Human capital management 2400-ZEWW843-OG

The course is implemented as part of a project co-financed by the European Union with the European Social Fund under the Operational Program Knowledge Education Development 2014-2020.
Modern organizations must be able to cope with an increasing complexity and less predictability of the business environments. Events like the Covid-19 pandemic are testing business and its foundations. According to the research of the National Debt Register (National Debt Register), in such conditions the most valuable is a good team, i.e. loyal and committed employees with crucial competences required by organization to achieve its goals.
Talent acquisition and competency management are the priorities in the company's personnel policy. Although financial motivators have always been one of the key motivating factors for an employee, non-wage factors are no less important here. Caring for the development of employees, stable employment, giving the opportunity to engage in various projects and a good atmosphere in teams are the key in building a strong and motivated team. Such teams become capital of the organization, which determines effective competition in unstable market conditions.
Lesson 1 "From the resource to the capital."
During the first synchronous classes, the following topics will be discussed:
 The uniqueness of the human resources of the company.
 The concept of human capital and human capital management.
 The role of managers in the implementation of human capital management strategies in the area of:
• Analysis of work and human resource planning.
• Recruitment and selection.
• Motivating employees and taking care of good relationships in teams.
• Development of knowledge workers and talent management.
 Human capital management as a process.
Lesson 2 "Competency Management"
During this asynchronous lesson on the e-learning platform, participants will learn the basic issues of competency management. Videos, online quizzes and assignments will be used during the course. Topics to be discussed:
 Objectives of competency management and their importance for building the human capital of the organization.
 Application of competency management in the basic areas of human resource management - job analysis, recruitment and selection, employee development, career planning and talent management.
 Selected methods of assessing the competencies needed to perform the job.
Lesson 3 "Measuring Human Capital"
During this asynchronous lesson on the e-learning platform, participants will learn about the basic issues of measuring human capital of the organization. Videos, online quizzes and assignments will be used during the course. Topics to be discussed:
 The issue of measurement in the process of human capital management.
 Reason for taking measurements in human capital management policy.
 Selected indicators used to measure human capital.
Lesson 4 "Recruitment and selection - acquiring the best or the best matched?"
During this asynchronous lesson on the e-learning platform, participants will get acquainted with the basic issues regarding recruitment, selection and evaluation of candidates.
Information on the application of competency management in the process of finding and hiring employees will be recalled. The following will also be discussed:
 Types of recruitment - internal and external.
 Methods of acquiring candidates with specific competences.
 Employer branding - what it is and how it supports the creation of human capital.
 Selection and evaluation techniques - advantages, disadvantages, applications and limitations.
 De-recruitment as an underestimated but important aspect of human capital management.
Lesson 5 "Investing in human capital – the point where commitment is born.”
During this asynchronous lesson on the e-learning platform, participants will learn about the basic issues related to employee development. During the course, participants will learn about the role of training and other activities aimed at employee development, engaging them in achieving the organization's goals, which also allows them to feel satisfied with their work. Videos, online quizzes, and assignments will be used during the course.
Lesson 6 "Developing human capital - Workshops."
During synchronized classes, participants will have the opportunity to practice the knowledge they acquired during the stand-alone classes. The exercises will be carried out independently and in groups.

Type of course

general courses

Prerequisites (description)

The course is implemented as part of a project co-financed by the European Union with the European Social Fund under the Operational Program Knowledge Education Development 2014-2020. Therefore, it is necessary to register on the website: https://www.wne.uw.edu.pl/pl/misja-wne/formularz-3 and sign a training contract. Course is free of charges. After completing the course participants will receive certificates confirming participation in the training co-financed by the European Union.

Course coordinators

Krzysztof Machulec
Agnieszka Różycka

Learning outcomes

Knowledge
After completing the course, participants:
• can define the basic concepts: human capital, human resources, human capital and human resources management.
• they know the areas where managers play an important role in implementing and executing human capital management strategies.
• have knowledge of the strategic role of human capital management in the organization.
• they know the basic tools for developing employees.
• gained extended knowledge in recruitment, selection and evaluation of job candidates – especially about different kinds of interviews and recruitment tests.
• they know the basic areas of human capital management, are able to name and briefly describe them.
• familiarized themselves with the basic tools for developing human capital.

Skills
After completing the course, participants:
• they understand the concept of human capital and the relationship between human capital management and human resource management.
• they understand the relationship between employee development and motivation and commitment.
• are able to create behavioral and situational questions and apply them during an interview, depending on the requirements of the workplace.
• they know how to create a description of individual competences.
• are able to define a model competence profile based on the requirements of the job position.
• they understand the differences between various management models, can identify and discuss their key features from the human capital management point of view.
• they can select development tools depending on the needs of employees.

Social competence:
After completing the course, participants:
• are aware of the importance of the manager's role in building the human capital of the organization.
• they can self-evaluate their managerial competences and improve them in terms of developing the human capital of the team.
• understands how effective knowledge management in an organization influences its competitive advantage.
• develops leadership skills.
• they better understand the needs of employees in terms of self-development and achieving satisfaction of their work.
• develops the ability to observe and analyze human behavior.
• develops the ability to communicate in a team.
• develops self-confidence.

Assessment criteria

Participants are assessed on the basis of two elements:
- presence, attendance and activity during online meetings,
- and the accomplishment of asynchronous lessons and tasks on the Moodle platform,
To pass the course, the student must obtain a minimum of 60% of each of the above.

Bibliography

• H. Król, A. Ludwiczyński. “Zarządzanie zasobami ludzkimi. Podręcznik. Tworzenie kapitału ludzkiego organizacji” Wydawnictwo Naukowe PWN, Warszawa 2006.
• T. Kupczyk. M. Stor. „Zarządzanie kompetencjami. Teoria, badania i praktyka biznesowa”, Wyższa Szkoła Handlowa we Wrocławiu, Wrocław 2017
• Praca zbiorowa. „Praktyki HRM. Najlepsze studia przypadku z polskiego rynku”. IFLOR PL S.A., Warszawa 2016.
• J.A. Cannon, R. McGee. “Zarządzanie talentami I planowanie ścieżek karier. Zestaw narzędzi.” ABC Wolters Kluwer Business, Warszawa 2012.
• W. Romanowska. „Zarządzanie kapitałem ludzkim”, Zeszyty Naukowe Uniwersytetu Szczecińskiego, Finanse Rynki Finansowe, Ubezpieczenia, 685, 46, 2011, s. 171-182.
• M. Juchnowicz. „Rozwój zarządzania zasobami ludzkimi – w kierunku kapitału ludzkiego”. Ewolucja nauk ekonomicznych. Jedność a różnorodność, relacje do innych nauk, problemy klasyfikacyjne 2019, s. 195-204.
• I. Ścibiorska, K. Bartkowiak. „Praktyczne wykorzystanie metody pomiaru oddziaływania kapitału ludzkiego na procesy”. Zeszyty Naukowe Akademii Podlaskiej w Siedlcach. Administracja i Zarządzanie, 12, 2010, s. 118-131.

Notes

Term 2023Z:

None

Additional information

Information on level of this course, year of study and semester when the course unit is delivered, types and amount of class hours - can be found in course structure diagrams of apropriate study programmes. This course is related to the following study programmes:

Additional information (registration calendar, class conductors, localization and schedules of classes), might be available in the USOSweb system:

Description of 2400-ZEWW843-OG in USOSweb