Партнерка на США и Канаду по недвижимости, выплаты в крипто

30% recurring commission
Выплаты в USDT
Вывод каждую неделю
Комиссия до 5 лет за каждого referral

Syllabus of Human Resource Management

Author: Anna S. Gogoleva

Office: Kirpichnaya 33/5, Office 629

E-mail: *****@***ru

Office Hours: T, Th 13:00-17:00, and by appointment

Course Description

This course introduces HRM as a fundamental component of the competitiveness, effectiveness, and sustainability of an organization. HRM plays crucial role in predicting employee behavior, attitudes and performance. This course combines two parts of HRM in the company. First, we examine the strategic view on HRM, and understand how strategies of HR are developed and implemented in Russian companies. HR strategy determines who is hired, how they are trained, evaluated, compensated and retained. Second, special emphasis is made on HR practices including staff planning, recruitment and selection, personnel adaptation, remuneration and assessment, and personnel training and development. These parts allow students to be able to analyze actual situation with human resources in the company and achieve HR goals on the level of the department. While lectures present theoretical basis, our seminars allow to train some skills that are useful for future managers.

НЕ нашли? Не то? Что вы ищете?

Scope of Use

The present syllabus establishes minimum requirements of students’ knowledge and skills and determines the content and methodologies of the course.

The present syllabus is designed for the lectures teaching this course, their teaching assistants, and students of the bachelor’s degree program 080200.62 Management, studying the course Human Resource Management.

This syllabus meets the requirements of:

Standards of National Research University Higher School of Economics; Bachelors’ program Management of Federal Bachelors’ Degree Program 080200.62; University curriculum of the bachelors’ program in management (080200.62) for 2013-2014.

Course Goals

The course aims at teaching students to be able to:

develop decisions concerning HRM issues on the department level, participate in development of HR policies and practices for the company, implement HR strategy of the company.

Learning Outcomes

After taking the course of Human Resource Management students should

know:

main approaches to HR strategy development and implementation, different forms and methods of HR functions, such as resource planning, recruitment and selection, training and development, and assessment, various determinants that influence the choice of specific methods of HRM implementation;

be able to:

analyze and assess available human resources in the department, identify main problems in HRM in the department and propose argued and well-reasoned decisions aimed to solve them, analyze the influence of different factors that determine the choice of specific methods of HRM practices in the department.

Course prerequisites

The course is based on the knowledge and competences provided by the following disciplines:

Sociology Psychology Theory and history of management Economic analysis of a firm Theory of organization and Organizational behavior.

This course is central to the education of B. A. students in Management, its learning outcomes are crucial for the students’ further education, in particular, for the course of Strategic Management.

Course Outline

This syllabus is the plan for the course however it is subject to modification at any time throughout the semester in respond to student’s ch changes will be announced during classes.

Distribution of hours

#	Topic	Total hours	Contact hours	Self study
Lectures	Seminars
Introduction and Course Overview	4	2	2
1.	The HRM System	24	4	4	16
2.	HRM Strategy	18	4	4	10
3.	Human Resource Planning	12	2	2	8
4.	Recruitment and Selection	20	4	2	14
5.	Adaptation	8	2	6
6.	Compensation and Benefits	24	4	2	18
7.	Training and Development	14	6	8
8.	Employee Performance Management	20	4	2	14
Total:	144	32	16	96

Grading and course requirements

Attendance and active participation are critical to success. Course grade is based on the following components:

Assessment	% of the Grade
Seminars	Team presentations (75%)	30
Class activity (25%)
Quiz	30
Final Exam	40

There are one quiz and one final exam that consist of multiple-choice items and practical exercises. Quiz will cover the material of the first tree topics of the course. Exam will cover all course material except first tree topics.

Therefore, the final grade will be calculated as follows:

Final Grade = Cumulative Grade x 0,6 + Final Exam Grade x 0,4

Students demonstrating exceptional performance during the course (achieved seminar and quiz grades of 8-10 points combined with full presence at all seminars) may be exempt from the final exam, and will receive the grade earned during the course as their final grade.

Seminars

An important goal of class activities on the seminars will be to provide opportunities to develop hand-on skills that are relevant to Russian companies.

Students are expected to be present and engaged during each seminar. Students are required to read the assigned materials before coming to seminars and participate fully in discussions, presentations, practical assignments and case studies.

Teaching and learning materials

All materials are available via HSE Electronic resources or in the Internet. For the convenience of the students if it is possible materials are presented both in English and in Russian. Besides assigned reading and PowerPoint slides for the lectures are posted in LMS.

In English:

Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006. [рактика управления человеческими ресурсами. – СПб: Питер, 2010.] Collings D. G., Wood G. (Eds.) Human Resource Management: A critical approach Routledge, 2009. – 332 p. Domsch M., Lidokhover T. Human Resource Management in Russia. Ashgate Publishing Limited, 2007. – 358 p. (available via HSE Electronic Resources, Ebrary) Fey C., Engstrom P., Bjorkman I. The Effect of Human Resource Management Practices on MNC Subsidiary Performance in Russia // Journal of International Business Studies Volume: 32 Issue: 1 (2001) p. 59-75. Gurkov I. B., Zelenova O. I., Saidov Z. Mutation of HRM practices in Russia: an application of CRANET methodology // International Journal of Human Resource Management. 2012. Vol. 23. No. 7. P. 1289-1302. [, , Система управления персоналом на российских фирмах в зеркале международного сравнения // Мир России. 2009. Том XVIII. № 3.] Huselid M. A., Jackson S. E., Schuler R. S. (1997) Technical and strategic human resource management effectiveness as determinants of firm performance // Academy of Management Journal, Vol. 40, pp. 171-88. Lindholm J. et al. (Eds.) Encyclopedia of Human Resource Management, Human Resources and Employment Forms, Vol. 2 Wiley, 2012. — 384 p. Noe R., Hollenbeck J., Gerhart B., Wright P. Fundamentals of Human Resource Management 4 edition McGraw-Hill/Irwin, 2011. - 589 p. Pfeffer J. (1998) Seven practices of successful organizations // California Management Review, Vol. 40 No. 2, pp. 96-124. Schuler, R. S., Dolan, S. and Jackson, S. E. (2001), “Introduction”, International Journal of Manpower, Vol. 22, pp. 195-7. Ulrich D., Brockbank W. (2005) The HR Value Proposition. Boston: Harvard Business School Press.

In Russian:

дифференциация

Useful Internet resources:

In English

http://www. bls. gov/home. htm http://www. http://www. / http://humanresources. http:///

In Russian:

http://www. hr-journal. ru http://hr-portal. ru http://www. hrm. ru http://www. kadrovik. ru http://www. pro-personal. ru http://arborcg. org/biblio? chapter=4428180

Introduction and course overview

This part introduces and overviews the major topics of HRM course. First of all the issues of grading and readings are presented. Second, key terms and notions of the course are given, then, the goals and the role of HR in management of organization are examined. Besides the issue of Russian context of HRM is presented including empirical studies of HRM practices and experience of Russian companies.

Assigned readings

Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Chapters 1-3). [рактика управления человеческими ресурсами. – СПб: Питер, 2010. Глава 1.] Gurkov I. B., Zelenova O. I., Saidov Z. Mutation of HRM practices in Russia: an application of CRANET methodology // International Journal of Human Resource Management. 2012. Vol. 23. No. 7. P. 1289-1302. [, , Система управления персоналом на российских фирмах в зеркале международного сравнения // Мир России. 2009. Том XVIII. № 3.]

Supplemental readings

Domsch M., Lidokhover T. Human Resource Management in Russia. Ashgate Publishing Limited, 2007. – 358 p. (available via HSE Electronic Resources, Ebrary) Fey C., Engstrom P., Bjorkman I. The Effect of Human Resource Management Practices on MNC Subsidiary Performance in Russia // Journal of International Business Studies Volume: 32 Issue: 1 (2001) p. 59-75. , Деятельность служб УЧР и экономическая эффективность: эмпирическое исследование в российских компаниях // В кн.: Современный менеджмент: проблемы, гипотезы, исследования: сборник научных трудов. Выпуск 3. В 2 ч. Часть 2 / Сост.: ; науч. ред.: . Ч. 2. Вып. 3. М.: Издательский дом НИУ ВШЭ, 2011. С. 212-232.

Topic #1 HRM System

This lecture is devoted to design and structure of the HRM in the company. First of all we will talk about main functions of HRM, its policies and practices used in the companies. Then the factors that determine the design of HRM system are discussed. The question of the HRM structure is revealed including the levels of the structure, main positions that implement HR functions and the role of line managers in HRM. In addition the question of outsourcing is considered.

Assigned readings

Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Chapters 1, 3, 4, 5). [рактика управления человеческими ресурсами. – СПб: Питер, 2010. Главы 4 – 6] Gurkov I. B., Zelenova O. I., Saidov Z. Mutation of HRM practices in Russia: an application of CRANET methodology // International Journal of Human Resource Management. 2012. Vol. 23. No. 7. P. 1289-1302. [, , Система управления персоналом на российских фирмах в зеркале международного сравнения // Мир России. 2009. Том XVIII. № 3.] Schuler R. S., Dolan S., Jackson S. E., (2001) Introduction // International Journal of Manpower, Vol. 22, pp. 195-7.

Supplemental readings

Domsch M., Lidokhover T. Human Resource Management in Russia. Ashgate Publishing Limited, 2007. – 358 p. (available via HSE Electronic Resources, Ebrary). Introduction and Chapter 1. Fey C., Engstrom P., Bjorkman I. The Effect of Human Resource Management Practices on MNC Subsidiary Performance in Russia // Journal of International Business Studies Volume: 32 Issue: 1 (2001) p. 59-75. Функции и структура службы управления персоналом. – М.: ГУ-ВШЭ, 2005. Основы управления персоналом: Учебник. – М.: ИНФРА-М, 2010. (Главы 3 и 4). Управление персоналом современной организации. Учебно-практическое пособие. – М.: -школа «Интел-Синтез», 2000. (Главы 1, 2, 9).

Topic #2 HRM Strategy

The question of HR strategy is crucial for Russian companies. The aim of the lecture is to show the process and procedures of HR strategy development. For this goal the notion of strategic HRM is given. Then the role of personnel is examined within the framework of strategic view on company’s competitiveness. Another important issue concerns the linkage between general strategy and HR strategy. Here we will discuss how HR strategy is linked with competitive strategy, with company’s mission and with the stage of company’s life-cycle. All these points allow to present the development of HRM strategy in Russian companies and to understand its distinction from the processes in MNC’s companies.

Assigned readings

Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Chapters 7-10). [рактика управления человеческими ресурсами. – СПб: Питер, 2010. Главы 2, 20] Schuler R. S., Dolan S., Jackson S. E., (2001) Introduction // International Journal of Manpower, Vol. 22, pp. 195-7. Стратегия управления персоналом // Управление человеческими ресурсами: менеджмент и консультирование. Под ред. . – М.: Независимый институт гражданского общества, 2004. – http://www. ecsocman. edu. ru/db/msg/203134.html (раздел 3, параграф 3.2.).

Supplemental readings

Fey C., Engstrom P., Bjorkman I. The Effect of Human Resource Management Practices on MNC Subsidiary Performance in Russia // Journal of International Business Studies Volume: 32 Issue: 1 (2001) p. 59-75. Huselid M. A., Jackson S. E., Schuler R. S. (1997) Technical and strategic human resource management effectiveness as determinants of firm performance // Academy of Management Journal, Vol. 40, pp. 171-88. Pfeffer J. (1998) Seven practices of successful organizations // California Management Review, Vol. 40 No. 2, pp. 96-124. Российская промышленность: институциональное развитие. Вып. 1. / Под ред. . – М.: ГУ-ВШЭ, 2002. – глава 6 «Кадровая политика предприятий».

Seminars 1-2

Students make the presentation in groups. The topic is “The analysis of HRM strategy and policies of a company”. Details of the assignment are provided by email.

Topic #3 Human Resource Planning

The topic covers workforce planning in organization. Firstly the business process of staff planning will be clarified. One of most important part of it is Job Role analysis; we will see how job profile is developed, how it is used and what positions are involved in the process. Another question concerning competencies is considered and examples of competence based systems are presented. After this the analysis of external labor market is added. Second part of the topic deals with quantitative need of personnel. Main methods with concrete examples are discussed.

Assigned readings

Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Chapters 11, 13, 25). [рактика управления человеческими ресурсами. – СПб: Питер, 2010. Главы 23, 24] Разработка и использование профиля должности. 2012. Управление развитием персонала, №4. с. 314-325

Supplemental readings

Collings D. G., Wood G. (Eds.) Human Resource Management: A critical approach Routledge, 2009. – 332 p. Chapter 10. Domsch M., Lidokhover T. Human Resource Management in Russia. Ashgate Publishing Limited, 2007. – 358 p. (available via HSE Electronic Resources, Ebrary) Noe R., Hollenbeck J., Gerhart B., Wright P. Fundamentals of Human Resource Management 4 edition McGraw-Hill/Irwin, 2011. - 589 p. (Chapter 5) Планирование численности как оно из ключевых мероприятий по работе с персоналом в рамках стратегии компании // Управление человеческим потенциалом. 2007. №2. с. 104-108.

Seminar 3

We will listen to several presentations of the job position and try to develop a Job profile for it using Job profile template. During this process the competence approach will be examined in details.

Topic #4 Recruitment and selection

This topic focuses on the effective management of the flow of employees into organization. First part is devoted the recruitment system of the company, its policies and technologies and its alignment with general strategy of the company. Second part covers selection process: main methods used to assess candidates, making the decision about hiring. Besides core features of Russian labor market and legal context of recruitment are revealed.

Assigned readings

Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Chapters 27-29). [рактика управления человеческими ресурсами. – СПб: Питер, 2010. Глава 25-27] Кадровый аутсорсинг: за и против // Управление человеческим потенциалом. 2008. №1 (13). С. 50-54. Искусство подбора персонала: Как оценить человека за час. — М.: Альпина Бизнес Букс, 2004. — 160 с.

Supplemental readings

Collings D. G., Wood G. (Eds.) Human Resource Management: A critical approach Routledge, 2009. – 332 p. Chapter 9. Domsch M., Lidokhover T. Human Resource Management in Russia. Ashgate Publishing Limited, 2007. – 358 p. (available via HSE Electronic Resources, Ebrary). Chapters 7-8. Lindholm J. et al. (Eds.) Encyclopedia of Human Resource Management, Human Resources and Employment Forms, Vol. 2 Wiley, 2012. — 384 p. (Part 1) Noe R., Hollenbeck J., Gerhart B., Wright P. Fundamentals of Human Resource Management 4 edition McGraw-Hill/Irwin, 2011. - 589 p. (Chapter 6) Заработная плата в России: эволюция и дифференциация / под ред. , – М.: Изд. дом ГУ ВШЭ. 2008. 575 с. Главы 1-2. ак проводить собеседование при приеме на работу / пер. с англ. М.; -Бизнес». 2004. 208 с.

Seminar 4

Using the competence model we will develop interview questions to assess candidates on the position.

Topic #5 Adaptation

Adaptation process determines the efficiency of newcomers’ performance so main goals of induction to the organization are presented. Attention is paid to the instruments of induction, on the assessment of the probation period and the consequences of weak adaptation.

Assigned readings

Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Chapters 30). [рактика управления человеческими ресурсами. – СПб: Питер, 2010. Глава 28] Методы адаптации: арсенал возможностей компании // Управление человеческим потенциалом. 2007. №3. С. 222-232.

Supplemental readings

Эффективная система адаптации персонала: компоненты и этапы построения // Управление человеческим потенциалом. 2007. №3. С. 212-220. Адаптация персонала высшего и среднего звена: этапы процесса // Управление человеческим потенциалом. 2007. №3. С. 234-249.

Seminar 5

We will have in-class case study on the recruitment system development and induction process.

Topic #6 Training and development

Outcomes-driven training and development is critically related to the major goals of HRM: to acquire, develop and maintain an organization’s human capital. This part will provide an overview of identifying needs for training and development, determining training and development objectives based on job analysis, techniques and methods of training and development, and evaluating of training and development programs. Career management as a part of personnel development system is discussed in details.

Assigned readings

Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Chapters 35, 40-45). [рактика управления человеческими ресурсами. – СПб: Питер, 2010. Главы 33-39] Domsch M., Lidokhover T. Human Resource Management in Russia. Ashgate Publishing Limited, 2007. – 358 p. (available via HSE Electronic Resources, Ebrary). Chapters 9-10. Управление персоналом современной организации. Учебно-практическое пособие. – М.: -школа «Интел-Синтез», 2000. Глава 6.

Supplemental readings

развития бизнеса

Seminar 6

Students prepare presentation in groups for the case study.

Topic #7 Compensation and Benefits

Compensation is the most important outcome of the employment relationship for most employees. At the same time the pay for job is one of the most influential instrument managing personnel behavior and performance. We will discuss the alignment of business strategies and reward programs. The connection of intrinsic motivation and external rewards are discussed in the framework of Gerchikov’s model. Another part of the lecture is devoted to the structure of compensation package. Fixed and variable payments, benefits, executive compensations and etc. are examined. Determination of level of payments based on job evaluation is one of the most important issues discussed during the lecture. Other incentives are also considered including non-material rewards.

Assigned readings

оплата труда

Supplemental readings

заработной платы

Topic #8 Employee Performance Management

Personnel assessment is one of the main components of performance management. We will examine assessment system of the company, its goals, main instruments and stages of development. Legal context of assessment and its consequences are considered. As performance management is highly integrated with other HR functions this lecture summarizes all material of the course.

Assigned readings

Armstrong M. Handbook of Human Resource Management Practice. Kogan Page, 2006 (Part 7). [рактика управления человеческими ресурсами. – СПб: Питер, 2010. Главы 30-32] Системный подход к оценке деятельности персонала // Управление развитием персонала. 2006. №3. С. 190-195.

Supplemental readings

Collings D. G., Wood G. (Eds.) Human Resource Management: A critical approach Routledge, 2009. – 332 p. Chapter 11. Lindholm J. et al. (Eds.) Encyclopedia of Human Resource Management, Human Resources and Employment Forms, Vol. 2 Wiley, 2012. — 384 p. (Part 3) Noe R., Hollenbeck J., Gerhart B., Wright P. Fundamentals of Human Resource Management 4 edition McGraw-Hill/Irwin, 2011. - 589 p. (Chapter 8) нтервью по компетенциям. – М.: HIPPO, 2009. Измерение результативности компании / пер. с англ. М.: Альпина Бизнес Букс. 2007. 220с. Новые тенденции в управлении / пер. с англ. М.: Альпина Бизнес Букс. 2007. 184 с. анели индикаторов как инструмент управления. – М.: Альпина Бизнес Букс, 2007. – Глава 11.

Seminars 7-8

Students prepare presentation in groups for the case study.

Course Policies

Lectures

If you do miss the lecture it is your responsibility to contact another class member to get the material.

Seminars

I will do my best to get to know all of you but please check your membership or your points after each class activity.

Quiz and Exam

Any content from the assigned readings or in-class discussions can appear on the exam. Make-ups of the quiz and exam are possible only in the case of permission from the Bachelor’s Coordinator.

Work submitted by students on quiz or exam should be an honest representation of that student’s effort and should not involve unauthorized collaboration, unauthorized use of notes, electronic devices and etc. The consequences for academic dishonesty involve a zero for the quiz or exam. Incidents of academic dishonesty are reported to the Bachelor’s Coordinator, as well as to the Dean.

Syllabus of Human Resource Management

Партнерка на США и Канаду по недвижимости, выплаты в крипто

Scope of Use

Course Goals

Learning Outcomes

Домашний очаг

Справочная информация

Техника

Общество

Образование и наука

Мир

Бизнес и финансы