it relates todeveloping an organisational business partnership.7. Evaluate the developing role of human resources in the global arena.3Learning OutcomesAfter the course completion, the student is expected toKnow: the purpose of HRM in today’s organisations; main functions of HRM ((a) Human resource planning, recruitment and selection, (d) trainingand development, (c) performance appraisal and feedback, (d) compensation, pay, and benefits,and (e) employee and labor relation); HRM policies HRM practices HRM terminology in EnglishBe able to: Appreciate the importance of HRM as a function in today’s organisations and as a field ofstudy; Explain what HRM does to enhance employee, group, and organisational performance; Articulate the challenging roles of managers at different levels (i.e., first-time managers, linemanagers, mid-level managers, top managers/executives); Identify at least three future challenges for HRM in the global organiational contextHave experience: Discussing HRM in English; Reading and critiquing articles around HRM published in current scholarly journals and professional magazines; Applying their knowledge to analyze cases related to HRM; Applying their knowledge to create, critique, and/or improve HRM tools (e.g., a resume, a jobad, a performance evaluation sheet);As a result, the student acquires the following general competencies (GC) and professional competencies (PC):NC/NRDescriptors - the learning outTeaching methods that conCompetenciesU-HSE comes (the indicators of achievetribute to the developmentCodement)of a competenceCan work in a teamGC-7Can perform well when workingSeminars, preparation andwith otherspresentation of group assignmentsCan competently buildGC-8 Knows how to set goals forthcom- Lectures, seminars, reading,communication, based oning communication, demonstrateshomework assignments,the goals and situation ofthe ability to adjust communicadiscussionscommunicationtion situation
CompetenciesCan apply his/herknowledge of the motivation theory and leadership in his/her management practiceCan participate in the development and implementation of the HRMstrategy in an organization4NC/NRDescriptors - the learning outU-HSE comes (the indicators of achieveCodement)PC-6 Understands how to utilize his/herknowledge of the motivation theory and leadership to effectivelymanage his/her employeesTeaching methods that contribute to the developmentof a competenceLectures, seminars, reading,homework assignments,discussionsCan assist in the development andimplementation of the HRM strategy in an organization that helpsenhance corporate strategyLectures, seminars, reading,homework assignments,discussionsPC-7Course PlanTotal Topicworkload1The Human Resource Environment271Trends in Human Resource Management.6Key concept of Human Resource Management2System of HRM143Strategy and policies of HRM. Organiza7tional culture.The key practices of human resource2125management4Workforce planning185Recruitment and selection206Onboarding (induction)137Learning and development178Motivation & compensation program229Performance and reward2510Talent management. Employer brand.10TOTAL FOR THE COURSE:1525Class 13323331244544540281215121414140100Course ContentPart 1. The Human Resource Environment1. Trends in Human Resource Management. Key concept of Human Resource Management.1. Read Chapters 1, 2, 3 in the textbook Armstrong's Handbook of Human Resource Management Practice.2. Lecture/Discussion on Chapters one/two/three.3. Seminar – no special seminar on this topic. During the last two classes there should be apresentation of the chosen company HRM analysis provided by the groups, followed by the discussionof the emphasizes topic.Reading lista. Required:1. Armstrong's Handbook of Human Resource Management Practice, London: Kogan ibrary.hse.ru:2099/toc.aspx?bookid 65150 – Chapters 1,2,3.2. Герчиков В.И. Управление персоналом. Работник - самый эффективный ресурс компа-нии // М:Инфра-М, 2012 – Глава 1
b.Optional:1.Legge K. Human Resource Management. The Oxford Handbook of Work and Organization/Ed-ited by Stephen Ackroyd, Rosemary Batt, Paul Thompson, and Pamela S. Tolbert: Oxford University Press, p. 222-2402.Juul Andersen, Torben; Minbaeva, Dana. The Role of Human Resource Management inStrategy Making // Human Resource Management. 2013, Vol. 52 Issue 5, p809-827.2. System of HRM1. Read Chapters 4-5 in the textbook Armstrong's Handbook of Human Resource ManagementPractice2. Lecture/Discussion on Chapters four/five.3. Seminar – Case study. Task should be made in groups (maximum 5 people) and performedwith the presentation of all group members on a given topic. Message 10 minutes.Reading lista. Required:1.Armstrong's Handbook of Human Resource Management Practice, London: roxylibrary.hse.ru:2099/toc.aspx?bookid 65150 – Chapters 4,5.2.Gurkov I. B., Zelenova O. I., Saidov Z. Mutation of HRM practices in Russia: an application of CRANET methodology // International Journal of Human Resource Management. 2012.Vol. 23. No. 7. P. 1289-1302.3.Schuler, R.S., Dolan, S., Jackson, S.E., “Introduction” // International Journal ofManpower. 2001. Vol. 22, pp. 195-7.b.Optional:1.Domsch M., Lidokhover T. Human Resource Management in Russia. Ashgate Publishing Limited, 2007. – 358 p. (available via HSE Electronic Resources, Ebrary). Introduction and Chapter 1.2.Fey C., Engstrom P., Bjorkman I. The Effect of Human Resource Management Practices on MNC Sub-sidiary Performance in Russia // Journal of International Business Studies Volume: 32Issue: 1 (2001) p. 59-75.3.Герчиков В.И. Функции и структура службы управления персоналом. – М.: ГУВШЭ, 2005.4.Кибанов А.Я. Основы управления персоналом: Учебник. – М.: ИНФРА-М, 2010.(Главы 3 и 4).5.Шекшня С.В. Управление персоналом современной организации. Учебнопрактическое пособие. – М.: ЗАО «Бизнес-школа «Интел-Синтез», 2000. (Главы 1, 2, 9).3. Strategy and policies of HRM. Organizational culture1. Read Chapters 10, 40-43 in the textbook Armstrong's Handbook of Human Resource Management Practice.2. Lecture/Discussion on Chapters 10, 40-43.3 Seminar – no special seminar on this topic. During the last two classes there should be apresentation of the chosen company HRM analysis provided by the groups, followed by the discussionof the emphasizes topic.Reading lista. Required:
1. Armstrong's Handbook of Human Resource Management Practice, London: Kogan ibrary.hse.ru:2099/toc.aspx?bookid 65150 – Chapters 10, 40-43.2. Do's and Don'ts in Human Resources Management: A Practical Guide by Matthias Zeuch(ed) Springer, 2015 (182 pages): электронный ресурс библиотеки НИУ d 76668 – Part VIII3. Герчиков В.И. Управление персоналом. Работник - самый эффективный ресурс компании // М:Инфра-М, 2012 – Глава 2b.Optional:1. Армстронг М. Практика управления человеческими ресурсами. – СПб: Питер, 2012. –Главы 1-2, 7-8.2.Кибанов А.Я. Основы управления персоналом: Учебник. – М.: ИНФРА-М, 2014. –Гл. 2-3.3. Котова Л.Р. Влияние организационной культуры на кадровую политику компании //Управление корпоративной культурой. 2010, 01 (05) с. 12-224. Emanoil, Muscalu; Nicoleta, Muntean Silvana. Defining aspects of human resource management strategy within the general strategy of the modern organization // Annals of the University ofOradea, Economic Science Series. 2013, Vol. 22 Issue 1, p1526-1535.5.Mark L. Lengnick-Hall, Cynthia A. Lengnick-Hall, Carolee M. Rigsbee. Strategic human re-source management and supply chain orientation // Human Resource Management Review.2013. Vol.23 Iss.4 p366-377.4. Workforce planning1. Read Chapter 17 in the textbook Armstrong's Handbook of Human Resource ManagementPractice.2. Lecture/Discussion on Chapter 17.Seminar – no special seminar on this topic. During the last two classes there should be apresentation of the chosen company HRM analysis provided by the groups, followed by the discussionof the emphasizes topic.Reading lista. Required:1. Armstrong's Handbook of Human Resource Management Practice, London: Kogan ibrary.hse.ru:2099/toc.aspx?bookid 65150 – Chapter 17.2.Кибанов А.Я. Основы управления персоналом: Учебник. – М.: ИНФРА-М, 2014. –Гл. 3.3.Шишов Р.Ф. Разработка и использование профиля должности // Управление развитием персонала, 2012 4(32). с. 314-3254. Ming Juan Dinga, Booi H. Kama, Jia Ying Zhangb & Ferry Jiea Jia Ying Zhangb andFerry Jiea. Effects of human resource management practices on logistics and supply chain competencies – evidence from China logistics service market // International Journal of Production Research.2015. Vol. 53, No.10, p.2885-2903b.Optional:5. Армстронг М. Практика управления человеческими ресурсами. – СПб: Питер, 2012.– Главы 11, 13, 23, 25.6. Аутсорсинг в управлении персоналом: учебник и практикум для бакалавриата и магистратуры / под ред. Одегова Ю.Г. - М.: Юрайт, 2015 – Глава 4,67. Иванова С. Искусство подбора персонала: Как оценить человека за час [Электронный ресурс] - М.: Альпина Паблишер, 2014. с.15-27
8. Sander de Leeuw, Vincent C.S. Wiers Warehouse manpower planning strategies in timesof financial crisis: evidence from logistics service providers and retailers in the Netherlands // Production9. Planning & Control. 2015 Vol. 26, No. 4, р 328–33710. Hawkes, Candace L; Weathington, Bart LView Profile. Competency-Based Versus TaskBased Job Descriptions: Effects on Applicant Attraction // Journal of Behavioral and Applied Management. 2014, Vol. 15 Issue 3, p190-211.5. Recruitment and selection1. Read Chapter 18 in the textbook Armstrong's Handbook of Human Resource ManagementPractice.2. Lecture/Discussion on Chapter 18.3. Seminar 1 – design job profile in groups (maximum 5 people) and perform with the presentation of all group members. Message 10 minutes. Discussion.Seminar 2 – prepare an interview (modeling) in groups (maximum 5 people) and 2- 3 representatives of the group should perform the resultsReading lista. Required:1. Armstrong's Handbook of Human Resource Management Practice, London: Kogan ibrary.hse.ru:2099/toc.aspx?bookid 65150 – Chapter 18.2. Иванова С. Искусство подбора персонала: Как оценить человека за час[Электронный ресурс] - М.: Альпина Паблишер, 2014. с.15-27b.Optional:3. Армстронг М. Практика управления человеческими ресурсами. – СПб: Питер, 2012.– Главы 27-29.4. Румянцева Е.В. Руководство по поиску работы, самопрезентации и развитию карьеры. М.: Альпина Бизнес Букс, 2014. 197 с.5. Тибилова Т.М. Выявление и оценка мотиваторов при подборе персонала.Проективное интервью как инструмент оценки мотивации // Мотивация и оплата труда. 2010, 3 (23) с.204-2136. Управление персоналом: учебник и практикум для прикладного бакалавриата / подред. А.А. Литвинюка - М.: Юрайт, 2015 – Глава 87. Челышков Д.А. Логисты и HR-служба: недопонимание как частный случай или система?8. Логистика сегодня. 2011. 1. С. 36-44.6.Onboarding (induction)1. Read Chapter 30 in the textbook Armstrong's Handbook of Human Resource ManagementPractice.2. Lecture/Discussion on Chapter 30.3. Seminar – no special seminar on this topic. During the last two classes there should be apresentation of the chosen company HRM analysis provided by the groups, followed by the discussionof the emphasizes topic.Reading lista. Required:
1. Armstrong's Handbook of Human Resource Management Practice, London: Kogan ibrary.hse.ru:2099/toc.aspx?bookid 65150 – Chapter 30.2.Гордиков В.В. Адаптация сотрудников в коллективе // Управление развитиемперсонала. 2014. 3. С. 216-222.3. Bauer T. Onboarding new employees: maximizing success. - USA, 2010 - 1. Армстронг М. Практика управления человеческими ресурсами. – СПб: Питер, 2012. –Глава 30.2. Kammeyer-Mueller J., Wanberg C., Rubenstein A., Song Z. Support, undermining, andnew-comer socialization: fitting during the first 90 days // Academy of Management Journal 2013.Vol. 56. No. 4. P. 1104-1124.3. Schullery N.M. Workplace engagement and generational differences in values // BusinessCommunication Quarterly. 2013. Vol. 76, No.2, pp. 252-265.7. Learning and development1. Read Chapters 21- 24 in the textbook Armstrong's Handbook of Human Resource Management Practice.2. Lecture/Discussion on Chapters 21-24.3. Seminar – no special seminar on this topic. During the last two classes there should be apresentation of the chosen company HRM analysis provided by the groups, followed by the discussionof the emphasizes topic.Reading lista. Required:1.Armstrong's Handbook of Human Resource Management Practice, London: roxylibrary.hse.ru:2099/toc.aspx?bookid 65150 – Chapters 21-24.2.Do's and Don'ts in Human Resources Management: A Practical Guide by MatthiasZeuch (ed) Springer, 2015 (182 pages); электронный ресурс библиотеки НИУ d 76668 – Part II.3.Кибанов А.Я. Основы управления персоналом: Учебник. – М.: ИНФРА-М, 2014. –Гл. 6.b.Optional:1.Армстронг М. Практика управления человеческими ресурсами. – СПб: Питер,2012. – Глава 12, 26, 35, 37, 40.2.Черницкая И.Б. Изменение приоритетов в развитии персонала // Управление развитием персонала. 2013, 1 с. 10-16.3.Krausert A. HRM Systems for Knowledge Workers: Differences among Top Managers,Middle4.Managers, and Professional Employees // Human Resource Management. 2014. Vol.53 1 р67-875.Kramar R., Murthy V., Guthrie J. Accounting for Human Capital and OrganizationalEffective-ness. The Oxford Handbook of Human Capital / Edited by Alan Burton‐ Jones and J.‐ C.Spender. Oxford: Oxford University Press, p. 383-4008. Motivation & compensation program1. Read Chapter 13 in the textbook Armstrong's Handbook of Human Resource ManagementPractice.2. Lecture/Discussion on Chapter 13.3. Seminar – developing motivational profile of employee based on job profile (in groups maximum 5 people).
.Reading lista. Required:1. Armstrong's Handbook of Human Resource Management Practice, London: Kogan ibrary.hse.ru:2099/toc.aspx?bookid 65150 – Chapter 13.2. Do's and Don'ts in Human Resources Management: A Practical Guide by Matthias Zeuch(ed) Springer, 2015 (182 pages); электронный ресурс библиотеки НИУ d 76668 – Part V.3. Герчиков В.И. Управление персоналом. Работник - самый эффективный ресурс компании. // М: Инфра-М, 2012 – Гл. 6-7.b.Optional:1. Армстронг М. Практика управления человеческими ресурсами. – СПб: Питер, 2012. –Главы 42-44,48-49.2. Кибанов А.Я. Мотивация и стимулирование трудовой деятельности. – М.: ИНФРА-М,2015. – 524 с.3. Мельничук А.Е. Разработка KPI в службе логистики // Индустриальный и B2B маркетинг. 2012 2 с.126-133.4. Truxillo D., Cadiz D., Rineer J. The Aging Workforce: Implications for Human ResourceMan-agement Research and Practice. Oxford Handbooks 5406-e-004?rskey Xd4Jse&result 19.Performance and reward1. Read Part 7 in the textbook Armstrong's Handbook of Human Resource Management Practice.2. Lecture/Discussion on Part 7.3. Seminar – no special seminar on this topic. During the last two classes there should be apresentation of the chosen company HRM analysis provided by the groups, followed by the discussionof the emphasizes topic.Reading lista. Required:1. Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006(Part 7).2. The Quick and Easy Performance Appraisal Phrase Book: 3,000 Powerful Phrases for Success-ful Reviews, Appraisals and Evaluations by Patrick Alain Career Press, 2013 x7.com/toc.aspx?bookid 51320 Part 2.2. Do's and Don'ts in Human Resources Management: A Practical Guide by Matthias Zeuch(ed) Springer, 2015 (182 pages); электронный ресурс библиотеки НИУ d 76668 – Part III.3. Герчиков В.И. Управление персоналом. Работник - самый эффективный ресурс компании // М: Инфра-М, 2012 – Гл.5.4. Холопова В.Е. Что такое оценка персонала // Управление человеческим потенциалом.2014 3 с.214-223b.Optional:1. Армстронг М. Практика управления человеческими ресурсами. – СПб: Питер, 2012.– Главы 32-34.
2. Иванова С. Оценка компетенций методом интервью: Универсальное руководство[Электронный ресурс]— М.: Альпина Паблишер, 2013. — 155 с.10.Talent management. Employer brand1. Read Chapter 20 in the textbook Armstrong's Handbook of Human Resource ManagementPractice.2. Lecture/Discussion on Chapter 20.3. Seminar – no special seminar on this topic. During the last two classes there should be apresentation of the chosen company HRM analysis provided by the groups, followed by the discussionof the emphasizes topic.Reading lista. Required:1.Armstrong's Handbook of Human Resource Management Practice, London: roxylibrary.hse.ru:2099/toc.aspx?bookid 65150 – Chapter 20.2.Do's and Don'ts in Human Resources Management: A Practical Guide by MatthiasZeuch (ed) Springer, 2015 (182 pages) Citation; электронный ресурс библиотеки НИУ d 76668 – Part III.b.Optional:1. Армстронг М. Практика управления человеческими ресурсами. – СПб: Питер, 2012. –Главы 22-24.2. Fundamentals of Human Resources Management, Fifth Edition by Diane Arthur AmericanManagement Association, 2015 (301 pages); электронный ресурс библиотеки НИУ d 97679– Chapter 9.3. Шорохова Н.В. Колесникова С.С. HR-брендинг: привлечение и удержание молодыхталантов, или проект развития молодых специалистов Nissan Graduates Program «раскрути своюкарь-еру!» // Управление развитием персонала. 2016, 1 с.8-11Internet resources for the course.Society for Human Resource Management – http://www.shrm.orgAcademy of Human Resource Development – http://www.ahrd.orgAssociation for Talent Development – http://www.td.orgCareer Builder – http://www.careerbuilder.comAcademy of Management – http://www.aom.org6Grading systemAssessmentsTypeMethodWeeklyGroup workduring uleDepartment3During theHRMmoduleDuring themoduleHRMDescriptionFive group assignments ondifferent topicsAn analyze of one of HRMsystem function of the organization in a written format.
FinalExamFinals weekHRMTest in a written format.Grading criteriaGroup homework assignments:Points«Excellent»(8-10 points)«Good»(6-7 points)«Satisfactorily»(4-5 points)«Unsatisfactorily»(0-3 points)-ExpectationsStudent is active during the discussion of the case (topic);Student represents deep knowledge of the topic-Student is not so active during the discussion of the case (topic);Student represents superficial knowledge of the topic-Student is passive during the discussion of the case (topic);Student represents lack of knowledge of the topic-Student is absent or doesn’t take participation in the discussion;Student represents complete lack of knowledge of the topicIndividual homework assignment:Homework – Analytical Report (two last classes individual homework)Students should make the homework as a control point in the form of written analytical report.The report should be themed “The analysis of staff management system in organisation”The report should be based on the real case of Russian or foreign organisation. The students maychoose any organisation themselves.The students may gather and analyze information for the report individually as well as in groupshowever the written report should be done by every student only individually.The report structure includes:1. Organisation summary (year of foundation, professional sphere, key strategic aims and directions, number of staff, key strategic aims at staff management)2. The functions of staff management system in the organization characteristic covering the following:- Staff planning and recruitment (including the resources and the procedure);- Adaptation of new personnel in organisation (key methods, steps and activities);- Staff motivation program (including salary, social and non-material benefits)- Staff development (including studying, career management, personnel reserve and other)- Staff assessment (including procedure, methods and frequency)3. Conclusions (The analysis of key functions of staff management system in the organization,its pros and cons, the analysis of implementing activities and methods accordance to the strategic aims of the organization).4. Recommendations (recommendations on solving the revealed problems in the staff management system and its functions as well as on modifying it so as to meet the strategic aims ofthe organization)5. References.
The students who choose to work in groups should contribute to the report equally. Part I (theorganization description) may coincide while other parts should differ as they describe different functions of the staff management system For instance, the first student works on suchfunctions as staff planning and recruitment while the second on adaptation and staff motivation, and the third – on Staff development and assessment.The length of the report should be 10-12 pages.The report should be done according to current writing standards and include the references listswhich should combine theoretical resources and empirical data (sites, magazines, internal documents,interviews with managers and employees and other). The references list and the references themselvesshould be prepared according to the current writing standards.The report contentKey methods and approaches learnt during the course should applied to analyze staff management system of the organization. The work shouldn’t be written from the point of view of usual worker. The recommendations should not only answer the question “what should be implemented” but also“how”. All recommendations should have the logical foundation of the performed analysis.The report should be divided in few topics (refer to the structure of the analytical report). Thelogics should be used when preparing the report.The form of the reportThe recommended length of the report is 10-12 computer document pages of 12 Times NewRoman text with 1.5 interval.The assessment of the reportThe contents and form influence the final grade. Students should pay attention to the knowledgeof Russian language, its usage and to the absence of grammatical and spelling mistakes. The textshould be professional and well-structured.If the report doesn’t match the criteria mentioned above it may be assessed 1-3 points less. Thegrade for the report is individual.Assessment criteria: The Content – accuracy and full coverage of all the parts of the report (refer to the structureof the analytical report) – is assessed with the 10-points scale. The form of the report (accordance to the writing standards) is assessed from 0.1 point (total inaccordance) to 1 point (full accordance). Literacy (absence of grammatical and spelling mistakes) is assessed from 0.1 point (total illiteracy) to 1 point (no mistakes).The final grade for the report is calculated as follows:Final grade Contents Grade*Form Grade*Literacy GradeAttention. The grade is rounded to the bigger one starting from 0.6.All the reports should be sent to the lecturer electronically in time.Every day of being late decreases the final grade for 1 point. It is possible to be late maximumfor 2 days. After 2 days the reports will not be accepted.The change of final grade is impossible.
Exam: Test.The number of correct answers28-3025-2722-2419-2116-1813-1510-127The number of points10987654Guidelines for Knowledge AssessmentThe grade consists of grades for all the seminars, individual homework (analytical report) and the finalexam grade and is calculated as follows:HRM 0,3·GSeminars 0,3·GAnalytical report 0,4·GExamThe exam grade is essential for the whole formula: if GExam 4, HRM grade will be blocked.The grades are rounded to benefit the student.8Methods of Instructiona. Participation in group and individual discussions during lectures and seminarsb. Business games and analysis of practical situations at seminars e.t.c.9Special Equipment and Software SupportComputer (laptop) and LCD projector are required at lectures and seminars
Course Syllabus "Human Resource Management" . functions of Human Resource Management, relationships within the organization, policies and proce-dures, workplace diversity, and the role of human resources in a global economy. 2 Learning objectives 1. Analyze the concept of labor or human capital of the organisation viewed as an investment ver-
Human Resource Management Human Resource Policy QUADRANT-I Module 4: Human Resource Policy 1. Learning Outcome 2. Definition 3. Employee understanding on HR Policy 4. Benefits of policy 5. Specific Personal policies 6. Responsibility for policy making 7. Formulation of Human Resource Policy 8. Principles 9. Procedures 10. Programs 11. Summary 1.
Human Resource Management Question Answer Bank MBA-203 Q.1 What is Human Resource Management Human Resource Management is a process, which consists of four main activities, namely, acquisition, development, motivation, as well as maintenance of human resources. Scott, Clothier and Spriegel have defined Human Resource Management as that
1.1.2 Evolution of Human Resource Management 1.1.3 Human Resource Management: Nature 1.1.4 Human Resource Management: Scope 1.1.5 Human Resource Management: Objectives 1.2 Functions of HRM 1.3 Growing Importance of HRM Functions 1.3.1 Factors Contributing to the Growing Importance of HRM 1.4 Concepts and Essential of Management
Ans Human resource planning can be defined as the process of identifying the number of people required by an organization in terms of quantity and quality. All human resource management activities start with human resource planning. So we can say that human resource planning is the principle/primary activity of human resource management.
Faculty Guide for Developing Course Syllabus 2 SYLLABUS CHECKLIST NOTE: THE ORDER OF SYLLABUS COMPONENTS PRESENTED BELOW IS NOT A REQUIRED ORDER TO FOLLOW. THIS CHECKLIST REFLECTS COMPONENTS THAT SHOULD BE INCLUDED IN THE COURSE SYLLABUS. FACULTY WILL DETERMINE THE ORDER OF THE SYLLABUS COMPONENTS. Course ID and Instructor Information _ 1.
Sample Course Syllabus* 1.0. Course Description/Overview One of the complexities of and challenges for leadership and management in security programs . This is a graduate-level distance-learning course in human resource management as it impacts both security and non-security personnel programs. The course will consist of readings,
posts by the due date. There is no make-up for quizzes (instead, I will drop two lowest grades). For exams, make-ups will be considered only for legitimate reasons with proper documentation. THIS IS A SAMPLE SYLLABUS - Current course syllabus is available within Canvas SAMPLE Syllabus SAMPLE Syllabus SAMPLE Syllabus Syllabus
Animal Fun Challenge Pack . Fold the paper plate in half. 2. Trace the elephant's outline on one side. 3. Colour or paint the elephant (not the tusk). 4. Cut out the elephant making sure not to cut the folded edge except for the shaping at each end. 5. Carefully cut out the paper plate section between the legs leaving the edge of the paper plate connecting the legs to make the rocker. (This .
