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Lebanese International University
School of Business
Department of Management
SPRING 2013
BMGT 315 – Human Resource Management
Instructor(s): Mrs. Abir Abou Hamdan
Office:
Lecture days: 9:30-11:00 T-TH
Course Description
Human Resource Management is the most remarkable area in the field of business. Among all resources available to the business world, human capital remains the only resource that cannot be duplicated. Companies are just realizing the value of managing this resource efficiently and effectively. Although people are difficult to manage, they can change and adapt to give organizations added value. This course introduces students to some tools that elicit a change in employee behavior and support organizations to effectively manage this important asset. It helps them identify the core competencies that organizations of today search for in their “employees of choice”. Students who take this course get prepared to enter the world of the business well aware of their duties, responsibilities, and what gives them the competitive edge.
Course Outcomes
After taking this course, students should be able to:
1- Describe the strategic role of HRM in the organization.
2- Define the functions of HRM.
3- Conduct job analysis and write a job description.
The Essay on key to effective human resource management is human resource planning
1.0 IntroductionHuman Resources (HR) Management is a multifaceted function. This entity has an important place within companies in helping key personnel decide on the best staff for their needs, among other things. Sometimes, the employees chosen are full-time employees already working for the company or they could be contractors. Regardless, the goal of HR Management is to choose the most ...
4- Identify effective recruitment and selection sources and methods.
5- Devise a performance appraisal form.
6- Design a compensation package in congruence with employees’ needs and organizational objectives.
7- Produce a training and development program
Topics Covered
1- Chapter One: Introduction: Strategic Human Resource Management.
2- Chapter Two: Business Ethics and Corporate Social responsibility.
3- Chapter Three: Workforce Diversity, EEO, and Affirmative Action.
4- Chapter Four: Job Analysis, Strategic Planning, and Human Resource Planning.
5- Chapter Five: Recruitment.
6- Chapter Six: Selection.
7- Chapter Seven: Training and Development with Appendix.
8- Chapter Eight: Performance Management and Appraisal.
9- Chapter Nine: Direct Financial Compensation.
10- Chapter Ten: Benefits, Non Financial Compensation, and other Compensation Issues
Prerequisites
BMGT200: Introduction to Management
Co-requisites
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Textbook and Recommended Material
Textbooks
– Mondy, R.W., Human Resource Management, 11th Edition, Pearson.
References
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Course Schedule
Week | Textbook/Reference | Topic |
1 | Mondy, R.W., Human Resource Management, 11th Edition, Pearson | CHAPTER ONE: Strategic Human Resource Management (ALL CHAPTER IS REQUIRED):
-HRM
– HRM functions.
– Dynamic HR environment.
– HR’s changing strategic role.
– HR as a strategic partner.
– A strategic HR audit.
-Human Capital metrics.
– HR designations.
– Evolution of HRM: Moving into strategic HR.
– Evolving HR organizations. |
2 | Mondy, R.W., Human Resource Management, 11th Edition, Pearson | CHAPTER TWO: Business Ethics and Corporate Social responsibility
The Term Paper on Are scientific management and human relations approaches still applicable to organisations of the 21st century?
... Core Programme Textbook Volume 1, Week 2 Scientific Management and Human Resources chapter, page 79-80. I. 13 Other theorist about ... charts” as a project management tool. Contribute the concept of Industrial Efficiency, by applying scientific management analysis to all aspect of ... To scientifically determine the optimal way to perform a job, Taylor performed experiments that he called time studies, ( ...
(Omit: Legislation Ethics p. 32-34, Professionalization p.37- 38)
Explain:
– Ethics.
– A model of ethics.
– Code of ethics.
– Human resource ethics.
– Ethics training.
– Corporate social responsibility.
– Stakeholder analysis and the social contract.
– Implementing a corporate social responsibility program.
|
3 | Mondy, R.W., Human Resource Management, 11th Edition, Pearson | CHAPTER THREE: Workforce Diversity, EEO, and Affirmative Action.
(Omit Laws affecting EEO, p.58-73 and Additional guidelines p. 75- 79.)
Explain:
-Components of the diverse workforce
– Diversity and diversity management.
– Concept of disparate treatment.
– Concept of adverse impact.
– Executive order, affirmative action, and AAP as definitions only.
(All items related to American Labor Law are to be skipped.) |
4 | Mondy, R.W., Human Resource Management, 11th Edition, Pearson | CHAPTER FOUR: Job Analysis, Strategic Planning, and HR Planning.
(Omit: job analysis and the Law, p.102 )
Explain:
– Job analysis: A basic HRM tool.
– Reasons for conducting job analysis.
– Types of Job Analysis information.
– Job analysis methods.
– Conducting job analysis.
– Job description.
– Timeliness of job analysis.
– Job analysis for team members.
– Strategic planning process.
– Strategic HR planning. |
5 | Mondy, R.W., Human Resource Management, 11th Edition, Pearson | CHAPTER FOUR (cont’d):
– Forecasting HR requirements.
– Forecasting HR availability.
– Use of HR database.
– Shortage of workers forecasted.
– Surplus of workers forecasted.
– Downsizing.
– Succession planning.
– Disaster planning.
The Business plan on Management of Financial Resources and Performance
This assessment accounts for 100% of your overall module grade. It is an individually written assignment of about 3000-3500 words (10% -/+) excluding appendices, to be submitted to LSS Business School on the deadline shown in the student portal with the appropriate cover note according to the guidelines given in the student handbook. Your work is expected to be analytical and evaluative, ...
– HR information system.
-Manager self-service.
– Employee self -service.
– Job design concepts. |
6 | Mondy, R.W., Human Resource Management, 11th Edition, Pearson | CHAPTER FIVE: Recruitment: (ALL CHAPTER IS REQUIRED):
-Recruitment defined.
– Alternatives to recruitment.
– External environment of recruitment.
– Promotion policies.
– Recruitment process.
– Internal recruitment methods.
– External Recruitment sources.
– Online recruitment methods.
-Traditional external recruitment methods.
– Tailoring recruitment methods to sources. |
7 | Mondy, R.W., Human Resource Management, 11th Edition, Pearson | CHAPTER SIX: Selection (ALL CHAPTER IS REQUIRED):
– Significance of employee selection.
– Environmental factors affecting the selection process.
– Selection process.
– Preliminary interview.
– Review of applications.
– Review of resumes.
– Sending resumes via the internet.
– Selection tests-Characteristics of properly designed selection tests.
– Types of validation tests.
– Unique forms of testing.
– Online testing
-Assessment centers.
|
8 | Mondy, R.W., Human Resource Management, 11th Edition, Pearson | CHAPTER SIX (cont’d):
– Employment interview.
– General types of interview.
– Methods of interviewing-Potential interviewing problems.
– concluding the interview.
– Pre-employment screening.
– Continuous background checks.
– Negligent hiring/referral.
– Selection decision.
– Medical examination.
|
9 | Mondy, R.W., Human Resource Management, 11th Edition, Pearson | CHAPTER SEVEN: Training and Development:
(Omit: International ISO9000 p.215 and Workforce Investment Act p.215. )
Explain:
– Strategic T & D.
– Factors influencing T & D .
The Term Paper on Operant Conditioning Class Students Student
The Classroom I was placed in an eighth grade English class that is an inclusion classroom. Inclusion classrooms are general education classrooms that include children with special needs. These classrooms typically have one subject oriented teacher and one special education teacher. The classroom I was assigned to had an English teacher (Mrs. V. ) and a Special Education teacher (Mrs. S. ). The ...
– T & D process.
– Determining T & D needs.
– Establish specific T & D objectives.
– T & D methods
– T & D systems.- Management development.
– Orientation.
|
10 | Mondy, R.W., Human Resource Management, 11th Edition,Pearson | CHAPTER SEVEN (cont’d):
– Implementing T & D programs.
– Metrics for evaluating T & D.
– Organization development.
– Appendix: Pages 224 to 232.START CHAPTER 8:-Performance management.
– Performance appraisal.
– Uses of performance appraisal.
– Performance appraisal environmental factors. |
11 | Mondy, R.W., Human Resource Management, 11th Edition, Pearson | CHAPTER EIGHT (Cont’d): Performance Management and Appraisal (ALL CHAPTER IS REQUIRED):
– Performance management.
– Performance appraisal.
– Uses of performance appraisal.
– Performance appraisal environmental factors.
– Performance appraisal process.
– Establish performance appraisal criteria.
– Responsibility for appraisal
-Appraisal period.
– PA methods.
– Use of computer software.
– Problems in Performance appraisal.
– Characteristics of an effective appraisal system.
– Appraisal interview.. |
12 | Mondy, R.W., Human Resource Management, 11th Edition, Pearson | CHAPTER NINE: Direct Financial Compensation:
(Omit legislation p.275- 276 , and Hay Plan p.281)
Explain:
– Compensation and overview.
– Equity in financial compensation.
– Determinants of direct financial compensation. -Organization as a determinant of direct financial Compensation.
-labor market as determinant of DFC.)
-Direct Financial Compensation
– Job as determinant of DFC.
– Job evaluation.
– Job pricing.
-Employee as determinant of DFC.
|
13 | Mondy, R.W., Human Resource Management, 11th Edition, Pearson | CHAPTER NINE: Direct Financial Compensation (cont’d)-Team-based pay.
The Essay on Notes From Home Class Students Teacher
Classroom Management Plan for Day one of class (for grades 7-12) Classroom Procedures Entering the Classroom Students will come into the classroom quietly and in an orderly fashion without running. They will unload their backpacks as quickly and quietly as possible and begin to prepare for the day. End of Class Dismissal Students will be allowed to leave the classroom only when the teacher says ...
– Company-wide pay plans.
-Professional employee compensation.
-Sales representative compensation.
– Contingent worker compensation.
-Executive compensation.
CHAPTER TEN: Benefits, Non financial Compensation, and other Compensation issues.
Explain ONLY: pages 304- 310.
Explain ONLY: Premium pay p.318
And Job Characteristics Theory p. 322 till the end. |
| | |
Method of Instruction
A mix of passive and active techniques will be adopted, primarily.
1. Instructor Lecture
2. Class discussion
3. Problem Based Learning
Course Requirements
1. Each student will read the chapters/sections assigned in the textbook according to instructions, previously stated sections and announced sections during class. Additionally, each student will attempt to answer all “Study Questions” and “Study Problems” before class.
2. Class discussion will take place in the form of “Question and Answer” based on instructor presentations and “Study Problems”.
3. Each Student will answer all “Study Questions” and “Study Problems” after class and compare the answers given before class. Additionally, each student will complete all homework as assigned in class.
4. Students are expected to attend all classes except in very extenuating circumstances as indicated under “Attendance Policy” below. Students are also expected to actively participate in class as described in “Class Participation” below.
Class Participation, Professionalism and Attention to Detail
1. This course requires that you participate in class discussions. In order for the discussions to be meaningful, each student must come to class fully prepared to discuss the assigned reading and to make meaningful comments. Since participation plays a role in your final grade, it is essential that you have not only read the assignment, but have answered all “Study Questions” and solved (or explained why you can’t solve) “Study Problems”.
2. Your class participation is tied to your attendance since you can’t participate in class discussions if you are not in class. Class discussions and in-class exercises can’t be duplicated so if you are not in class, you miss out on the experience.
The Homework on Personal Statement Class Students One
Brendan Farrell Personal Statement In all circumstances a good academic record is desirable. There are, however, certain conditions in which I find learning is much more enjoyable. An instructor that is excited about teaching young people impacts the mood of the classroom in an astounding way. Students interested in learning make the environment more relaxed and give a feeling of anticipation, ...
3. Please note that merely showing up for class is not sufficient for this class. Unless you make a conscientious effort to attend every class and actively participate in discussions.
4. All students are expected to conduct themselves in a professional manner. Unprofessional behavior such as, but not limited to, repeated disruption of class (including habitually walking in after class has started), sleeping in class, doing other course work in class, reading a newspaper in class, a ringing cell phone, frequent side conversations with other students and/or rudeness toward any person will be considered a serious violation of this standard and will lower your grade accordingly. Please be sure to turn off your cell phone before the start of class.
5. Attention to detail entails being prepared for class. This would include, but is not limited to; having a pencil/pen, note pad, calculator; reading and following the course syllabus, etc.
Attendance Policy
1. Attendance in all classes is required. There are no exceptions to this policy except in very extenuating circumstances (sickness of such severity that it prevents the student from attending classes, serious illness or death in the family).
Please note that if you schedule a doctor’s or dentist’s appointment during class hours, this is NOT an excused absence. Athletic students (As identified by the University) will also be excused for documented games/matches/tournaments etc. It is incumbent on the student to provide acceptable documentation to substantiate all absences or the absence will be considered unexcused. Acceptable documentation for excused absences must be provided no later than one week following the student’s return to school. Documentation submitted after this time will not be considered. It is incumbent on the student to provide the documentation, the instructor will not ask for it. Please note that the documentation must state that the student was unable to attend class during specific dates.
2. Roll will be called in the very beginning of each class. If you arrive after roll has been called, you will be marked as half present.
3. In any regular semester or summer term, students may miss no more than the equivalent of five weeks (15 class sessions for courses offered 3 times a week, 10 for courses offered twice a week, and 5 for courses offered once a week.) of instructions in any registered course and still receive credit for that course. The number of absences in summer modules is 8 class sessions for courses offered 4 times a week, and 4 class sessions for courses offered twice a week. It should be well noted that attendance is taken for all class sessions, i.e. from the 1st to the last, and that excuses of any nature do NOT eliminate an absence whatsoever. Students who exceed the above limits are automatically given an (AW) grade in the course by the UMS, and consequently not be allowed to attend class any longer.
4. If the number of absences exceeds the limits spelled out in item 3 after the withdrawal deadline, the student will not receive an AW grade, therefore, the final examination must be written, otherwise, an F grade will be granted.
Make-Up Examination Policy
As per university council decision, a student is eligible for a mid-term or final examination make-up if and only if he/she had the following incidents:
a. Sickness; proved by hospitalization report; that is; a discharge summary is necessary.
b. Death in the family proved by a death certificate or equivalent and personal identification.
c. Accidents proved by an expert report.
1. The last day to submit a petition for a make-up examination is on the first Monday after the date of the last examination which is usually takes place on Saturday. The decisions for approval/disapproval by the campus committee should take place on first Tuesday after the date of the last examination.
2. Regarding the mid-term examination, if approved, either the student writes a mid-term or the weight of the mid-term would be credited toward the following mid-term or the final.
3. For the midterm, the student must appeal to the school directly; the approval of the Dean/Associate Dean is a must.
4. Final Make-up examinations take place always on the Wednesday prior to starting the next semester. All grades must be approved on the Friday prior to starting the spring or summer semester.
5. As for summer semester, all approved make-up final exams will be held on the first Wednesday following end of summer Final Examination period.
6. All grades of approved make-up final exams must be approved by the Deans and send by mail to the registrar’s Office of each relevant Campus, the Deans are also required to cc the Academic Director, Provost and Vice President. This procedure is only applicable to Make-Up examination Policy.
Supplementary Examinations Policy
1. A student is eligible for a supplementary examination if and only if the student has one failed course to complete his/her graduation requirements and his/her GPA is 2.0 and above; that is, the process takes place upon clearance. Therefore, supplementary examination is granted to students who failed in the last year of graduation and could not re-take the course in the same year.
2. The supplementary examination is only written for courses with F grades. A student who received either W or AW is ineligible to be granted a supplementary examination.
3. The course of the supplementary examination must be registered in the same term as (Supplementary Examination) and the received grade must be shown in the aforementioned same semester. The original F grade of the course must be left intact. The GPA should be calculated based on the supplementary examination grade.
4. Supplementary examination is comprehensive and is only granted once. The examination’s weight is one hundred percent.
Directed Study (DS) Course Policy (offered as SP Courses)
Regardless of GPA statues a student is eligible for DS courses under the following conditions:
1. The number of DS courses is limited to two.
2. The courses statuses are either F or D, D+ (To raise GPA provided that only a maximum of two courses are need to raise GPA).
3. The two courses were failed in the year of graduation and the courses were not offered in the subsequent semester in which the courses were failed. That is the courses must be either 400 level or 600 level courses.
4. A course can be offered as DS only if the course is not offered in the main campus or nearby campuses. Nearby campuses are grouped as (Beirut, Saida, Nabatieh), and (Beirut & Jeddeih).
However, Bekaa and Tripoli are considered remote campuses.
5. DS courses should be treated like any other normal courses in which grade distribution along with the examination dates are immediately entered to UMS so that students know their examination dates.
Course Assessment
This course will be assessed by two main instruments:
1. Online student evaluation construct of 15 questions with Likert scale (5 answers)
2. Class visitation
These instruments will be reviewed by the department each term. In addition, the School of Business Council will review the recommendation of the department at the end of each academic year.
Marking Profile:
Evaluation | Date | Time | Room | Weight | Chapters Covered |
Quizzes | | | | weight% | Chapters covered |
Test | 04/04/2013 | Class time | Room | 25% | Ch.1,2,3,4 |
Midterm | 16/05/2013 | Class time | Room | 25% | Ch. 5,6,7 |
CAPA | | | | 20% | Refer to below assignment section; and any assigned articles |
Project | Due date | | | | |
Final | TBA | 2 hours | | 30% | Ch. 1,4,8,9,10 |
*Final exam includes all materials covered in the course with emphasis on the materials covered after the midterm.
* All examinations must contain questions that are based on literal, interpretation and competence. The cores of the questions are profoundly related to direct reading from assigned textbooks and references. The weight of the questions will be at least 15 % and at most 25 % of the total percentage of the mark.
* A student cannot write any examinations without valid university identification. Failing to have valid university identification will result in assigning a zero mark to the relevant examination.
Equivalent Lettering Grades
Final Grade | Letter Grade |
90.0-100 | A |
85.0-89.99 | B+ |
80.0-84.99 | B |
75.0-79.9 | C+ |
70.0-74.99 | C |
65.0-69.99 | D+ |
60.0-64.99 | D |
0.0-59.0 | F |
Homework
Homework should be clearly presented i.e.:
1. It should be written on A4 paper. The problem number should be clearly shown, and the problems must be organized in the ascending order. One problem is allowed on each side of the paper, that is, do not write two or more problems on one face of the sheet.
2. Each necessary figure that is part of the solution of the problem must be neatly drawn, that is, use your compass, protractor, ruler, and any other mean to perform task.
3. It should include a title page (Course Name, Semester, Date, Name…).
4. The homework papers should be stapled together.
Notes
1. Photocopied books are not allowed in classroom
2. Deadline for volunteer withdrawal is on Sunday, May 26, 2013
3. Exam dates are subject to change
Assignments:
Assignment № | Chapter/Subject | Assignment details |
1 | Chapter 1 | HRM Incident 2 |
2 | Chapter 2 | HRM Incident 1 or 2 |
3 | Chapter 3 | HRM Incident 1 |
4 | Chapter 4 | HRM Incident 1 or 2 |
5 | Chapter 5 | HRM Incident 1 or 2 |
6 | Chapter 6 | HRM Incident 1 |
7 | Chapter 7 | HRM Incident 1 or 2 |
8 | Chapter 8 | HRM Incident 1 or 2 |
9 | Chapter 9 | HRM Incident 1 or 2 |
10 | Chapter 10 | HRM Incident 1 or 2 |
