Bachelor 2020/2021

Human Resource Management

Category 'Best Course for Broadening Horizons and Diversity of Knowledge and Skills'

Category 'Best Course for New Knowledge and Skills'

Type: Compulsory course (Logistics and Supply Chain Management)

Area of studies: Management

Delivered by: Department of Logistics and Supply Chain Management

Where: St.Petersburg School of Economics and Management

When: 2 year, 3 module

Mode of studies: offline

Instructors: Alexander V. Lisovsky

Language: English

ECTS credits: 4

Contact hours: 40

Course Syllabus

Abstract

The course will introduce students to the core of human resources function in organizations: acquiring, developing, motivating, and retaining people. The structure of HR policies and practices must enable employees to fully apply their skills to the achievement of organizational goals. Every essential element of the HR function - strategy, organizational design, policies, and programs - needs to align with HR and business strategy. In this course the key elements of the HR function are discussed and students, using cases related to the experience of leading international companies learn, how these key elements are related to organizational strategy. The course informs students about several key problems of contemporary global markets, which require essential changes of HR strategy, such as globalization, big data, dotcoms, and organizational alternatives to traditional business structures, such as Uber, Airbnb, Alibaba. Students are required to prepare their analysis for Portfolio Assignment. The content in this course is based on the Body of Competency and Knowledge (BoCK), 2015 of Society for Human Resource Management (SHRM).

Learning Objectives

• introduce students to the core of human resources function in organizations: acquiring, developing, motivating, and retaining people

Expected Learning Outcomes

• Provide effective performance feedback to peers
• -Work in a team to provide effective solutions to HR problems
• -Apply HR tools to manage a team of diverse learners
• Identify, critique, and implement performance appraisal methods
• Use one’s social networks to enhance professional knowledge, skills, and experiences
• Use theory of motivation, leadership and authority to address people-related issues in an organization - Analyze cases related to people management
• Apply their knowledge to create, critique, and/or improve HR tools (e.g., a resume, a job ad, a performance evaluation sheet) -Identify trends and challenge for HRM in the global organizational context
• Explain the purpose of human resource planning -Use theory of motivation, leadership and authority to address people-related issues in an organization - Work in a team to provide effective solutions to HR problems

Course Contents

• Managing Human Resources – Trends in Human Resources
  Definition of human resource management and contribution of HRM to organizational performance. Responsibilities of human resource departments. The types of skills needed for human resource management. The role of supervisors in human resource management. Ethical issues in human resource management. Typical careers in human resource management. Trends in the labor force composition and how they affect human resource management. Areas in which human resource management can support the goal of creating a high-performance work system. The concept of employee empowerment, and its role in the modern organization. Options HR professionals can use for supporting organizational strategies for growth, quality, and efficiency. Ways in which human resource management can support organizations expanding Internationally. Effects of technological developments influencing human resource management. The contemporary changes in the nature of the employment relationship. Discuss how the need for flexibility affects human resource management.
• Analyzing Work and Designing Jobs
  The elements of work flow analysis. Work flow and organization’s structure. The elements of a job analysis, and their significance for human resource management. The ways for obtaining information for a job analysis. Summary of recent trends in job analysis. Know-how for efficient job design. Considerations for designing jobs, which are motivating and comply to ergonomics. Planning and evaluating mental demands while designing jobs.
• Planning and Recruiting Human Resources
  Planning for human resources needed to carry out the organization’s strategy. Determining the labor demand for workers in various job categories. The advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage. Recruitment policies organizations use to make job vacancies more attractive. Different ways of sourcing job applicants. The recruiter’s role in the recruitment process, including limits and opportunities.
• Selecting Employees and Placing them in Jobs
  The basic elements of the selection process. Ways for measuring success of a selection method. The government’s requirements for employee selection. Common methods used for selecting human resources. Major types of employment tests. Considerations for conducting effective interviews. The process of making a selection decision by an employer.
• Training and Developing Employees
  Methods used to link training programs to organizational needs. The ways for assessing the need for training. Methods for assessing employees’ readiness for training. Planning an effective training program. Comparison of widely used training methods. Models for implementing a successful training program. Evaluating the success of a training program. Describe training methods for employee orientation and diversity management
• Separating and Retaining Employees Developing Employees
  Distinction between involuntary and voluntary turnover, and turnover effects on an organization. How employees determine whether the organization treats them fairly. Legal requirements for employee discipline. Different ways, which organizations can use to discipline employees fairly. Job dissatisfaction influence on employee behavior. Factors contributing to employees’ job satisfaction and retaining key employees.
• Compensating
  Decisions involved in establishing a pay structure. Basic legal requirements for pay policies. Economic forces influencing decisions about pay. How employees evaluate the fairness of a pay structure. Models which organizations use to design pay structures related to jobs. Alternatives to job-based pay. Methods used to ensure that pay is actually in line with the pay structure. The connection between incentive pay and employee performance. How organizations recognize individual performance. Ways for recognizing group performance. How organizations link pay to their overall performance. How organizations combine incentive plans in a “balanced scorecard.” Main processes that can contribute to the success of incentive programs. Issues related to performance-based pay for executives.

Assessment Elements

• Class activity
  The assessment list with all students’ grades will be published in the LMS. All assignments, including Portfolio, will be assessed on 10-point scale. Cumulative and final grades will be rounded. Curve (rounding) is arithmetical (3.49 equals a 3; 3,501 equals a 4).
• Portfolio
• Exam

Interim Assessment

• Interim assessment (3 module)
  0.2 * Class activity + 0.2 * Exam + 0.6 * Portfolio

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
• McNamara, D. L. (2007). CHARLES K. ARMSTRONG, GILBERT ROZMAN, SAMUEL S. KIM, and STEPHEN KOTKIN, editors. Korea at the Center: Dynamics of Regionalism in Northeast Asia. (Northeast Asia Seminar.) Armonk, N.Y.: M. E. Sharpe. 2006. Pp. xiii, 319. Cloth $84.95, paper $29.95. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsbas&AN=edsbas.623F3487
• Porter, R., & Armstrong, M. (2007). Handbook of Industrial Organization. Amsterdam: North Holland. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=207251

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
• Zeuch, M. (2014). Dos and Don’ts in Human Resources Management : A Practical Guide. Heidelberg: Springer Gabler. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=855837