Human Resource Management 2600-MSMz1ZZL

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
• Personnel strategy
• Personal politics
2. Organizational planning
• Statization
• Planning roles and positions
• Job descriptions
• Management of the personnel function
• Organizing the HRM function
• The roles of HRM specialists and the role of managers
• HRBP Model Dave Ulrich
• Key HRM performance indicators
3. Recruitment and selection of employees
• employee acquisition strategies
• analysis of existing human resources
• determining the requirements for the positions sought
• Attracting candidates (employer branding)
• Selection methods
• Selection of candidates
• Techniques of conducting recruitment interviews
• Additional tools used in the recruitment process: tests, assessment centers
• Good recruitment practices
• Candidate experience
• Pre-on boarding
• On-boarding
4. Developing, training and teaching
• 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
5. Motivational system
• Creating a motivational system and its elements
• Payroll policy
• Bonus systems
• Employee benefits
• Management by results
• Performance indicators, personal goals, organizational goals
• Assessment
o Periodic evaluation
o 360 degree assessment
o Use of assessment tools in the HRM management process
6. Retaining employees in the organization
• Employee Experience
• Employee Value Proposition
• Engaging employees - the impact of engagement on results
7. Personnel 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 and developing employees - a case study