Human Resource Management 2102-0FA-ZZLO-OG

Effective human resources management (HRM) is one of the most decisive factors in the success of any organization. Many organizations recognize that a critical source of competitive advantage comes from having an effective system for obtaining, mobilizing, and managing the organization's human assets. A number of recent developments, including demographic changes in the labor force, the rapid pace of technological change, increased global competition, new organizational arrangements, and public attention to work force issues, are making human resource management topics increasingly important for all organizations.

The aim of the course is to present the basic concepts of HRM and labor-management relations, likewise to introduce the essential tools, as well as the main problems and challenges in the field. This course introduces the technical aspects of HRM from a strategic perspective. The course examines how to manage human resources effectively in the dynamic social and economic environment currently constraining organizations. Among the topics included are: formulation and implementation of human resource strategy, methods of recruitment and selection, techniques for training and development, compensation and benefits, performance appraisal, job analysis, and the evaluation of the effectiveness of HRM systems.
The course addresses a number of key HR levers available to managers in the development of an effective work system, including investing in people (training and development), measurement and incentives (compensation), and career management. The special case studies provide a summary and integration, illustrating how firms have succeeded or failed at tapping the potential of their work force. These topics are primarily relevant to those intending to be human resource professionals. The course is supposed to direct and encourage the students to further enlarge and update their knowledge on the management of HR in organizations, both public and private.
Course Topics:

1.The functions and aims of HRM in an organization: the essence of a company’s HR policy. HR departments and HR managers: their actions and responsibilities in the HR system. Different models of the HRM. History of the HRM. Human resources planning.

2. Determinants of human resources management. HR strategy and personnel policy.
Factors (both internal and external) shaping the HR strategy. Personnel policy in terms of the organization’s general strategy. Different models of HR policy. Planning the personnel growth in an organization.

3.Staffing the organization. Different approaches to staffing. Internal and external sources of qualified personnel. Job design and job analysis. Identifying requirements and skills needed to perform a job. Methods of recruitment: job posting, advertising, campus recruiting, employment agencies, employee referrals, walk-ins/write-ins.

4. Selecting employees: principles of selecting procedures. Models and tools of selection: preliminary and diagnostic interview, psychological tests, reference checking, screening of the application forms, Assessment Center etc.
5. Performance Appraisal Systems: definitions and uses. Performance Appraisal System in the HR system. Types of performance appraisal. Procedures and methods of performance appraisal: management by objectives, critical-incidents appraisal, checklists, behaviorally anchored ratting scales (BARS), force-choice rating, ranking methods. Potential errors in performance appraisal; methods of overcoming errors. Types of appraisal interviews. Principles of conducting appraisal interviews.

6.Trainning and developing employees. Career management. Competencies, core competencies, management of the competencies portfolio. Goals and methods of career development. Development of organizational leadership and preparation of promotions. Procedures and tools of career planning. Stages of career development. Career plateaus; rehabilitating ineffective plateaus.

7. Trainings as means of professional development of the employees.
Establishing training objectives. Methods of training and motivating to achieve career goals. Determining training needs.

8. The organizational reward systems. Compensation systems and policies. Different factors in organizational rewarding. Types and functions of compensation systems. Base wage and salary systems. Job evaluation as a method of determining the relative worth of a job in an organization. Principles of compensation system building.

9. The role of the trade union in an organization. Labor-management relations. Legal basis of the trade unions and the labor-management relations. The rights and responsibilities of trade unions. Different models of labor-management relations. Collective Bargaining, collective work agreements and disputes solution regulations. Grievance procedures. Forms of employee participation in profits, decision-making and ownership.

10. Derecrutation. Unemployment. Counteracting the unemployment. The notion of the labor market. Flexibility and segmentation of the labor market. Institutions of the labor market governance. Labor demand and the expectations of employers. Outplacement. Types and causes of unemployment.

11. Modeling of the work schedule. The notion of work schedule. Motivational aspects of a modern work schedules. The flex-time scheme. New forms of employment.