EXPM505-17G (HAM)

Human Resource Management

10 Points

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Waikato Management School
Te Raupapa
Executive Education

Staff

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Convenor(s)

Maree Roche

Maree Roche
9285
K.1.23
To be advised
maree.roche@waikato.ac.nz

Lecturer(s)

Administrator(s)

: cathie.breeuwer@waikato.ac.nz
: danial.hilson@waikato.ac.nz

Placement Coordinator(s)

Tutor(s)

Student Representative(s)

Lab Technician(s)

Librarian(s)

: kathryn.mercer@waikato.ac.nz

You can contact staff by:

  • Calling +64 7 838 4466 select option 1, then enter the extension.
  • Extensions starting with 4, 5 or 9 can also be direct dialled:
    • For extensions starting with 4: dial +64 7 838 extension.
    • For extensions starting with 5: dial +64 7 858 extension.
    • For extensions starting with 9: dial +64 7 837 extension.
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Paper Description

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This paper deals with the 'life cycle' of an employee. It ensures that participants have a clear understanding of the nature of employee recruitment, employee selection, management of employee performance, and development of employees careers.

Learning Outcomes

Students who successfully complete the course should be able to:

  • Describe and apply various methods of job analysis, recruitment, selection, and performance appraisal techniques
  • Critique measures of job analysis, recruitment, selection and employee performance
  • Describe and apply motivation theories, and training and development strategies, in relation to career management
  • Assess and critique various issues managers face in developing employees, including perceptual and legal issues
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Paper Structure

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This paper is structured for the first two sessions as lectures (session one and two). When then move into face to face, and group learning, experiential exercises and class lead exercises (sessions three, four, five and six). Session seven is an in class test. More on that under assessment below.
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Learning Outcomes

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Students who successfully complete the course should be able to:

  • Describe and apply various job analysis procedures, recruitment practices, and selection processes.

    Students will develop and apply processes for valid selection of employees, including being able to assess and critique various issues managers face in recruiting employees, including perceptual and legal issues

    Linked to the following assessments:
  • Develop, critique and apply a performance appraisal process.

    This includes the development of a valid performance appraisal assessment form

    Development of key areas of evaluation

    Undertaking self and other performance evaluation

    Undertaking a performance appraisal meeting, giving and receiving feedback

    Set goals for future performance

    This assessment also includes an ability to assess and critique various issues managers face in developing employees, including perceptual and legal issues

    Linked to the following assessments:
  • Describe and apply motivation theories, and training and development strategies, in relation to career management
    Apply and evaluate motivation and training theories, in relation to employee career development
    Linked to the following assessments:
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Assessment

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All assessment is compulsory.

It is expected you have read the Corporate and Executive Education Policies.

PLEASE NOTE: The University has zero-tolerance for Plagiarism.

All assessment must be submitted online as a Word document, unless otherwise stated.

Please read the marking criteria for each assignment before you submit your work

Booking of rooms for group meetings.

Please refer to Moodle for assessment details.

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Assessment Components

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The internal assessment/exam ratio (as stated in the University Calendar) is 1:0. There is no final exam. The final exam makes up 0% of the overall mark.

The internal assessment/exam ratio (as stated in the University Calendar) is 1:0 or 0:0, whichever is more favourable for the student. The final exam makes up either 0% or 0% of the overall mark.

Component DescriptionDue Date TimePercentage of overall markSubmission MethodCompulsory
1. Recruitment and Selection - Group
7 Apr 2017
12:00 AM
30
  • Online: Submit through Moodle
✔
2. Performance Appraisal (individual)
10 Apr 2017
12:00 AM
30
  • In Class: In Tutorial
✔
3.  In class test
12 Apr 2017
12:00 AM
40
  • In Class: In Tutorial
✔
Assessment Total:     100    
Failing to complete a compulsory assessment component of a paper will result in an IC grade
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Required and Recommended Readings

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Required Readings

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Stone, R. J. (2014). Human resource management (8th ed.). Australia: Wiley.

Strongly Recommended

Kalliath, Brough, O'Driscoll, Manmala, Siu & Parker (2014) Organisational Behavior. A Psychological Perspective for the Asia-Pacific. Especially relevant are: Chapter 3 (Job Design), Chapter 4 (Personnel Selection), Chapter 6 (Motivation).

Woods S.A & West, M.A. (2015).The Psychology of Work and Organizations. Especially Chapters 6 (Recruitment and Selection), Chapter 7 (Learning and Development), 8 (Performance Measurement and Management) Chapter 4 (Attitudes and Behavior in Organisations)

Additional useful text for people that are new to HRM (available from the library)

Rudman, R. (2010). Human resources management in New Zealand (5th ed.). Malaysia: Pearson.

Additional useful text for people that are experienced in HRM

Bratton, J. & Gold, J. (2012). Human resource management theory and practice (5th ed.). United Kingdom: PalgraveMacMillan.

Additional Readings if you are interested in:

Recruitment

Jeske, D. & Schultz, K.S. (2016). Using social media content for screening in recruitment and selection: pros and cons. Work Employment & Society, 30: pp. 535-546.

Newell Brown, J. (2011). A recruiting process fit for purpose. In The Complete Guide to Recruitment: A Step by Step Approach to Selecting, Assessing and Hiring the Right People. London: Kagan pagr; pp. 108-134.

Selection

Ajith, P. KESHAVA- Holistic employee selection framework in the VUCA world. SCMS Journal of Indian Management, 12 (4), pp. 5-18.

Bouton, M. & Moore, M. (2011). The cult of personality testing: why assessments are essential for employee selection. The Journal of Medical Practice Management, 27(3), pp.144-149.

Rubin, R.A. (2012). Behavioral-Based Physician Interviewing. PEJ, Nov-Dec, 16-20.

Case Study: Johnson, M.A. & Kaupins,G.E. (2013). Selection of an HR Generalist at a Public University. Journal of Case Studies, 31(2): pp39-52.

Video: The Art of Behavioural Interviewing (Take Away Training Series) (CAN THIS PLEASE BE PUT ONLINE)

Kanopy (Firm)

University of Waikato Library Catalogue

Publisher: Kanopy Streaming

Date: 2015

Performance Appraisal

Buckingham, M. & Goodall, A. (2015). Reinventing Performance Management. Harvard Business Review (93)4, pp. 40-50.

Kromrei, H. (2015). Enhancing the Annual Performance Appraisal Process: reducing Biases and Engaging Employees Through Self -Assessment. Performance Improvement Quarterly, 28(2),; pp. 53-64.

Sumelius, J., Bjorkman, I.B., Ehrnrooth, M., Makela, K. & Smale, A. (2014). What determines employee perceptions of HRM process features: The case of performance appraisal in MNC subsidiaries. Human Resource Management, 53(4): pp.569-592.

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Online Support

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Waikato Management School Helpdesk: wms_helpdesk@waikato.ac.nz, 0800 WAIKATO, extn 4599

ITS: https://landesk.waikato.ac.nz, 0800 WAIKATO, extn 4008

Moodle help files

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Workload

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As a general guide 12-15 hours per week is required over the whole period of the paper.
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Linkages to Other Papers

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Prerequisite(s)

Corequisite(s)

Equivalent(s)

EXEC520, EXEC777, EXLD519

Restriction(s)

EXLD513, EXLD515, EXLD528

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