NATIONAL UNIVERSITY OF MODREN LANGUAGES ISLAMABAD

ARMY PUBLIC COLLEGE OF MANAGEMENT AND SCIENCES COURSE CONTENTS OF HUMAN RESOURCE MANAGEMENT MBA

COURSE DISCRIPTION

Human Resource management is viewed critical to the success of any business. The course contents are aimed at how the HRM functions, as well as how the HRM can help the companies to gain competitive advantage. The intent is to provide student with the background knowledge with modern world examples. Case studies to be able to manage human resource effectively. METHODLOGIES Lectures, Assignments, tests, Quizzes and Practice sessions

Course assessment on basis of class work, assignments, Tests, quizzes Presentations and projects Mid term examination Terminal Examination

20 % 30% 50%

COURSE CONTENTS HUMAN RESOURCE DEVELOPMENT

1. Human Resource Management, Introduction to subject, gaining Competitive advantage, Relationship of HRM and HRD, HRM roles and functions. Responsibilities of HR department. 2. Strategic HRM, components of strategic HRM, Linkage between HRM and Strategic management. SHRM implementation. Mission statement and values. Down sizing. Strategy evaluation and control. 3. The design and analysis of job design. Work flow analysis and Organizational structure. Job analysis. Job analysis methods. Job Design, Mechanistic, motivational, biological and perceptual-motor Job design approaches, trade off in job design approaches. 4. HRM planning, Forecasting, Leading indicators, determing labor Demand and supply. Transitional matrix, Goal setting and strategic planning. Down sizing, early retirement, out sourcing, program Implementation and evaluation. 5. HR Recruitment process, recruitment influences, internal vs external Recruitment processes, keeping the best employees. Advertising of Jobs. Recruitment sources. Direct applicants and referrals, Employment agencies. Educational institutions. Electronic recruitment. 6. Selection and placements. Selection method standards, Reliability Measurement and standards, Validity, types of validity, content Validation. Generalizability. Utility. Finding and keeping best employees. Types of selection methods, Interviews, References And Biographical data. Physical and cognitive abilities tests. Personality inventories. Work samples. Drug tests. 7. Training. High leverage training. Continuous learning, Learning Organizations. Designing effective training systems. Components Of instructional design. Implication of business strategy for training. Training resources. Person analysis. Task analysis. Ensuring better out come of training. Basic skills. Creating learning environment and

Support systems. Selecting training methods, presentation methods Hands on methods, on job training, self directed training, apprenticeship, simulations, E learning, Team learning. Evaluating training programs. Legal issues. 8. Cross cultural preparation, managing work force diversity. 9. Performance management, problems and solutions. Organizational Model for performance management. Purposes of PM.Performace measuring criteria, approaches of PM evaluations. Sources of information for PM. Rate of error in measuring PM. Performance feed back. Use of technology for PM. 10.Employees Development,. Approaches of ED. Career management systems. Myers-Briggs indicator systems. Bench marks. Performance appraisal and 360 degree feed back. Enlarge the current jobs, Job rotation, transfers promotions. Interpersonal relationship. Mentoring. 11. Special issues in employee development, glass ceiling, succession Planning, Dysfunctional behaviors 12.Compensation in HRM, Major administrative tools compensation. Role of labor market and product market in compensations. Role Of communication in compensation. New concepts in pay designs. Government regulation of compensation. Incentives, profit sharing and ownership. 14.Emplyee Benefit Programs, social insurance, Retirement, family Friendly policies. Managing benefits for employees. 15. Special topics in HRM. Collective bargaining and labor relations, Labor relation goals. Unions. Strikes. Managing HR globally