EXPM505-17GM (HAM)

Human Resource Management

10 Points

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Waikato Management School
Te Raupapa
Executive Education

Staff

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Convenor(s)

Phoebe Guo

Phoebe Guo
5201
MS1.G.13
Friday 12-2pm
phoebe.guo@waikato.ac.nz

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

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Paper Description

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This paper studies people, the most valuable asset of an organisation. It expores the 'life cycle' of an employee, that is, employee's job analysis, recruitment, selection, management of employee performance, and development of human resource. Through lectures, class discussions, and workshop activities, you will learn to apply HRM practices in different contexts.

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Paper Structure

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This paper is structured in three sessions: 1) Introduction to HRM and job analysis; 2) Recruitment and selection; 3) Appraising, developing & managing diversity. The paper is taught through lectures and workshops.
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Learning Outcomes

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Students who successfully complete the course should be able to:

  • Explain key theories and concepts of HRM;
    1. Explain key theories and concepts of HRM;
    2. Analyse and evaluate HRM practices in line with meeting the organisation’s strategic objectives and the employees’ needs;
    3. Apply specific HRM practices to real world situations;
    4. Enhance awareness of the cultural, social, political, and economic contexts in the New Zealand and global HRM business environments;
    5. Work collaboratively to conduct HRM projects, and manage team relationships and diversity issues effectively.
    Linked to the following assessments:
  • Analyse and evaluate HRM practices in line with meeting the organisation’s strategic objectives and the employees’ needs;
    Linked to the following assessments:
  • Apply specific HRM practices to real world situations;
    Linked to the following assessments:
  • Enhance awareness of the cultural, social, political, and economic contexts in the New Zealand and global HRM business environments;
    Linked to the following assessments:
  • Work collaboratively to conduct HRM projects, and manage team relationships and diversity issues effectively.
    Linked to the following assessments:
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Assessment

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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. Assignment 1: Job Analysis
18 Aug 2017
11:00 PM
40
  • Online: Submit through Moodle
2. Assignment 2: Employee Selection
23 Aug 2017
11:00 PM
30
  • Online: Submit through Moodle
3.  Assignment 3: Performance Appraisal
27 Aug 2017
11:00 PM
30
  • Online: Submit through Moodle
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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Recommended Readings

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Strongly Recommended

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

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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