CLASS NOTES – [email protected] HUMAN RESOURCE MANAGEMENT I HRM 212 COURSE OBJECTIVES 1. Demonstrate understanding of foundation and core functions of HRM in an organization 2. Appreciate the role and contributions of various organizational structure 3. Describe the job design and its approaches UNIT CONTENT 1. HUMAN RESOURCE MANAGEMENT Definition of human resources and their xtics Definition of management, HRM and its xtics Principles of HRM Importance of HRM Historical evolution of HRM Personnel vs. HRM: similarities and differences Functions of HRM The role of HR practitioner The multi-disciplinary nature of HRM (Accounting, Counseling, Sociology, Economics) HR policies, procedures and their formulation 2. ETHICS AND PROFESSIONALISM IN HRM Ethical consideration Professional conduct of HRM Ethical standards in an organization Ethics and professional conduct of HR Manager The role of employees on ethical issues Benefits of managing ethics in an organization Benefits of joining a professional body 3. EVALUATING THE HUMAN RESOURCE FUNCTION Approaches to evaluation Methods of evaluation Evaluation criteria 4. ORGANIZATIONAL STRUCTURES AND THEIR EFFECTIVENESS Definition of organizational structures Principles of organizing
Span of control Types of organizational structure (functional, product line, geographic, customer based, matrix, line structures) Factors that affect organizational structures Factors that contribute to organizational effectiveness integrated approach to improving organizational effectiveness 5. JOB DESIGN definition of job design principles of job design significance of job design factors that affect job design Methods/approaches of job design – (job rotation, job enrichment, job enlargement, flex- time) 6. COMPENSATION AND BENEFITS Definition of compensation and benefits Wage and Salary Administration Determination of wage rates Factors that are considered in determining and adjusting salaries Incentive plans and rewards Employee benefits 7. THE CHANGING ROLE OF HRM Changes due to technology (influence of writers, researchers business ethics corporate values gvt regulations) Method study procedure and its components 8. INTERNATIONAL HUMAN RESOURCE MANAGEMENT Definition of IHRM The significance of IHRM The 7c’s of IHRM – (Cosmopolitan, Culture, Compensation, Communication, Consultancy, Competence, Coordination) Competencies of IHR Managers Challenges facing IHRM End
TOPIC 1: HUMAN RESOURCE MANAGEMENT 1.1 Definition of Human Resources The resource that resides in the knowledge , skills , and motivation of people. Human resource is the least mobile of the four factors of production , and (under right conditions ) it improves with age and experience , which no other resource can do. It is therefore regarded as the scarcest and most crucial productive resource that creates the largest and longest lasting advantage for an organization .
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