Human Resource Management

Intended Learning Outcomes:

The purpose of this course is to help students acquire the specific knowledge, skills, and abilities associated with human resource management so they are actually prepared to perform the essential functions that human resource professionals are expected to perform.  After completing this course students will be able to

  • Understand the evolving role of strategic HRM in today’s organizations, the strategic role of HR functions, and the impact of technology and global competition.
  • Describe of the importance of business ethics in HRM.
  • Examine the legislation and regulations affecting staffing.
  • Be aware of the ethical, regulatory, environmental, social, political and technological issues of staffing.
  • Understand job analysis, human resource planning, recruitment (including Internet recruiting), and selection.
  • Be aware of the importance of HRD (training and developing) for employees at all levels.
  • Comprehend of performance appraisal and its role in performance management.
  • Have Appreciation of how compensation and benefits programs are formulated and administered.
  • Understand safety and health factors as they affect the firm’s profitability.
  • Understand employee and labor relations.


Recommended Text Books:

 S.No. Title Author(s)  
1   Fundamentals of Human Resource Management



Course Outline:

LecturesNo. Description  
1 ·         Introduction to Human Resource Management

·         This chapter gives an overview of what Human Resource Management is and how it relates to the management process.  It illustrates how managers can use HR concepts and techniques, line and staff managers’ responsibilities, HR’s role in strategic planning

2 ·         Strategic Implications of a Dynamic HRM Environment

  • The chapter provides an overview of recent trends in the dynamic business environment which affect the practice of HRM, including today’s cultural environment, globalization, knowledge workers, the affect of technology, changing skill requirements, work/life balance, the contingent work force, decentralized work sites, continuous improvement, work process engineering, employee involvement, and ethics.


3 ·         Job Analysis,

·         The chapter begins by describing how organization used human resource planning to identify and develop executive talent .The process of human resource planning, and its connection to overall strategic organizational planning is described.  Job analysis, which is used to determine the knowledge, skills and abilities required for each job, is described, and the importance of job analysis for almost all HRM activities is emphasized.


4 ·         Strategic Planning, and Human Resource Planning

·         In this chapter, we will discuss the uses of job analysis information and carefully the methods of conducting a job analysis. This chapter also explains the process of forecasting personnel requirements, discusses the pros and cons of methods used for recruiting job candidates,


5 ·         Recruitment

·         The chapter provides an overview of recruitment methods used for internal, external and international recruitment, including some non-traditional sources of workers, such as temporary employees and employee leasing.  Finally, students are given guidance on how to apply for a job









·         Selection

·         This chapter gives an overview of the selection process, testing concepts, types of tests, and selection techniques including an overview of types of interviews and their features.  It discusses common mistakes in selection, and outlines designs for effective selection.  Legal and ethical questions surrounding the area of selection are also covered








  • This chapter is about helping employees adapt to their organizations and work responsibilities.  It provides an overview of methods used for employee orientation, training, employee development and organizational development.


8 ·         Training and Development

·         This chapter points out the importance of new employee orientation and lists some of the important things to cover during that process.  Additionally, much of the chapter is devoted to the issue of ongoing training and development of employees.  Needs analysis, techniques, purposes, and evaluation are all covered.






9 ·         Career Planning and Development

·         The first part of the chapter presents basic career development concepts, including the rationale for career development, career stages, and tools for assessing career preferences and styles.  The latter part of the chapter presents extensive suggestions to students on how to manage their own careers in today’s economic environment, which requires individuals to take responsibility for their own success.



10 ·         Performance Management and Appraisal

·         This chapter gives a good coverage of the performance appraisal process and the different tools and methods available


11 ·         Compensation

·         This chapter covers the basics of compensation, incentives, and benefits.  Included are basic considerations in determining pay rates, current trends in compensation, different incentive programs, and different benefits and services that companies might offer to employees.  These are offered to entice employees, to retain employees, and to help make them more productive during their service.






12 ·         Benefits, Nonfinancial Rewards, and Other Compensation Issues

·           Benefits are generally membership-based rewards which are desirable to employees and which can be designed to meet the diverse needs of today’s workers.  The costs and complexities of both legally required benefits and voluntary ones, such as health insurance, retirement plans and time off are presented, as well as current issues, including flexibility of benefits choices and availability of benefits for families, domestic partners and retirees.

13 ·         A Safe and Healthy Work Environment

·         This chapter outlines occupational safety law and then discusses causes of accidents and how to prevent them.  There is also a section devoted to employee health.


14 ·         Labor Union and Collective Bargaining

·         This chapter talks about why workers organize, outlines the basics of labor law, and reviews the procedures of labor elections, collective bargaining, and contract administration.  A look into the future of unionism is also attempted.


15 ·         Internal Employee Relations

·         In this chapter, employee retention is first discussed and internal employee relations and employment at will are presented. Discipline and disciplinary action are then described, followed by a discussion of the disciplinary action process.



·         The evolution of global business and global strategic human resource management is described. Global staffing, global compensation, global safety and health, and global health care legislation are then examined, followed by a discussion of global employee and labor relations. This chapter concludes with a look at global, legal, and political factors, and virtual teams.