HRM5913: Strategic HRM

Course Outline

University of Central Punjab Faculty of Management Studies HRM5913: Strategic Human Resource Management Course Outline: Spring 2012

Course Requirements/Prerequisite The students should have comprehensive knowledge of Management. Core courses like HRM, Marketing, Accounting & Finance and Operation Management are the pre-requisite of this course of Strategic HRM Course. Description: This course Strategic HRM is designed to make students able to convert their theoretical knowledge of concepts of HRM into practice. The subject deals with the modern issues of the field as well as of public personnel management. The course specifically encompasses integrated approach of HR functions which is directly linked with business strategy in a highly competitive global environment. Course Objective This course allows students to continue studies of Human Resource Management in work settings with an extensive and long term focus on outcomes / implementation of HR concepts in relation with business strategy, external environment and employment relationships. The course covers all areas of HRM i.e. HR Planning, Recruitment & Selection, Training & Development, Performance Management, Compensation Management with an integrated approach and strategic focus. The course also covers strategic importance of personnel functions in an organization by providing students an insight into employee relations, labor relations and employee safety and health issues. Learning Outcomes After studying this course of Strategic HRM students will be able to understand the linkage between business strategy and HR Strategy in work setting. They will develop an understanding the way HR strategy should be formulated and the areas of consideration in formulation of overall HR strategy or part of some functional strategy of HR i.e. Recruitment Strategy, MP Strategy, Compensation & Benefit Strategy etc. They will be able to prepare strategic HR forecasts , designing job analyses in light of HR strategy, prepare recruitment strategies, assess future needs for training and development of human resource in the light of companys business strategy for upcoming years, develop compensation & benefit strategies to attract and retain future workforce, develop culture which supports change and HR Strategy in general and business strategy in particular. They will also learn to evaluate an effective HR strategy in relation to the business mission and vision.
V 1.5 .Spring 2012. -1-

HRM5913: Strategic HRM

Course Outline

Teaching Learning Methodology Lectures, Articles, Class Room Activities (movie clips, management games), Guest Speakers, Industrial projects, case studies, individual and group assignments. Assessment Criteria Class Participation / Quiz Assignments Project / Presentation Mid Term 30 % Final Term 40% Text Books
Strategic Human Resource Management by Charles R. Greer. Second Edition; Prentice-Hall, Inc. ISBN: 0536726906

10% 10% 10%

Reference Books
Human Resource Management A Strategic Approach by William P. Anthony, Michele Kacmar, Pamela L. Perrewe Published by Harcourt College Publishers

Web Resources http://www.strategic-human-resource.com/ http:// humanresources.about.com/od/humanresourcesstrategic/Strategic_Human_Resource_ Management.htm http://ezinearticles.com/?What-is-Strategic-Human-ResourceManagement?&id=549585 8. http://www.themanager.org/Knowledgebase/HR/SHRM.htm Calendar Activity
Week Contents Tasks/Activities

1st & 2nd INTRODUCTION STRATEGIC HUMAN RESOURCE week MANAGEMENT (3 Lectures) Strategy Definition & Various Approaches Strategy, Planning & MBO HRM in formulation of Corporate / Business Strategy Human Resource Strategy & Strategic HRM An overview of the Concept Strategic Choices in HRM

Lecture , Participative Discussions

V 1.5

.Spring 2012.

-2-

HRM5913: Strategic HRM

Course Outline

2nd& 3rd Week (3 Lectures)

AN INVESTMENT PERSPECTIVE & HUMAN RESOURCES Human Resource Investment Considerations Investment in Training & Development Investment Perspective for Improved Retention Investment in Job-Secure Workforces Ethical Implication of Employment Practices Non Traditional Investment Approaches THE HUMAN RESOURCE ENVIRONMENT Technology And Organizational Structure Worker Values And Attitudinal Trends Management Trends Demographic Trends Trends in the Utilization of Human Resources International Developments

Lecture, Participative Discussions

4th Week (2 Lectures)

Lecture, Participative Discussions

5th & 6th STRATEGY FORMULATION Week Importance Of Human Resources To Strategy (4 Lectures) Theoretical Foundations International Strategy Human Resource Contributions To Strategy Strategy-Driven Role Behaviors And Practices Strategic Human Resource Activity Typology Classifying Human Resource Types Network Organizations And Strategy Organizational Learning Integration Of Strategy And Human Resource Planning The Human Resource Manager And Strategic Planning 7th Week (2 Lecture) HUMAN RESOURCE PLANNING The Strategic Role of HR Planning Overview of HR Planning Managerial Issues in Planning Selecting Forecasting Techniques Forecasting the Supply of Human Resources Forecasting the Demand for Human Resources SUMMING UP : Quiz & Class Room Activities based on the past weeks learning.
.Spring 2012.

Lecture, Participative Discussions, Case Study

Lecture, Participative Discussion

8th Week (2 Period)

V 1.5

Class Room Activity & Quiz

-3-

HRM5913: Strategic HRM

Course Outline

9th & 10th week (3 Lectures)

STRATEGY IMPLEMENTATION: WORKFORCE UTILIZATION AND EMPLOYMENT PRACTICES Efficient Utilization Of Human Resources Dealing With Employee Shortages Selection Of Employees Dealing With Employee Surpluses Special Implementation Challenges

Lecture, Quiz

10th & 11th STRATEGY IMPLEMENTATION: REWARD AND Week DEVELOPMENT SYSTEMS (3 Lectures) Strategically Oriented Performance Measurement Systems strategically oriented compensation systems Employee Development 12th & 13th THE PERFORMANCE IMPACT OF HUMAN RESOURCE Week PRACTICES (4 Lectures) Individual High-Performance Practices Limitations Of Individual Practices Evolution Of Practices Systems Of High-Performance Human Resource Practices Individual best practices vs. Systems of practices Universal practices vs. Contingency perspectives Empirical Evidence: The Case For Universal Best Practices Empirical Evidence: The Case For The Contingency View Sorting Through The Evidence

Lecture, Participative Discussion, Case Study

Lecture, Participative Discussion, Quiz on Past Lecture

14th & 15th HUMAN RESOURCE EVALUATION Week Overview Of Evaluation (3 Lectures) Approaches To Evaluation Prevalence Of Evaluation Evaluating Strategic Contributions Of Traditional Areas Evaluating Strategic Contributions In Emerging Areas Macro-Level Evaluation Of Human Resource Effectiveness

Lecture, Participative Discussion, Quiz on Past Lecture

V 1.5

.Spring 2012.

-4-

HRM5913: Strategic HRM

Course Outline

16th week (2 Periods)

Review of Important Topics, Discussions and Quiz

Participative Discussions, Class Room Activity & Quiz

V 1.5

.Spring 2012.

-5-