Course Outline Human Resource Management NSA 503 (Davao)

Southwestern University

Graduate School of

Health Science, Management and Pedagogy

COURSE OUTLINE

I. Course Code               : NSA 503

II. Course Title               : Human Resource Management with Practicum

III. Course Unit              : 3 units

IV. Course Pre-requisite: None

V. Course Description:

This course deals with the concept, theories, frameworks, and principles of human resource management.  It is presented in three major assemblages namely, attracting employees to the workplace, maintaining employees in the workplace, and developing employees.  As future managers, the students will be called on to solve important organizational problems that involve human resource issues through HRM techniques.  The course highlights the importance of the effective management of human resources that leads to competitive advantage.

VI. General Objectives:

During and after the course, the students will acquire knowledge, enhance skills, and adopt desirable attitudes as they integrate the different concepts of Human Resource Management. Specifically, the learners would be able to:

1.  Discuss the VMG of SWU, school policies, course requirements and expectations.
2.  Explain the nature of human resource management practices and how it can help gain an organization’s competitive advantage.
3.  Expound on the legal and environmental context of HRM.
4.  Appreciate how human resource planning can contribute to competitive advantage.
5. Discuss how job analysis lays the foundation for HRM practices that lead to competitive advantage.
6.  Identify the different recruiting strategies.
7.  Enumerate the various selection methods used by firms.
8.  Illustrate through a schema how companies assess their training needs.
9.  Specify the standards an effective performance appraisal system must meet.
10. Describe how an organization’s can build an equitable compensation for employees.
11. Understand the rationale behind the productivity improvement programs.
12. Describe the antidiscrimination laws that dictate how employees should be treated on a day-to-day basis.
13. Discuss the impact of unions on organizations and HRM.
14. Employ the safety and health practices of their organization.
15. List the various HRM practices overseas.
16. Value how HRM career opportunities are expanding.

VII. Course Outline

I.  ORIENTATION
1.  SWU VMG and Policies
2.  Graduate School’s VMG Policies
3.  Course requirements, grading system and expectations.

II. COURSE CONTENT PROPER

1.  Human Resource Management and Competitive Advantage.
      1.1. HRM practices
      1.2. Competitive advantage
      1.3. Cost Leadership
      1.4. Product Differentiation
      1.5 A Model Linking HRM

2.  Understanding the Legal and Environmental Context of HRM.
      2.1. Equal Employment Opportunity
      2.2. Affirmative Action
      2.3. Cultural Diversity
      2.4. The Changing Nature of Work
      2.5. Mergers and Takeovers
      2.6. Corporate Downsizing

3.  Planning for Human Resources
      3.1. Strategic Planning
      3.2. Human Resource Planning
      3.3. Outcomes of the HR Planning Process
      3.4. Human Resource Information Systems

4.  Analyzing Jobs
      4.1. Determining the type information to be collected.
      4.2. Determining how to collect the information.
      4.3. Determining how job analysis information will be recorded.

5.  Recruiting Applicants
      5.1. Recruiting Planning
      5.2. Methods of Internal Recruitment
      5.3. Methods of External Recruitment

6.  Selecting Applicants
      6.1. Technical Standards for Selection Practices
      6.2. Legal Constraints on Employee Selection
      6.3. Selection Methods

7.  Training and Developing Employees
      7.1. The Instructional Process
      7.2. Management Development

8.  Appraising Employee Job Performance
      8.1. Standards for Effective Performance Appraisal Systems
      8.2. Types of Rating Instruments
      8.3. Designing an Appraisal System

9.  Determining Pay and Benefits
      9.1. Influence of Compensation on Attitudes and Behavior
      9.2. Establishing Rates of Pay
      9.3. Legal Constraints on Pay Practices
      9.4. Employee Benefit Options
      9.5. Benefits Administration

10.  Implementing Productivity Improvement Programs
    10.1. Pay-for-Performance Programs
    10.2. Employee Empowerment Programs

11.  Complying with Workplace Justice Laws
    11.1. Workplace Justice and Employment Discrimination
    11.2. Employee Privacy Rights
    11.3. Wrongful Termination and Employment-At-Will

12.  Understanding Unions and Their Impact on HRM
    12.1. Unions
    12.2. Labor Law
    12.3. Becoming Unionized
    12.4. The Collective Bargaining Agreement
    12.5. Union-member Relations

13.  Meeting Employee Safety and Health Needs
    13.1. Government Regulations of Safety and Health Practices at the  Workplace
    13.2. Employee Safety:  Accidents and Accident Prevention
    13.3. Employee Health Problems and Organizational Interventions

14.  Establishing HRM Practices Overseas
    14.1. Understanding Cultural Differences
    14.2. The Use of Expatriates
    14.3. Developing HRM Practices in Host-National Countries

15.  Working in the HRM Field
    15.1. Career Opportunities
    15.2. Career Entry and Growth
    15.3. Organizational Ethics Related to HRM
    15.4. Organizational Utilization of HR Professionals

VIII.  Course Requirements:

a.      Minor Quizzes
b. Reflection Report / Written Report
c. Case Analysis / Studies
d. Annotated Reading
e. Assignments
f. Major Exams
g. Seminar

IX.  Grading Criteria:

a. Examination - 50%
b. Researches / Feasibility Study - 50%
Case Study / Essays / Reaction Paper
and other Requirements           ______________
100%

note: -   1/3 mid term grade  +  2/3 final grade  =  Final Final Grade
- 1.0 is the highest grade and 2.0 is the lowest passing grade

X.  Instructional References:

Byars, Lloyd I and Leslie W. Rue (2006). Human Resource Management.
         Boston: McGraw - Hill Irwin.
Beach, Dale S (2000). The Management of People at Work.  New
York: McMillan Publishing Co.
Bernardin, John H. (2007) Human Resource Management an experiential
approach.  4th edition. Boston: McGraw Hill International Edition.
Boddy, David.  Management. (2002) 2nd edition.  Harlow, England:  Pearson
Education Limited.
Ciulla, Joanne B.  The Ethics of Leadership.  (2003) California:  Thomson
Wadsworth.
Cook, Curtis W.  Management and Organizational Behavior.  (2001) 3rd
edition. Boston: Mc – Graw Hill.
Daft, Richard L. Management. (2002) 5th edition.  US: South Western.
Desler, Gary.  Human Resources Management.  (2001) 8th edition.
Philippines: Pearson Education.
Donnelly, James Jr. H.  Fundamentals of Management. (1992) 8th edition.
      Boston: Richard D. Irwin.
Feot, Margaret (2002).  Human Resource Management.  3rd Edition.
U.S.A.:  Perason Education Limited.
Gomez – Mejia, Luis R.  Management.  (2005) 2nd edition. Boston: Mc –
Graw Hill.
Grohar-Murray, Mary.  Leadership and Management in Nursing.  (1997) 2nd
edition. USA: Appleton and Lange.
Ivancevich, John M.  Organizational Behavior and Management.  (2002) 6th
edition. Boston: Irwin Mc Graw – Hill.
Jones, Gareth R.  Essentials of Contemporary Management. (2004)  Boston:
Irwin Mc-Graw Hill.
Joyut, Pat and Bob Monton.  The Global Human Resource Manager.
Great Britain:  Cort Run Press Exeten.
Kaplan, Robert. The Strategy Focused Organization.  (2001) USA: Harvard
Business School Publishing Corporation.
Kermally, Sultan (2006).  Gurus on People Management.  London:
Thorogood Publisher Limited.
Kreitner, Robert.  Organizational Behavior.  (2001) 5th edition. Boston: Mc-
Graw Hill Companies, Inc.
Manning, George.  The Art of Leadership. (2003) New York: Mc Graw Hill
Company.
Montin, Olive, Andrew Newald and Jon Sparkles (2003). Leading Human
Resource Delivering Competitive Advantage. Great Britain:  Sort Run Press Exeter.
Neider, Linda.  Leadership. (2002) USA:  Information Age Publishing.
Robbins, Stephen P.  Management. (2001) 6th edition. Singapore: Pearson
Education Asia Pte. Ltd.
Schemerhorn. John R. Jr. Management. (2001) 6th edition. New York: John
Wiley and Sons.
Sison, Perfecto (2003). Personnel Management.  Manila:Phoenix
Publishing Co.
Stoner, James. Management. (2001) 6th edition. USA: Prentice Hall.

Revised on: July 23, 2013

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ASSIGNMENT No. 1

1. HRM has three assemblages of attracting, maintaining & developing employees. Discuss one assemblage and explain how it contributes to competitive advantage.

2. Cut from a newspaper, two advertisements that utilizes cost and differentiation strategies and explain.

3. Cut two job advertisement showing EEO and AA. Expound why you considered it so.

4. What are the disadvantages of using contingency workers in the workplace?

5. Create a job description of a nurse researcher for a hospital setting.

To be submitted on or before August 31, 2013 12nn (PST). Thank you. 

Instructions:
1. Computerized; short bond paper
2. Font style and size: verdana 10
3. Enclosed in a short brown envelope
4. Mail to:

Prof. Randolph L. Alburo
Part time Faculty
Graduate School
Southwestern University
Urgello St., Villa Aznar Road
Cebu City
6000