Bachelor 2020/2021

Human Resource Management

Type: Elective course (Sociology and Social Informatics)

Area of studies: Sociology

Delivered by: Department of Sociology

Where: Saint-Petersburg School of Social Sciences

When: 3 year, 1, 2 module

Mode of studies: offline

Instructors: Natalia Volkova

Language: English

ECTS credits: 5

Contact hours: 48

Course Syllabus

Abstract

Human resource management (HRM) action is taken by varied organizations to recruit, retain and motivate their employees. It also provides strong framework to put into practice HRM tools and methods. The course consists of tutorials. The tutorials involve student presentations (individual and in small groups), problems solving, case study discussion and the individual assignment (CV and cover letter).

Learning Objectives

• The aim of this course is to give students an introduction to human resource management (HRM) and its role in the system of corporate management.

Expected Learning Outcomes

• Describe the main activities involved in HRM
• Understand the relationship between HRM and organizational performance, business strategy as well as organizational behavior
• Analyze the relationship between HR practices and their outcomes for the individual and the organization
• Know HRM key definitions and terminology in English

Course Contents

• The key concept of Human Resource Management (HRM)
  1) Introduce to Human Resource Management course. 2) Explain what is meant by Human Resource. 3) Describe the HRM system. 4) Understand the role of line managers in HRM.
• Strategy and policies of HRM. Organizational culture. Organizational development
  1) Comprehend what is meant by strategic HRM. 2) Understand what is meant by organizational behavior. 3) Comprehend what is meant by strategic HRM. 4) Clarify the core HR competencies. 5) Discuss different classifications of organizational culture.
• Workforce planning
  1) Comprehend what is meant by workforce planning. 2) Describe the incidence of workforce planning. 3) Know about the link between workforce and business planning. 4) Explain the process of workforce planning. 5) Be able to define key stages of workforce planning.
• Recruitment and selection
  1) Be able to define key concepts of recruitment and selection process. 2) Understand defining requirements. 3) Comprehend attracting candidates. 4) Evaluate the numerous recruitment sources available. 5) Be able to identify key selection methods. 6) Understand the role of employment testing in the selection process. 7) Articulate final selection factors. 8) Consider the layout of the CV (resume). 9) Consider the layout of a cover letter.
• Onboarding (induction)
  1) Understand key elements of introduction to the organization (onboarding or induction). 2) Plan organizational, departmental, and self-directed/web-based orientation programs. 3) Articulate partner programs for new hires so that they may become acclimated to their new work environments as quickly and proficiently as possible. 4) Talk over turnover (attrition rate).
• Learning and development
  1) Comprehend the meaning of learning and development (L&D). 2) Understand the key practices of learning and development. 3) Identify approaches to learning needs analysis. 4) Evaluate the effectiveness of training.
• Reward management. Motivation & compensation systems. Generational theory.
  1) Comprehend the meaning of motivation. 2) Understand types of motivation. 3) Describe and critically evaluate the main theories of motivation. 4) Evaluate motivation and money. 5) Comprehend Strauss–Howe generational theory. 6) Identify four generations at work.
• Performance management and feedback
  1) Define performance management. 2) Identify performance management cycle. 3) Discuss how to link individual objectives to company goals. 4) Define quantitative and qualitative performance measures. 5) Consider the features of generation Z.
• Employee relations. Talent management. Employer brand.
  1) Define corporate brand and its stakeholders. 2) Identify the nature of the employer brand. 3) Discuss the significance of the psychological contract. 4) Determine the basis of employee relations. 5) Consider Talent engagement and its measures.
• International HRM. Employee communications. Teambuilding
  1) Consider cultural diversity at work. 2) Discuss Hofstede cultural dimensions. 3) Determine the main communication channels at work. 4) Talk over work teams and foundations of group behavior. 5) Discuss case study “Motivating the sales team”
• Analytics and big data in HRM
  1) Determine people analytics. 2) Discuss people analytics advantages. 3) Display group project.

Assessment Elements

• Individual assignment (CV and cover letter)
  Both documents must be uploaded to LMS
• Team-based project “Analysis of HR practices” based on the chosen company
  Team-based project includes two parts: 10-page paper and presentation in the class. Both files must be uploaded to LMS. The paper should include the following parts: 1. Introduction with a description of the company (industry, size, location). 2. Problem statement. 3. The description of organizational culture that is based on at least two classifications discussed during the classes. 4. The description of HR practices. 5. Results and practical implications. 6. Conclusions References. The paper should be single-spaced throughout; Times New Roman 12-point font (except for the title page); A4 size page formatting; 2.5 cm margins on all sides. The group should be no more than 4 members.
• Class activities
• Written exam
  Written Exam includes 22 test questions (up to 2 marks for each positive answer), 2 open questions with explanation of your ideas (up to 3 marks for each positive answer), and one practical exercise (up to 4 marks). Total questions: 25. No negative marks for wrong answers. Total time: 60 min.

Interim Assessment

• Interim assessment (2 module)
  0.25 * Class activities + 0.25 * Individual assignment (CV and cover letter) + 0.25 * Team-based project “Analysis of HR practices” based on the chosen company + 0.25 * Written exam

Bibliography

Recommended Core Bibliography

• Armstrong, M. (2017). Armstrong’s Handbook of Human Resource Management Practice (Vol. 14th edition). New York: Kogan Page. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=1507866

Recommended Additional Bibliography

• Arthur, D. (2015). Fundamentals of Human Resources Management : A Practical Guide for Today’s HR Professional (Vol. Fifth edition). [Place of publication not identified]: AMA Self-Study. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=1520882
• FitzPatrick, L., & Valskov, K. (2014). Internal Communications : A Manual for Practitioners. London: Kogan Page. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=816423
• Patrick Alain. (2013). The Quick and Easy Performance Appraisal Phrase Book : 3,000+ Powerful Phrases for Successful Reviews, Appraisals and Evaluations. [N.p.]: Career Press. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=1906979