3E5: HUMAN RESOURCE MANAGEMENT Dr Andreas Richter Judge Business School University of Cambridge Office Judge Business School A1.05 E-Mail: a.richter@jbs.cam.ac.uk Phone: +44 (0) 1223 339639 Fax: +44 (0) 1223 339701 COURSE CONTENT The course focuses on the management of human capital, which assumes a central role in many contemporary organizations. In particular, we will examine various HR topics of relevance for managers, employees, and graduates alike. The course integrates theory and practice in dealing with topics related to human resource planning and strategy, job design & motivation, recruitment & selection, performance appraisal & feedback, and training &career development. COURSE AIMS In short, the course aims to provide students with an understanding of the basic functions of Human Resource Management. In particular, the course aims to address those topics that concern engineering students who intent to work in various types of organizations in the near future. More concrete course objectives are: to provide students with a broad and critical understanding of key HRM concepts & theories along with their applications to provide students with knowledge about HRM tools and methods to equip students with knowledge useful for future jobs requiring the management of people REQUIREMENTS In order to maximally benefit from this course it is imperative that you come prepared for each lecture by preparing the relevant readings and exercises as indicated in this document. You should not only attend all lectures, but also actively participate in class discussions. When you actively participate, everyone benefits from a more positive learning environment and the class becomes more interesting and fun. You should also attend and prepare for supervisions. Each supervision is an essential element of the course. 1
LECTURE TIMETABLE Lecture Date Time Room 1 Creating Value through Strategic HR Thursday 10 th October 16.00-18:00 LR4 2 Designing motivating and engaging work Thursday 17 th October 16.00-18:00 LR4 3 Picking the right employees: Recruitment & Selection Thursday 24 nd October 16.00-18:00 LR4 4 HR in Practise: Thursday 31 th October 16.00-18:00 LR4 Guest lecture 5 Performance Thursday 7 th of November 16.00-18:00 LR4 Appraisal and Feedback 6 Developing Employees: Thursday 14 th of November 16.00-18:00 LR4 Training and Careers 7 Designing Compensation and Thursday 21 th of November 16.00-18:00 LR4 Benefit Packages 8 Putting it all Together: Thursday 28 th of November 16.00-18:00 LR4 HR Strategy and Practice VENUE OF LECTURES All lectures are in Cambridge University Engineering Department, Trumpington Street Site, in LR4. ASSESSMENT Your grade will be determined by exam only. The exam will last for 1 ½ hours. There will be 4 questions of which 2 must be answered. In addition, you may choose to submit one piece of coursework. The coursework consists of an essay of 3,000 words. The topics for the essay will be announced in class. 2
SUPERVISIONS You will have four supervisions as part of this course during the Michaelmas Term. Attendance and preparation are compulsory. Your supervisor is Timothy Myers (E-Mail: tm471@cam.ac.uk). Timothy will make contact with you by email early in the course in order to arrange your supervisions. For the supervision classes, you will be taught in groups of 4. You will be asked to prepare an essay for each supervision and be ready to discuss it with your supervisor and other students. Please refer to the end of this document for further details on the supervision sessions. HANDOUTS You are welcome to take notes on the lectures and supervisions on this course. Many students find it convenient to make their summary on a printout of each lecture s handout which comprises the slides of the lecture and will be disseminated at the beginning of each lecture. READING LIST General Reading The key book for this course is: Stewart, G.L. & Human resource management: linking Brown, K.G. (2011), strategy to practice. Hoboken, NJ: Wiley 2 nd edition Detailed Reading While readings under required preparation represent essential preparatory work prior to each class, there is no expectation that you will read literature marked as optional reading. The intention is to give you the option of reading more deeply on topics that interest you, and to provide with a taste of the academic literature that has pushed the field of HRM research forward. 3
THE PROGRAM 1. Creating Value through Strategic HR Required preparation: Optional readings: Fulmer, I. S., Gerhant, B. and Scott, K. S. (2003) Huselid, M. A., Jackson, S. E. and Schuler, R. S. (1997) Delery, J. E. and Doty, D. H. (1996) Chapters 1 & 2 Are the 100 Best Better? An Empirical Investigation of the Relationship Between Being a "Great Place to Work" and Firm Performance. Personnel Psychology, 56(4): pp. 965-993 Technical and Strategic Human Resources Management Effectiveness as Determinants of Firm Performance. Academy of Management Journal, 40(1): pp. 171-188 Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance Predictions. Academy of Management Journal, 39(4): pp. 802-835 Printed article in Mezzanine Journals Printed article in Mezzanine Journals 2. Designing Motivating and Engaging Work Please do the readings, prepare the case and complete the philosophy of management questionnaire. Bavelas, A. and Strauss, G. (1998) Chapter 4 The Hovey & Beard company, part A To be handed out in class 4
Robbins, S. P. and Judge, T. A (2010) Essentials of Organizational Behavior. 10 th ed. Upper Saddle River, N. J: Pearson Prentice Hall Chapter 5: Motivation I: Basic concepts Printed book at: HD58.7.R62 E8 2010 McGregor, D. (2002) Philosophy of Management questionnaire Handout Grant, A. M. (2007) Humphrey, S. E., Nahrgang, J. D. and Morgeson, F. P. (2007) Hackman, J. R. and Oldham, G. R. (1976) Relational Job Design and the Motivation to Make a Prosocial Difference. Academy of Management Review, 32(2): pp. 393-417 Integrating Motivational, Social, and Contextual Work Design Features: A Meta-Analytic Summary and Theoretical Extension of the Work Design Literature. Journal of Applied Psychology, 92(5): pp. 1332-1356 Motivation Through the Design of Work: Test of a Theory. Organizational Behavior and Human Performance, 16: pp. 250-279 Printed article in Mezzanine Journals EBSCO ScienceDirect 3. Picking the Right Employees: Recruitment & Selection Please do the readings, complete the Big 5 personality test, and bring your results to class. Pennsylvania State University (2011) Arthur, W., Bell, S. T., Villado, A. J. and Doverspike, D. (2006) Chapters 5 and 6 BIG 5 personality test (short version): The Use of Person-Organization Fit in Employment Decision Making: An Assessment of its Criterion-Related Validity. Journal of Applied Psychology, 91(4): pp. 786-801 See PennState website 5
Morgeson, F. P. et al. (2007) Schneider, B. (1987) Reconsidering the Use of Personality Tests in Personnel Selection Contexts. Personnel Psychology, 60(3): pp. 683-729 The People Make the Place. Personnel Psychology, 40(3): pp. 437-453 Wiley 4. Performance Appraisal & Feedback Kerr, S. and Landauer, S. (2004) Podsakoff, N. P. et al. (2009) Berry, C. M. et al. (2007) Uggerslev, K. L. and Sulsky, L. M. (2008) Smither, J. W., London, M. and Reilly, R. (2005) Chapter 8 Using Stretch Goals to Promote Organizational Performance and Personal Growth: General Electric and Goldman Sachs. Academy of Management Executive, 18(4): pp. 134-138 Individual- and Organizational-Level Consequences of Organizational Citizenship Behaviors: A Meta-Analysis. Journal of Applied Psychology, 94(1): pp. 122-141 Interpersonal Deviance, Organizational Deviance, and their Common Correlates: A Review and Meta-Analysis. Journal of Applied Psychology, 92(2): pp. 410-424 Using Frame-of-Reference Training to Understand the Implications of Rater Idiosyncrasy for Rating Accuracy. Journal of Applied Psychology, 93(3): pp. 711-719 Does Performance Improve Following Multisource Feedback? A Theoretical Model, Meta-Analysis, and Review of Empirical Findings. Personnel Psychology, 58(1): pp. 33-66 6
5. Developing Employees: Training and Careers Please do the reading, fill out the MBTI questionnaire and remember to write down the four-letter code with your result for class (e.g. INTP, ESFJ, etc.). Arthur, W., Jr., Bennett, W., Jr., Edens, P. S. and Bell, S. T. (2003) Colquitt, J. A., LePine, J. A. and Noe, R. A. (2001) Ng, T. W. H. et al. (2005) Littrell, L. N. et al. (2006) Saks, A. M. and Belcourt, M. (2006) Chapters 9 and 10 Myers-Briggs Type Indicator (MBTI) Effectiveness of Training in Organizations: A Meta-Analysis of Design and Evaluation Features. Journal of Applied Psychology, 88(2): pp. 234-245 Toward an Integrative Theory of Training Motivation: A Meta-Analytic Path Analysis of 20 years of Research. Journal of Applied Psychology, 85(5): pp. 678-707 Predictors of Objective and Subjective Career Success: A Meta-Analysis. Personnel Psychology, 58: pp. 367-408 Expatriate Preparation: A Critical Analysis of 25 Years of Cross-Cultural Training Research. Human Resource Development Review, 5: pp. 355-389 An Investigation of Training Activities and Transfer of Training in Organizations. Human Resource Management, 45(4): pp. 629-648 See HumanMetrics website ProQuest Printed article in Mezzanine Journals 7
6. Designing Compensation and Benefit Packages Deci, E. L. et al. (1999) Gerhart, B., Rynes, S. and Fulmer, I. (2009) Jenkins, G. D., Jr., Mitra, A., Gupta, N. and Shaw, J. D. (1998) Chapter 12 A Meta-Analytic Review of Experiments Examining the Effects of Extrinsic Rewards on Intrinsic Motivation. Psychological Bulletin, 125(6): pp. 627-668 Pay and Performance: Individuals, Groups, and Executives. Academy of Management Annals, : pp. 251-315 Are Financial Incentives Related to Performance? A Meta-Analytic Review of Empirical Research. Journal of Applied Psychology, 83(5): pp. 777-787 7. Guest Lecture No required reading. 8. Putting it all Together: HR Strategy and Practice Chapter 14 8
SUPERVISIONS Supervision 1 (tbc): Work Design and Motivation Your essay should be about 1,000 words in length. Answer all parts, equal weighting. (Irrespective of salary considerations:) Briefly describe for which company, and for which post, would you like to work the most? Use the Internet or other sources to gain information about this employer and the respective post. Which aspects of this particular company and post would motivate you the most? Which characteristics of this company and post would you find less appealing? Supervision 2 (tbc): Picking the right employees: Recruitment & Selection Your essay should be about 1,000 words in length. Answer all parts, equal weighting. If you were the employer, how would you select engineering graduates for an entry-level position in a leading engineering company? Base your rationale on HRM frameworks and tools. Which are the strengths and weaknesses of the tools you would chose? Compare your strategy with the approach chosen by a company of your choice (you may use the internet or any other source to gather information about this particular company): Where does your approach differ from the approach of that company? Supervision 3 (tbc): Developing employees: Training and careers Your essay should be about 1,000 words in length. Answer all parts, equal weighting. Propose a career development plan (bullet points) for yourself for the 5 years after graduation: Where do you want to be by when? What would you want to have accomplished by when? Detail the conditions and resources that would need to be in place for you to be successful. Detail the risks that may endanger your plan. Also, detail your plan B what will you do if you do not achieve your career milestones for those 5 years? 9