Syllabus of Human Resource Management

Author: Anna S. Gogoleva

Office: Kirpichnaya 33/5, Office 629
E-mail: agogoleva@hse.ru
Office Hours: T, Th 13:00-17:00, and by appointment

Course Description

This course introduces HRM as a fundamental component of the competitiveness, effectiveness,

and sustainability of an organization. HRM plays crucial role in predicting employee behavior, attitudes
and performance. This course combines two parts of HRM in the company. First, we examine the
strategic view on HRM, and understand how strategies of HR are developed and implemented in Russian
companies. HR strategy determines who is hired, how they are trained, evaluated, compensated and
retained. Second, special emphasis is made on HR practices including staff planning, recruitment and
selection, induction, remuneration and assessment, and personnel training and development. These parts
allow students to be able to analyze actual situation with human resources in the company and achieve
HR goals on the level of the department. While lectures present theoretical basis, our seminars allow to
train some skills that are useful for future managers.

Scope of Use
The present syllabus establishes minimum requirements of students knowledge and skills and
determines the content and methodologies of the course.
The present syllabus is designed for the lectures teaching this course, their teaching assistants, and
students of the bachelors degree program 38.03.02. Management, studying the course Human Resource
Management.
This syllabus meets the requirements of:
Standards of National Research University Higher School of Economics;
Bachelors program Management of Federal Bachelors Degree Program 38.03.02.;
University curriculum of the bachelors program in management (38.03.02.) for 2016-2017.

Course Goals
The course aims at teaching students to be able to:
- develop decisions concerning HRM issues on the department level,
- participate in development of HR policies and practices for the company,
- implement HR strategy of the company.

Learning Outcomes
After taking the course of Human Resource Management students should
know:
- main approaches to HR strategy development and implementation,
- different forms and methods of HR functions, such as resource planning, recruitment and
selection, training and development, and assessment,
- various determinants that influence the choice of specific methods of HRM implementation;
be able to:
- analyze and assess available human resources in the department,
- identify main problems in HRM in the department and propose argued and well-reasoned
decisions aimed to solve them,
- analyze the influence of different factors that determine the choice of specific methods of
HRM practices in the department.
Course prerequisites
The course is based on the knowledge and competences provided by the following disciplines:
- Sociology
- Psychology
- Theory and history of management
- Economic analysis of a firm
- Theory of organization and Organizational behavior.

This course is central to the education of B.A. students in Management, its learning outcomes are
crucial for the students further education, in particular, for the course of Strategic Management.

Course Outline
This syllabus is the plan for the course however it is subject to modification at any time
throughout the semester in respond to students progress. Such changes will be announced during classes.

Distribution of hours

Total Contact hours Self

# Topic
hours Lectures Seminars study

Introduction and Course Overview 3 1 2

1. The HRM System 16 2 4 10
2. HRM Strategy 20 4 4 12
3. Human Resource Planning 17 3 4 10
4. Recruitment and Selection 20 4 4 12
5. Adaptation 15 3 4 8
6. Compensation and Benefits 22 4 4 14
7. Training and Development 17 3 4 10
8. Employee Performance Management 22 4 4 14
Total: 152 28 32 92

Grading and course requirements

Attendance and active participation are critical to success. Course grade is based on the following
components:
Assessment % of the Grade
Seminars 30

Quiz 30
Final Exam 40

There are one quiz and one final exam that consist of multiple-choice items and practical
exercises. Quiz will cover the material of the first tree topics of the course. Exam will cover all course
material except first tree topics.
 Therefore, the final grade will be calculated as follows:
Final Grade = Cumulative Grade x 0,6 + Final Exam Grade x 0,4
Seminars
An important goal of class activities on the seminars will be to provide opportunities to develop
hand-on skills that are relevant to Russian companies.
Students are expected to be present and engaged during each seminar. Students are required to
read the assigned materials before coming to seminars and participate fully in discussions, presentations,
practical assignments and case studies.

Teaching and learning materials

All materials are available via HSE Electronic resources or in the Internet. For the convenience of
the students if it is possible materials are presented both in English and in Russian. Besides assigned
reading and PowerPoint slides for the lectures are posted in LMS.

In English:
Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006.
[ . . : , 2010.]
Collings D.G., Wood G. (Eds.) Human Resource Management: A critical approach Routledge,
2009. 332 p.
Domsch M., Lidokhover T. Human Resource Management in Russia. Ashgate Publishing Limited,
2007. 358 p. (available via HSE Electronic Resources, Ebrary)
Fey C., Engstrom P., Bjorkman I. The Effect of Human Resource Management Practices on MNC
Subsidiary Performance in Russia // Journal of International Business Studies Volume: 32 Issue: 1
(2001) p. 59-75.
Gurkov I. B., Zelenova O. I., Saidov Z. Mutation of HRM practices in Russia: an application of
CRANET methodology // International Journal of Human Resource Management. 2012. Vol. 23.
No. 7. P. 1289-1302. [ .., .., .., ..
//
. 2009. XVIII. 3.]
Huselid M.A., Jackson S.E., Schuler R.S. (1997) Technical and strategic human resource
management effectiveness as determinants of firm performance // Academy of Management
Journal, Vol. 40, pp. 171-88.
Lindholm J. et al. (Eds.) Encyclopedia of Human Resource Management, Human Resources and
Employment Forms, Vol. 2 Wiley, 2012. 384 p.
Noe R., Hollenbeck J., Gerhart B., Wright P. Fundamentals of Human Resource Management 4
edition McGraw-Hill/Irwin, 2011. - 589 p.
Pfeffer J. (1998) Seven practices of successful organizations // California Management Review,
Vol. 40 No. 2, pp. 96-124.
Schuler, R.S., Dolan, S. and Jackson, S.E. (2001), Introduction, International Journal of
Manpower, Vol. 22, pp. 195-7.
Ulrich D., Brockbank W. (2005) The HR Value Proposition. Boston: Harvard Business School
Press.

In Russian:
.. : // .
2008. 1 (13). . 50-54.
.. . .: -, 2005.
: / . ..,
.. .: . . 2008. 575 . 1-2.
.. . // :
. .: , 2004. - 3, 3.2. (available here:
http://www.ecsocman.edu.ru/db/msg/203134.html)
 .. : . .:
, 2004. 160 .
.. : . .: -, 2010.
..
. 2007. 2.
. 104-108.
.. : //
. 2007. 3. . 212-220.
. / . . .;
-. 2004. 208 .
.. : //
. 2007. 3. . 222-232.
: . . 1. / .
.. . .: -, 2002. 6 .

.. . -
. .: - -, 2000. 1, 2, 9.
.. . 2012.
, 4. . 314-325
.. : //
. 2007. 3. . 234-249.
. ., . . :
// .: :
, , : . 3. 2 . 2 /
.: . . ; . .: . . . . 2. . 3. . :
, 2011. . 212-232.

Useful Internet resources:

In English
http://www.bls.gov/home.htm
http://www.haygroup.com
http://www.hrzone.com/
http://humanresources.about.com
http://humanresourcesguide.net/

In Russian:
http://www.hr-journal.ru
http://hr-portal.ru
http://www.hrm.ru
http://www.kadrovik.ru
http://www.pro-personal.ru
http://arborcg.org/biblio?chapter=4428180

Introduction and course overview

This part introduces and overviews the major topics of HRM course. First of all the issues of grading and
readings are presented. Second, key terms and notions of the course are given, then, the goals and the role
of HR in management of organization are examined. Besides the issue of Russian context of HRM is
presented including empirical studies of HRM practices and experience of Russian companies.

Assigned readings
Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Chapters
1-3). [ . . : , 2010.
1.]
 Gurkov I. B., Zelenova O. I., Saidov Z. Mutation of HRM practices in Russia: an application of
CRANET methodology // International Journal of Human Resource Management. 2012. Vol. 23.
No. 7. P. 1289-1302. [ .., .., .., ..
//
. 2009. XVIII. 3.]

Supplemental readings
Domsch M., Lidokhover T. Human Resource Management in Russia. Ashgate Publishing
Limited, 2007. 358 p. (available via HSE Electronic Resources, Ebrary)
Fey C., Engstrom P., Bjorkman I. The Effect of Human Resource Management Practices on MNC
Subsidiary Performance in Russia // Journal of International Business Studies Volume: 32 Issue:
1 (2001) p. 59-75.
. ., . . :
// .: :
, , : . 3. 2 . 2 /
.: . . ; . .: . . . . 2. . 3. .:
, 2011. . 212-232.

Topic #1 HRM System

This lecture is devoted to design and structure of the HRM in the company. First of all we will talk about
main functions of HRM, its policies and practices used in the companies. Then the factors that determine
the design of HRM system are discussed. The question of the HRM structure is revealed including the
levels of the structure, main positions that implement HR functions and the role of line managers in
HRM. In addition the question of outsourcing is considered.

Assigned readings
Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Chapters
1, 3, 4, 5). [ . . : ,
2010. 4 6]
Gurkov I. B., Zelenova O. I., Saidov Z. Mutation of HRM practices in Russia: an application of
CRANET methodology // International Journal of Human Resource Management. 2012. Vol. 23.
No. 7. P. 1289-1302. [ .., .., .., ..
//
. 2009. XVIII. 3.]
Schuler R.S., Dolan S., Jackson S.E., (2001) Introduction // International Journal of Manpower,
Vol. 22, pp. 195-7.

Supplemental readings
Domsch M., Lidokhover T. Human Resource Management in Russia. Ashgate Publishing
Limited, 2007. 358 p. (available via HSE Electronic Resources, Ebrary). Introduction and
Chapter 1.
Fey C., Engstrom P., Bjorkman I. The Effect of Human Resource Management Practices on MNC
Subsidiary Performance in Russia // Journal of International Business Studies Volume: 32 Issue:
1 (2001) p. 59-75.
.. . .: -, 2005.
.. : . .: -, 2010. ( 3
4).
.. . -
. .: - -, 2000. ( 1, 2, 9).

Topic #2 HRM Strategy

The question of HR strategy is crucial for Russian companies. The aim of the lecture is to show the
process and procedures of HR strategy development. For this goal the notion of strategic HRM is given.
Then the role of personnel is examined within the framework of strategic view on companys
competitiveness. Another important issue concerns the linkage between general strategy and HR strategy.
Here we will discuss how HR strategy is linked with competitive strategy, with companys mission and
with the stage of companys life-cycle. All these points allow to present the development of HRM
strategy in Russian companies and to understand its distinction from the processes in MNCs companies.

Assigned readings
Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Chapters
7-10). [ . . : , 2010.
2, 20]
Schuler R.S., Dolan S., Jackson S.E., (2001) Introduction // International Journal of Manpower,
Vol. 22, pp. 195-7.
.. // :
. . .. . .:
, 2004. http://www.ecsocman.edu.ru/db/msg/203134.html ( 3,
3.2.).

Supplemental readings
Fey C., Engstrom P., Bjorkman I. The Effect of Human Resource Management Practices on MNC
Subsidiary Performance in Russia // Journal of International Business Studies Volume: 32 Issue:
1 (2001) p. 59-75.
Huselid M.A., Jackson S.E., Schuler R.S. (1997) Technical and strategic human resource
management effectiveness as determinants of firm performance // Academy of Management
Journal, Vol. 40, pp. 171-88.
Pfeffer J. (1998) Seven practices of successful organizations // California Management Review,
Vol. 40 No. 2, pp. 96-124.
: . . 1. / .
.. . .: -, 2002. 6 .

Topic #3 Human Resource Planning

The topic covers workforce planning in organization. Firstly the business process of staff planning will be
clarified. One of most important part of it is Job Role analysis; we will see how job profile is developed,
how it is used and what positions are involved in the process. Another question concerning competencies
is considered and examples of competence based systems are presented. After this the analysis of external
labor market is added. Second part of the topic deals with quantitative need of personnel. Main methods
with concrete examples are discussed.

Assigned readings
Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Chapters
11, 13, 25). [ . . : ,
2010. 23, 24]
.. . 2012.
, 4. . 314-325

Supplemental readings
Collings D.G., Wood G. (Eds.) Human Resource Management: A critical approach Routledge,
2009. 332 p. Chapter 10.
Domsch M., Lidokhover T. Human Resource Management in Russia. Ashgate Publishing
Limited, 2007. 358 p. (available via HSE Electronic Resources, Ebrary)
Noe R., Hollenbeck J., Gerhart B., Wright P. Fundamentals of Human Resource Management 4
edition McGraw-Hill/Irwin, 2011. - 589 p. (Chapter 5)
 ..
// . 2007.
2. . 104-108.

Topic #4 Recruitment and selection

This topic focuses on the effective management of the flow of employees into organization. First part is
devoted the recruitment system of the company, its policies and technologies and its alignment with
general strategy of the company. Second part covers selection process: main methods used to assess
candidates, making the decision about hiring. Besides core features of Russian labor market and legal
context of recruitment are revealed.

Assigned readings
Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Chapters
27-29). [ . . : , 2010.
25-27]
.. : // .
2008. 1 (13). . 50-54.
.. : . .:
, 2004. 160 .

Supplemental readings
Collings D.G., Wood G. (Eds.) Human Resource Management: A critical approach Routledge,
2009. 332 p. Chapter 9.
Domsch M., Lidokhover T. Human Resource Management in Russia. Ashgate Publishing
Limited, 2007. 358 p. (available via HSE Electronic Resources, Ebrary). Chapters 7-8.
Lindholm J. et al. (Eds.) Encyclopedia of Human Resource Management, Human Resources and
Employment Forms, Vol. 2 Wiley, 2012. 384 p. (Part 1)
Noe R., Hollenbeck J., Gerhart B., Wright P. Fundamentals of Human Resource Management 4
edition McGraw-Hill/Irwin, 2011. - 589 p. (Chapter 6)
: / . ..,
.. .: . . 2008. 575 . 1-2.
. / . . .;
-. 2004. 208 .

Topic #5 Adaptation
Adaptation process determines the efficiency of newcomers performance so main goals of induction to
the organization are presented. Attention is paid to the instruments of induction, on the assessment of the
probation period and the consequences of weak adaptation.

Assigned readings
Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Chapters
30). [ . . : , 2010.
28]
.. : //
. 2007. 3. . 222-232.

Supplemental readings
.. :
// . 2007. 3. . 212-220.
.. : //
. 2007. 3. . 234-249.
Topic #6 Training and development
Outcomes-driven training and development is critically related to the major goals of HRM: to acquire,
develop and maintain an organizations human capital. This part will provide an overview of identifying
needs for training and development, determining training and development objectives based on job
analysis, techniques and methods of training and development, and evaluating of training and
development programs. Career management as a part of personnel development system is discussed in
details.

Assigned readings
Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Chapters
35, 40-45). [ . . : ,
2010. 33-39]
Domsch M., Lidokhover T. Human Resource Management in Russia. Ashgate Publishing
Limited, 2007. 358 p. (available via HSE Electronic Resources, Ebrary). Chapters 9-10.
.. . -
. .: - -, 2000. 6.

Supplemental readings
Collings D.G., Wood G. (Eds.) Human Resource Management: A critical approach Routledge,
2009. 332 p. Chapter 13.
Lindholm J. et al. (Eds.) Encyclopedia of Human Resource Management, Human Resources and
Employment Forms, Vol. 2 Wiley, 2012. 384 p. (Part 2)
Noe R., Hollenbeck J., Gerhart B., Wright P. Fundamentals of Human Resource Management 4
edition McGraw-Hill/Irwin, 2011. - 589 p. (Chapters 7, 9)
: / . ., . .:
. 2002. 464 .
. Harvard Business Review.
.: , 2006.
., - ., . . .: ,
, 2006.
. Harvard Business Review. .: ,
2007.
.. . -
. .: - -, 2000. 6.

Topic #7 Compensation and Benefits

Compensation is the most important outcome of the employment relationship for most employees. At the
same time the pay for job is one of the most influential instrument managing personnel behavior and
performance. We will discuss the alignment of business strategies and reward programs. The connection
of intrinsic motivation and external rewards are discussed in the framework of Gerchikovs model.
Another part of the lecture is devoted to the structure of compensation package. Fixed and variable
payments, benefits, executive compensations and etc. are examined. Determination of level of payments
based on job evaluation is one of the most important issues discussed during the lecture. Other incentives
are also considered including non-material rewards.

Assigned readings
Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Chapters
43-49). [ . . : , 2010.
40-47]
.. , . .: -, 2007.
.. // .
2005. 1. . 2-10.
Supplemental readings
Collings D.G., Wood G. (Eds.) Human Resource Management: A critical approach Routledge,
2009. 332 p. Chapter 12.
Lindholm J. et al. (Eds.) Encyclopedia of Human Resource Management, Human Resources and
Employment Forms, Vol. 2 Wiley, 2012. 384 p. (Part 3)
Noe R., Hollenbeck J., Gerhart B., Wright P. Fundamentals of Human Resource Management 4
edition McGraw-Hill/Irwin, 2011. - 589 p. (Chapters 11-13)
.. . - //
. 2007. 03 (11): 170-176.
.., .. : . .:
, 2011. 74 .
.. . //
: . .:
, 2004.
., ., . . :
. // . 2007. 10.
. Harvard Business Review. .:
, 2007.

Topic #8 Employee Performance Management

Personnel assessment is one of the main components of performance management. We will examine
assessment system of the company, its goals, main instruments and stages of development. Legal context
of assessment and its consequences are considered. As performance management is highly integrated with
other HR functions this lecture summarizes all material of the course.

Assigned readings
Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Part 7).
[ . . : , 2010.
30-32]
.. //
. 2006. 3. . 190-195.

Supplemental readings
Collings D.G., Wood G. (Eds.) Human Resource Management: A critical approach Routledge,
2009. 332 p. Chapter 11.
Lindholm J. et al. (Eds.) Encyclopedia of Human Resource Management, Human Resources and
Employment Forms, Vol. 2 Wiley, 2012. 384 p. (Part 3)
Noe R., Hollenbeck J., Gerhart B., Wright P. Fundamentals of Human Resource Management 4
edition McGraw-Hill/Irwin, 2011. - 589 p. (Chapter 8)
. . .: HIPPO, 2009.
/ . . .: . 2007. 220.
/ . . .: . 2007. 184 .
. . .: ,
2007. 11.

Course Policies
Lectures
If you do miss the lecture it is your responsibility to contact another class member to get the
material.

Seminars
 I will do my best to get to know all of you but please check your membership or your points after
each class activity.

Quiz and Exam

Any content from the assigned readings or in-class discussions can appear on the exam. Make-ups
of the quiz and exam are possible only in the case of permission from the Bachelors Coordinator.
Work submitted by students on quiz or exam should be an honest representation of that students
effort and should not involve unauthorized collaboration, unauthorized use of notes, electronic devices
and etc. The consequences for academic dishonesty involve a zero for the quiz or exam. Incidents of
academic dishonesty are reported to the Bachelors Coordinator, as well as to the Dean.