Human Resource Management 2600-MSMdz1ZZL
Lecture
1. Basic concepts related to HRM:
• Definition of HRM
• Michigan Model / Harvard Model
• HRM goals
• External factors shaping HRM
• Internal factors
• Key performance indicators of individual HRM areas
• Outsourcing HRM
• Personnel strategy
• Personal politics
2. Management of the personnel function
• Organizing the HRM function
• The roles of HRM specialists and the role of managers
• HRBP Model Dave Ulrich
• Outsourcing of the HR function
• Key HRM performance indicators
• Personal politics
3. Organizational planning
• Organizational structure
• Organizational culture
• Statization
• Designing job positions and roles in the organization
4. Recruitment and selection of employees
• Employee acquisition strategies
• analysis of existing human resources
• Determining requirements
• Attracting candidates – employer branding
• Selection methods
• Selection of candidates
• Legal requirements regarding the recruitment process
• Techniques of conducting recruitment interviews
• Additional tools used in the recruitment process: tests, assessment center
• Good recruitment practices – friendly recruitment
• Candidate experience
• Pre-on boarding
• On-boarding
5. Developing, training and teaching
• Theories of learning
• Competencies and their application in the organization
• Organizational learning
• Training plans
• Training – planning, implementation, measuring effects, tools
• Succession plans
• Talent programs
• Development of management staff
6. Motivating to work effectively
• Management by results
• Performance indicators, personal goals, organizational goals
7. Motivational system
• Key elements of the motivation system
• Valuation of job positions
• Construction of the tariff
• Construction of salary ranges and a basic remuneration system
• Creating a motivational system and its elements
• Payroll policy
• Organizational payroll reviews
• Employee benefits
a. Assessment
• Periodic assessment
• 360 degree assessment
• Other assessment tools
• Use of assessment tools in the HRM management process
8. Retaining employees in the organization
• Employee Experience
• Employee Value Proposition
• Engaging employees - the impact of engagement on results
• Engagement measurement tools
• Dialogue with employees (Works Councils, Trade Unions, other employee forums)
• Combining occupational health and safety with HRM
9. Personnal marketing
Seminar
• Modern human capital management – goals, internal and external conditions
• Developing the consequences of short-term employment for the implementation of the people management process - key, contract and peripheral employees
• The role of the HR department as a business partner
• Principles of cooperation with the HR department as a business partner
• Planning the demand for employees - forecasts of internal and external supply
• Analysis of the external and internal labor market for selected positions
• Job description, including atypical forms of employment
• Traditional and competence-based approach to job analysis
• Recruitment of employees - sources and forms and their effectiveness
• Selection of recruitment sources for the selected position.
• Assessing the effectiveness of social media use.
• Employee selection - types of methods and their predictive power
• Selection methods and the scope of their use
• Interview – sources of errors and limitations in making personnel decisions
• Employee evaluation system – goals and types
• Constructing employee evaluation criteria for a given position
• Material and intangible remuneration in shaping employee commitment
• Assessment of the remuneration system in terms of motivating employees - a case study
• Employee development in terms of shaping key business competencies of the organization
Type of course
Mode
Learning outcomes
Knowledge:
S2_W01 – Knows and understands the terminology and basic theoretical models in human resources management.
S2_W02 – Knows and understands the principles, procedures, and practices of human resources management, including planning, recruitment, development, and employee motivation.
S2_W03 – Knows and understands technological, social, legal, economic, and ecological processes and phenomena affecting the functioning of organizations in the area of HRM.
S2_W04 – Knows the basic principles of creating and developing various forms of entrepreneurship in the context of human resources management.
Skills:
S2_U01 – Can apply HRM theory and tools to diagnose and solve problems in recruitment, selection, performance evaluation, and employee remuneration.
S2_U02 – Can correctly interpret internal and external organizational processes and phenomena in the HRM context, considering technological, social, and economic factors.
S2_U03 – Can design job positions, analyze roles and organizational structures, and implement HR policies according to organizational needs.
S2_U06 – Can prepare and implement training programs, develop employee competencies, succession plans, and talent programs.
S2_U08 – Can analyze the effectiveness of motivation and remuneration systems and support others in creating evaluation and reward systems.
Social Competences:
S2_K01 – Is prepared to assess and critically approach complex situations and phenomena related to organizational functioning in the HRM area.
S2_K02 – Is prepared to think and act entrepreneurially in the context of human resources management.
S2_K03 – Is prepared to adhere to and promote ethical standards in human resources management, including evaluation, motivation, and employee development processes.
S2_K04 – Can support cooperation with the HR department and other organizational units as a business partner, considering the interests of employees and the organization.
Assessment criteria
Quiz test Kampus or in paper version
bonus for participating in individual exercises and performing project tasks; confirmed by attendance and achieved results, the maximum number of points depends on the activity of the participants
Graded assessment
Quiz test Kampus or in paper version and bonus
bonus for participating in individual exercises and completing project tasks
Bibliography
The lecure:
Primary position:
Armstrong M, (2000), Zarządzanie Zasobami Ludzkimi, Kraków, Oficyna Wydawnicza i Dom Wydawniczy ABC
Complementary position:
Ulrich D. i Brockbank W. (2013). Tworzenie wartości przez dział HR, Wolters Kluwer
Walczak K. (2018). Zasady wynagradzania za pracę u pracodawców-przedsiębiorców w świetle autonomicznych źródeł prawa, Wydawnictwo C.H.Beck
Pawłowska A. (2017). Zatrudnialność pracobiorcy w elastycznym zarządzaniu ludźmi, Warszawa, Polskie Wydawnictwo Ekonomiczne
Ulrich D.,Brockbank W., Nyman M.,Allen J.,Younger J. (2010). Nowoczesne zarządzanie zasobami ludzkimi, Wolters Kluwer
The seminar:
Primary position:
Juchnowicz M. (red.) Zarządzanie kapitałem ludzkim. Procesy, narzędzia, aplikacje. PWE, Warszawa 2014
Juchnowicz M., Kinowska H. (red.) Zarządzanie kapitałem ludzkim w warunkach niepewności. Wyzwania i implikacje. PWE, 2023
Popieluch K. (red.) HR Business Partner. Rola, funkcje, perspektywy, WN PWN, 2018
Complementary position:
Dave U., Justin A., Wayne B., Jon Y., Mark N., Nowoczesne zarządzanie zasobami ludzkimi. Transformacja zgodna z oczekiwaniami klientów i inwestorów. Wolters Kluwer, 2010
Boudreau J., Cascio W. F., Inwestowanie w ludzi, Wolters Kluwer, 2013
Leighton P., Syrett M., Hacker R., Holland P., Nowoczesne formy zatrudnienia, Wolters Kluwer, 2013
Armstrong M., Armstrong, Handbook of Human Resource Management Practice, Kogan Page, 2017
Dessler, G., Fundamentals of Human Resource Management, Global Edition, Pearson, 2016
Pawłowska A. (2023) Flexible Human Resources Management and Vocational Behavior. The Employability Market Orientation Model. Routledge Studies in Management, Organizations and Society. New York and London, 2023, https://www.amazon.com/Flexible-Resource-Management-Vocational-Behaviour/dp/1032360291
Morawski M., Jagoda A., Jędrzejczyk W. (2024) Cyfryzacja zarządzania zasobami ludzkimi Warszawa: PWE
Additional information
Additional information (registration calendar, class conductors, localization and schedules of classes), might be available in the USOSweb system: