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Course Syllabus

Master 2021/2022

Organization Human Capital Development: Strategy, Problems, Technologies

Type: Elective course (Sociology of Public and Business Sphere)
Area of studies: Sociology
Delivered by: School of Sociology
Where: Faculty of Social Sciences
When: 2 year, 1, 2 module
Mode of studies: distance learning
Online hours: 24
Open to: students of one campus
Instructors: Anna Gogoleva
Master’s programme: Sociology of Public and Business Sphere
Language: English
ECTS credits: 7
Contact hours: 32

Course Syllabus

Full Syllabus

Abstract

This course introduces human capital as a fundamental component of competitiveness, effectiveness, and sustainability of organization. The goal of this course is to provide students with knowledge for understanding practical issues and empirical research of human capital and social relations within organizations. Students will get experience of sociological analysis of relations in business area, will learn how the processes of attraction, retention and development of human capital are implemented in organizational context and what problems and issues are crucial for building robust relationships. This field of knowledge and empirical research provides appropriate example of how sociological knowledge can be applied to find the sources for sustainable growth and development of individuals, groups of people and organizations because organization as an object of research gives opportunities to observe social interactions on different levels: individual, groups, various units and departments, organizations and to trace how programs and projects can align various interests and achieve demanded aims. Multi-disciplinary character of research projects that are discussed allows students to learn main principles of treating HC data of various type, taken from different sources and levels, to reveal issues of interpretation of these data. Besides analysis of international academic research results provides best practices for learning different modes of sociological research made in organizational environment. Assessment of the course is formed of class activities, essay, learning on-line course and final writing exam.
Learning Objectives

Learning Objectives

  • The course aims at teaching students to be able to plan and hold various sociological and diagnostic surveys and studies related to human resources in organizational context
  • The course aims at teaching students to be able to make social assessment of policies, programs and projects aimed at human capital development
  • The course aims at teaching students to be able to participate in strategic planning of human resource activities in organizations.
Expected Learning Outcomes

Expected Learning Outcomes

  • be able to analyze and evaluate the available human capital in the organization
  • be able to develop a program of sociological and diagnostic survey and research related to human capital in organizational context
  • be able to identify the interests, attitudes and resources of the main stakeholders of human capital projects
  • be able to identify the main social problems that may arise with human capital and offer reasonable and argued solutions
  • be able to predict the social impact and consequences of the proposed programs related to the human resources of the organization at different levels (individual, group, organization, society)
  • be able to represent the interests of various groups and stakeholders in discussions affecting the development and use of the organization's human capital
  • have skills to analyze the situation according to the methodology of the case study and give presentation and argumentation of the proposed solutions
  • have skills to work in a small group, organize interactions with group members, distribute responsibility, improve mechanisms of group work
  • know main approaches to strategic development and assessment of human capital in the organization
  • know the variety of factors that determine the choice and impact of different human capital-related programs in organizational context
  • know various forms and methods of human resource development, human potential assessment, engagement, training and retention
Course Contents

Course Contents

  • Topic #1 Introduction: Business as a field of research and modern issues of human capital development
  • Topic #2 Strategies and policies of human resource management: Russian and international perspectives
  • Topic #3 Human capital acquiring
  • Topic #4 Human capital development
  • Topic #5 Retention of human resources
  • Topic #6 Sustainability of human capital in organization
Assessment Elements

Assessment Elements

  • non-blocking Seminars
    Team presentations and Individual class activity
  • non-blocking Essay
  • non-blocking Results of on-line course
    On-line course is delivered on Coursera.org.
  • non-blocking Final examination
    Exam is made in written form via zoom with camera and mic.
  • non-blocking Seminars
    Team presentations and Individual class activity
  • non-blocking Essay
  • non-blocking Results of on-line course
    On-line course is delivered on Coursera.org.
  • non-blocking Final examination
Interim Assessment

Interim Assessment

  • 2021/2022 2nd module
    0.3 * Seminars + 0.2 * Essay + 0.3 * Final examination + 0.2 * Results of on-line course
Bibliography

Bibliography

Recommended Core Bibliography

  • Daron Acemoglu, Francisco Gallego, & James A. Robinson. (2014). Institutions, Human Capital and Development. Documentos de Trabajo. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsrep&AN=edsrep.p.ioe.doctra.449
  • Hitt, M. A., Biermant, L., Shimizu, K., & Kochhar, R. (2001). Direct and Moderating Effects of Human Capital on Strategy and Performance in Professional Service Firms: A Resource-Based Perspective. Academy of Management Journal, 44(1), 13–28. https://doi.org/10.5465/3069334
  • Nyberg, A. J., Moliterno, T. P., Hale, D., & Lepak, D. P. (2014). Resource-Based Perspectives on Unit-Level Human Capital: A Review and Integration. Journal of Management, 40(1), 316–346. https://doi.org/10.1177/0149206312458703
  • P. Lepak, Scott A. Snell, & David P. Lepak. (1999). The human resource architecture: Toward a theory of human capital allocation and development. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsbas&AN=edsbas.8FB541A3
  • Performance management. Управление эффективностью работы, Армстронг, М., 2005
  • Shaw, J. D., Park, T., & Kim, E. (2013). A resource-based perspective on human capital losses, HRM investments, and organizational performance. Strategic Management Journal (John Wiley & Sons, Inc. ), 34(5), 572–589. https://doi.org/10.1002/smj.2025
  • Стратегическое управление человеческими ресурсами, Армстронг, М., 2002
  • Управление результативностью : система оценки результатов в действии, Армстронг, М., 2014

Recommended Additional Bibliography

  • Anna S. Gogoleva, Pavel S. Sorokin, & Azer G. Efendiev. (2014). Quality Of Work Life As Methodological Framework In Organizational Studies: State Of The Art And Perspectives For The Future Research. HSE Working Papers. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsrep&AN=edsrep.p.hig.wpaper.23man2014
  • Armstrong, M. (2016). Armstrong’s Handbook of Strategic Human Resource Management (Vol. Sixth edition). London, United Kingdom: Kogan Page. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=1193777
  • Collings, D. G. (2014). Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities. Journal of World Business, (2), 253. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsrep&AN=edsrep.a.eee.worbus.v49y2014i2p253.261
  • Elena P. Kostenko. (2017). Institutionalization of Human Resource Management Practice in Russia. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsbas&AN=edsbas.BF248E84
  • Fey, C. F., & Bjorkman, I. (2001). The Effect of Human Resource Management Practices on MNC Subsidiary Performance in Russia. Journal of International Business Studies, 32(1), 59–75. https://doi.org/10.1057/palgrave.jibs.8490938
  • Igor Gurkov, Evgeny Morgunov, Alexander Settles, & Olga Zelenova. (2014). Human resource management in Russia over a century of storm and turmoil: a tale of unrealized dreams. Chapters, 363. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsrep&AN=edsrep.h.elg.eechap.14408.14
  • Lidokhover, T., & Domsch, M. (2006). Human Resource Management in Russia. Aldershot, Hants, England: Routledge. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=270212
  • Zucker, L. G., Darby, M. R., & Brewer, M. B. (1998). Intellectual Human Capital and the Birth of U.S. Biotechnology Enterprises. American Economic Review, (1), 290. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsrep&AN=edsrep.a.aea.aecrev.v88y1998i1p290.306

Authors

  • GOGOLEVA ANNA SERGEEVNA