[HUMAN RESOURCE

MANAGEMENT ]
Syllabus and lesson plan
 INTRODUCTION TO HUMAN RESOURCES MANAGEMENT

Introduction

The Human Resources Management (HRM) function includes a variety of activities, and key
among them is deciding what staffing needs you have and whether to use independent
contractors or hire employees to fill these needs, recruiting and training the best employees,
ensuring they are high performers, dealing with performance issues, and ensuring your
personnel and management practices conform to various regulations. Activities also include
managing your approach to employee benefits and compensation, employee records and
personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these
activities themselves because they can't yet afford part- or full-time help. However, they should
always ensure that employees have -- and are aware of -- personnel policies which conform to
current regulations. These policies are often in the form of employee manuals, which all
employees have.

Note that some people distinguish a difference between HRM (a major management activity)
and HRD (Human Resource Development, a profession). Those people might include HRM in
HRD, explaining that HRD includes the broader range of activities to develop personnel inside
of organizations, e.g., career development, training, organization development, etc.

There is a long-standing argument about where HR-related functions should be organized into
large organizations, eg, "should HR be in the Organization Development department or the
other way around?"

The HRM function and HRD profession have undergone tremendous change over the past 20-
30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to
manage the paperwork around hiring and paying people. More recently, organizations consider
the "HR Department" as playing a major role in staffing, training and helping to manage people
so that people and the organization are performing at maximum capability in a highly fulfilling
manner.

Course objectives:

At end of the lesson students will be able:

1. To understand the components of HRM cycle, their integration and management.
2. To understand the procedures of analysing a job, recruiting the right person and
appraising the performance of an employee.
3. To understand the procedures of compensating, establishing pay plans and handling
grievances and benefits and services in a human resource department.
Syllabus:
Class Topic Contact
Hours
1 1. The Strategic Role of Human Resource 1 hour
- The Managers Human Resource and Management jobs
- Strategic planning and HR management
- HR’s strategic role

2 2. Job Analysis 2 Hours

- The Nature of job analysis
- Methods of collecting job analysis information
- Writing job descriptions
- Writing job specification
3 3. HR Planning and Recruiting 2 hours
- Employment planning and forecasting
- Effective recruiting
- Internal sources of candidates
- Outside sources of candidates

4 4. Employee Testing and Selection 1 hour

- Why careful selection is important
- Basic testing concepts
- Types of tests

5 5. Interviewing Candidates 1 hour

- Basic features of interviews
- Types of interviews
- What can determine an interview’s usefulness?
- Designing and conducting the
- Effective interview

6 Midterm test 1 hour

7 6. Training and Developing Employees 3 hours
- Orientating employees
- The training process
- Motivate the leader
- Traditional training methods
- Electronic training
- Training for special purposes
- Diversity training
- Providing lifelong learning
- Managerial development and training
- Evaluating the training effort
- Training effects To measure

8 7. Managing Strategic Organisational 1 hours

Renewal
 - HR’s role in organisational change
- Managing organisational change and development
- Instituting Total Quality Management programs
- Creating team-based organisations

9 8. Appraising and Managing Performance 3 hours

- The appraisal process
- Appraisal methods
- Appraising performance: Problems and solution
- Dealing with rating scale appraisal problems
- How to avoid appraisal problems
- Who should do the appraising?
- The appraisal interview
- Types of interview
- How to conduct the appraisal
interview
- Current practice
- The role of appraisals in managing performance

10 9. Establishing Strategic Pay Plans 1 hours

- Determining pay rates
- Establishing pay rates
- Pricing managerial and professional jobs
- Compensation trends

11 10. Benefits and Services 2 Hours

- The benefits picture today
- Pay for time not worked
- Insurance benefits
- Retirement benefits
- Employee services
- Flexible benefits programs

12 11. Labour Relations and Collective Bargaining 1 Hours

- The labour movement
- Unions and the law
- The union drive and election
- The collective bargaining process

13 12. Employee Safety and Health 2 Hours

- Why health safety and health are important?
- Occupational Safety Law
- Management commitment and safety
- What causes accidents?
14 13. Managing Global Human Resources 1 Hours
- HR and the internationalisation of business
- Improving international assignments through selection
- Training and maintaining international employees.
15 Examination (Final) 2 Hours
Academic load

Guided Learning - 24 hours

Exercise (including assignment, presentation and sourcing) - 40 hours

Independent learning (reading, discussion, observation, case study) 56 hours

Reading material

1. John Bratton, Jeffrey Gold,( 2001) Routledge available at

http://books.google.com.my/books?id=vj-
rVFUG4m8C&printsec=frontcover&dq=human+resource+managemen
t&source=bl&ots=AHh48dInjh&sig=yz75lnuU90zD5CRUOzOa1jH9VuQ
&hl=en&ei=TuXETJD-
OcrQcb7L3dgL&sa=X&oi=book_result&ct=result&resnum=7&ved=0C
DwQ6AEwBg#v=onepage&q&f=false

2. Robert L. Mathis, John Harold Jackson, (2006) Human Resource Management

Thomson/South-western

3. Christopher Mabey, Graeme Salaman, John Storey 1998 Human resource

management: a strategic introduction, Wiley-Blackwell, -

4. John Bratton, Jeffrey Gold ( 2001) Human Resource Management: Theory and
Practice. Routledge,