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| GRHO0015-1 | Human Resources Management
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| Duration : | 24h Th |
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| Credits/ECTS : |
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| Holder(s) : | Antonio Giangreco |
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| Language : | Langue anglaise |
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| Course contents : | The course is organised in a week time, with 6 sessions of 4 hours each. A part from the first introductory session, each session is dedicated to a specific human resources management tool and its application. The course contents will be developed according to the subsequent scheme:
Session 1: Introduction. The meaning of human resources management, the areas of action, the complexities of HRM, the role of the HR functions, the required competencies. The HR policies. HRM in the elementary.
Session 2: Planning the workforce between needs and constraints. The need of coherence with the planning of other resources. Internal and external factors. The direction of the process: top-down or bottom-up? The logic of the process: analytical or negotiable? The planning process: quantitative, rational or by objective? The evaluation of the planning process. HRM in the bureaucratic model.
Session 3: Recruiting and selecting people. The objectives of recruitment and selection. The markets: internal, external and instantaneous. Job analysis and person specification. The phases of the recruiting process: the sources and the tools. Passive and active candidates. The phases of the selection process. Tools for selection. The evaluation of the recruiting and selection process. HRM in the decentred model.
Session 4: Training the workforce. Types of training: knowledge, practical and refreshing. Training and development. The phases of training. The techniques: moving from learning to doing. The evaluation of the training process. HRM in the professional model.
Session 5: Evaluating the workforce. The '3P' model: position, performance and person. The use of performance appraisal. Measuring performance: what, who and how? Measurement tools. The importance of the object Vs the magnitude of the process. Evaluation and development. The use of the results. The errors of perception. The evaluation of the appraising performance process. HRM in the innovative model.
Session 6: Compensating the workforce. The retribution structure. Job versus individual pay. The compensation tools. Type of pay-for-performance plans. The benefit package. Compensation and development.
Elements of industrial relations. |
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| Course objective : | This course aims to transfer the main logics and methodologies of the principal HRM tools: planning, recruitment and selection, training, appraisal systems and compensation. The organisational development policies and practices are explained and discussed crosswise in relation to the development of each HRM tool. For all sessions, critical issues and problems related to the practical applications of the HR operational systems are identified and examined in order to enhance a pragmatic approach. Furthermore, the use of HRM operational systems is analysed through the main organisational structures.
At the end of the course, students should be able to:
- understand the common objectives and complementary functions between the use of HRM tools and the structural choices of organisations;
- comprehend the aim and the complexity of the HRM tools;
- properly use the main methodologies related to every HR operational systems.
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| Written notes : | Slides and exercises provided by the teacher. The following book is suggested but not compulsory: Any human resources management book can be used by students.
Gómez-Mejía L.R., Balkin D.B. and R.L. Cardy (2007). Managing Human Resources, International Edition, Upper Saddle River (NJ, USA): Pearson Prenctice Hall. |
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| Assessment : | Assessment
Participations is strongly suggested.
Participation 30%; Case Study 70%. |
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