Human Resource Management. 2. Course Objectives and Requirements

Transcription

1 Human Resource Management 1. Course Description Human Resource Management (HRM) is a compulsory course. Based the idea and perspective of globalization and sustainable development, starting from lectures on the models and development trends of corporate human resource management, this course concerns itself with job analysis, job evaluation, staff recruitment and selection, performance management, training and remuneration, and presents related theories and practices for the optimization and motivation of human resources to raise employee enthusiasm and creativity to achieve both organizational and personal goals. This course highlights practices in HRM. 2. Course Objectives and Requirements 1. Course Objectives: This course exposes Students to essential knowledge, primary principles and research methods in Human Resource Management to enable them to understand human behavior in organizations and have some insight into the features of advanced modern human resource management theories and practices. In addition, this course aims to cultivate the perspective of international and idea of sustainable development for students, to arm Students with fundamental skills required of human resource management, to make students to use them with the business processes in handling human resource issues, and to improve their ability to analyze and solve practical problems arising in organizations. 2. Requirements: With Management and Organizational Behavior as prerequisites, Students are expected to get prepared for lectures, finish and submit assignments as required. 1

2 3. Course Arrangement 2

3 Course name unit Credit hours Human Resource Management Total Credit Hours 36 Contents Preparation of class and reading materials Cases Unit One:Introduction to Human Resource Management 1. Assumptions on Human Nature and Related Theories 1. Chapter 1 of Textbook 2. Comparison and Contrast between Human Resource 1. Holland, The Management and Traditional Personnel Administration Portman Hotel 3. Comparison and Contrast between and among Different 2. Case:The Portman Hotel Human Resource Management Models ( ),HBS 4. Challenges of Globalization on HRM 5. Trend and Strategy: Sustainable Development and HRM Unit Two:Human Resource Planning & Strategic Development 1. Chapter 3 of Textbook 1. Human Resource Planning 1. (Sysco)HR in 2. Human Resource Strategy and Execution Alignment 3. HR Planning Based Human Capital Development (DVD ) 2. Case:HR in Alignment Unit Three:Basics in Human Resource Management--Job 1. Chapter 2 of Textbook 1. Francesco and Analysis Chen, Concept of Job Analysis Organizational 2. Content of Job Analysis 2. Case:Organizational Transformation in 3. Methods in Job Analysis Transformation in a a Taiwanese 3

4 Taiwanese 3. Case: Job Analysis of A (9A99C035), IBS. 2. Job Analysis of A 4 4 Unit Four:Recruitment of Human Resources and Allocation 1. Ways of Recruitment 2. Evaluation of Recruitment 3. Methods of Employee Selection 1. Chapter 4 of Textbook 2. Case: Employee Recruiting and Selecting Plan of Shentong 3. Case: Selection of General Manager of a Department Store 1. Case: Employee Recruiting and Selecting Plan of Shentong 2. Selection of General Manager of a Department Store 5 6 Unit Five:Performance Management 1. Performance and Performance Management 2. Factors Influencing Employee Performance 3. Construction of Indicators of Performance Appraisal 4. Ways of Performance Evaluation 1. Chapter 7,9 of Textbook 2. Case: Plight of Performance Management after 1. Plight of Performance Management after Restructuring 2. Performance Restructuring appraisal of Mr. 4

5 3. Case: Performance Ma? appraisal of Mr. Ma? 6 6 Unit Six:Remuneration 1. Analysis of Factors Influencing Remuneration 2. Composition of Remuneration 3. Design of Remuneration 1. Chapter 8,10,11 of Textbook (Scott Snell & George 2. Case: 4s dealer performance and incentive 1. 4s dealer performance and incentive pay: from sale to profit pay: from sale to profit 7 4 Unit Seven:Employee Training & Development 1. Needs Analysis of Training 2. Design of Training Programs 3. Classification and Methods of Training 4. Measurement of Training Effectiveness 1. Chapter 5 of Textbook 2. Case: The action training in Gome 1. The action training in Gome 8 4 Unit Eight:Career Planning 1. Significance of Career Planning 2. Theories about Career Planning 3. Methods in Career Planning 1. Chapter 6 of Textbook 2. Case: Plan of Optimizing 1. Career management( Vi deo), CCTV-2 Dialogue Program Wal-Mart Human 2. Plan of Resource Optimizing Wal-Mart Human 5

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7 5. Teaching Methods Lectures Discussions Role Plays Case Analysis, etc. 6. Learning Outcomes Expected Category Learning Outcomes 1. Master the basic hypothesis, basic theory and development trend of human resource management, 2. Master the basic principles and methods of Job analysis, 3. Familiar with recruitment process and master the basic methods of recruitment Master of Knowledge 4. Familiar with the process of the training, and master the basic methods of training 5. Familiar with performance evaluation process, and master main methods of the performance evaluation 6. Master the process and basic methods of C&B management 7. Understanding the theories and methods of career planning 8. On the strategic level, understand theories and methods of human resource planning 9. Understand the relationship between globalization, sustainable development and human resources management Intellectual abilities 1. Have the ability to set human resource planning strategy 2. Have the ability to be engaged in HRM with the idea of sustainable 7

8 learned development meet the global challenges 3. Have the ability of using science management ideas and methods in the management of human resource suitably 4. Have the abilities of flexibility and adaptability on HRM, under critical thinking about the influence of the internal and external factors, such as external environment, the maturity of employees. 5. Have the comprehensive management abilities of acquisition, Utility, development, and retention of talents by the rigorous attitude and scientific methods 1. Master forecasting skills of human resources supply and demand 2. The skills of using scientific method to recruit, select and position of human resource Practical skills learned 3. The actual application skills of training needs judgment and effect evaluation 4. The skills of using performance evaluation methods in actual organization 5. The skills of using C&B design to motivate and maintain the employees 6. The skills of using career planning methods for oneself and employees 1. The competence of thinking questions by using globalization view and the idea of sustainable development Personal competences and characters Cultivated 2. The management competence of being good at planning, organization and communication 3. The competence of critical acceptation of knowledge and innovative 4. The competence of flexibly contingency management according to different external environment 5. Character of "respect others " and humanism 6. Have the charm of leadership and responsibility 8

9 7. The team spirit of cooperation 7. Performance Evaluation: Means & Ratio Evaluation Ratio Means (%) Team and 25 individual assignments Attendance and 25 Engagement Exam 50 Link with learning outcomes expected Focusing on case analysis, evaluate the abilities of using HRM knowledge related to analyses and solve the practical problems Evaluate the abilities of understand and application of HRM knowledge related and the abilities of team participation and effective communication Emphasis on the evaluating the degree of mastering the basic concepts and important theories on these modules, such as HR planning, recruitment and position, training and development, performance appraisal, C&B management, career planning.etc. Through the exam, the level in mastering and applying the basic HRM knowledge of students can be gained 9

10 8.Textbook, References and Reading Materials 1) Textbook [1] George Bohlander, et al., Essential Human Resource Management ((15 th Edition), Dongbei University of Finance & Economics Press, Aug.2010 [2] Wayne F. Casio. Managing Human Resources: Productivity, Quality of work life, Profits (Seventh Edition). McGraw-Hill/Irwin, 2006 [3] Jeffrey A. Mello. Strategic Human Resource Management. (2 nd Edition). Thomson South-western, ) Online resources [1] [2] [3] [4] [5] [6] [7] [8] 3) Periodicals and Magazines [1]China Human Resource Development [2] China Talent [3] Management World [4]Management Review 10

11 [5] Nankai Business Review [6]Human Resource Management [7] Human Resource Management Review [8] International Journal of Human Resource Management [9] Journal of Applied Psychology 9. Cases [1] Francesco and Chen, Organizational Transformation in a Taiwanese (9A99C035), Ivey Business School, has been translated and published in China. [2] Fueling the Talent Engine (DVD) hosted by Casio and made available by the SHRM Foundation [3] Job Analysis of a [4] Holland, the Portman Hotel ( ), HBS [5] Employee Recruiting and Selecting Plan of Shentong [6] Selection of General Manager of a Department Store [7] Plight of Performance Management after Restructuring [8] Performance appraisal of Mr. Ma? [9] 4s dealer performance and incentive pay: from sale to profit [10] The action-training in Gome [11] Career management (Video), CCTV-2 Dialogue Program [12] Plan of Optimizing Wal-Mart Human Resource [13] HR in Alignment (DVD), hosted by Casio and made available by the SHRM Foundation 11

12 10. Assignment Requirements Select the typical cases in your work by yourself, combine with the human resources management theory and knowledge related, describe, analyses and evaluate problems existed, and put forward some solutions and alternatives. Requirements 1) Collect this case background information and discuss about the problems above 2) Form the groups,each group consists of 6-8 students. 3) Do presentation in the class, each group need to submit PPT and the WORD (one copy of the electronic version and paper version) 4) Each group should prepare before class carefully, please. The criteria of assignment evaluation (100 points) 1) Whether the case material collection is completed or not 20 points 2) Whether the case analysis is system in-depth or not 25 points 3) Whether the insights is linked with work practice closely or not 25 points 4) Participation of group members in case discussion 20 points 5) Whether the PPT and document is made seriously and beautiful 10 points Appendices:: 1. The course PPT 2. Case material 3. Other teaching material (such as reading materials, the articles) 4. Study guide 12

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