University of Central Punjab

UCP Business School

Introduction to Human Resource Management
Fundamental Idea
The basic concept of the project is to make students work in a team and analyse the
application of human resource management concepts in corporate world. Students have to
assess the HRM practices in the selected organization.
Objectives
The objective of this project is to give students an overarching view of the application of
basic functions of HRM in corporate sector. Furthermore, it aims at enabling them to
explore how issues such as recruitment, selection, training, performance management and
compensation are dealt in an organization.
Project
Each team/group of students is required to choose an organization which is feasible for
them to approach and conduct interviews from at least three managers in the chosen
organization to get the required information. The acquired information has to be
analysed, assembled and presented in the project using the concepts discussed in the
class. It should be a team effort and copying from any source or using unfair means will
result in penalization by a lower grade.

The Project Presentation

All the member of the group will take part in the presentation and mutually consume a
time frame of 20 to 25 minutes. Presentations that will consume more time will be
penalized by negative marking. At the end of the presentation the group will have to take
questions from the course instructor and the class. All presentations will be assessed on
following criteria
Content. (Idea & Execution)
Clarity of Oral Presentation.
Presence of team unity & cohesiveness.
Depth and application.

Guideline for Project Topics

JOB ANALYSIS
o Job analysis procedure/ steps
o Who is responsible for job analysis (outsource/ internal)
o HR vs. line departments role in job analysis
o Methods for collecting information for several levels of jobs
o Linkage with recruitment, selection, training and performance
management
o Job description and specification of HR manager or any other prominent
position/ job.
o Procedure of renewing the job descriptions

RECRUITEMENT
o Planning and forecasting personnel needs (who is responsible? Methods of
forecasting, succession planning etc.)
o Methods of finding internal candidates
o Methods of finding external candidates
o Use of any private employment agencies
o Application forms
o HR vs. line departments role in recruitment

SELECTION
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Selection process of two or three positions in detail

Initial screening method
Application forms
Employment tests (validity, reliability)
HR vs. line departments role in selection process
Employment interviews (structured, unstructured?)
Background checks
Medical checks

TRAINING
o Orientation program

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Need analysis
Training for current employees and for new employees
Training processes
Training methods
Training topics
HR vs. line departments role in training
Training budget
Training evaluation method

PERFORMANCE MANAGEMENT
o Performance appraisal systems (appraisal methods) for different
designations
o HR vs. line departments role in performance management
o Performance appraisal interviews procedure
o Linkage of performance appraisal rankings with training
o Linkage of performance appraisal rankings with compensation and
benefits

COMPENSATION AND BENEFITS

o Pay for performance and financial incentives
o Benefits
o Linkage of performance appraisal rankings with compensation and
benefits
o Linkage of seniority with compensation and benefits
o HR vs. line departments role in compensation and benefits
o Employee recognition programs