Upon successful completion of this course the students will have reliably demonstrated the ability to:
· Devise strategies for integrating human resources planning with the strategic initiatives of the organization. · Forecast staffing needs based on demand and supply issues. · Evaluate the role that HRM systems play in facilitating the human resource planning process of an organization. · Develop an organization plan at the operational or strategic level in an organization. · Evaluate the effectiveness of HRP processes in an organization. 4. Required Text Books and Reading Materials · Strategic Human Resource Planning, Monica Belcourt, Kenneth J. Mc. Bey, Ying Hong, Margaret Yap, Cengage Learning, 5th edition, 2010. · Human Resource Planning, Dipak Kumar Bhattacharyya, Excel Books, New Delhi, 3rd edition, 2013. · IGNOU Course Handouts
Additional readings and cases would be shared from time to time.
7. Academic Integrity
Students are expected to show the highest level of academic integrity in their submissions and assignments. Please note that students involved in academic dishonesty will be dealt with as per the Manual of Policies. Academic dishonesty consists of misrepresentation by deception or by other fraudulent means. In an academic setting this may take any number of forms such as copying or use of unauthorized aids in tests, assignments, examinations, term papers, or cases; plagiarism; talking during in-class examinations; submission of work that is not your own without citation; submission of work generated for another course without prior clearance by the instructor of both courses; submission of work generated by another person; aiding and abetting another student’s dishonesty; and giving false information for the purpose of gaining credits.
I am a very strong believer in having interactive discussions rather than formal lectures session. Therefore, class participation is crucial both to your learning and our collective sanity and is strongly related to the professionalism component of your final grade. I encourage relevant interruptions and questions at any point during class and am available by e–mail/phone mentioned above regularly to address any questions or concerns that you may not want to raise in class.
Marks for Professionalism vs. Participation
My decision to keep professionalism as a part of evaluation is based, in part, on my earlier research experience, through which I found there need to have a direct correlation between marks/grades and level of participation in class discussions.
However, in considering this further, I decided that mere participation is insufficient, but in fact, it is professionalism (which includes participation, among other things) that should be considered. Basing on my corporate HR experience, it is my hope that keeping a portion of your final mark on professionalism, will better prepare you for the “real corporate world”.
The article “Professionalism Marks vs. Participation Marks: Transforming the University Experience” is posted in AIS, XUB intranet serves as the basis for my aforesaid decision to award marks for maintaining professionalism in this course.
Practically–speaking, some of the things that will count towards this component of your final grade include (but are not limited to) the following:
· Attending class and being on time · Paying attention in–class, not using mobile phones or other electronic devices · Being prepared for class, having done all the assigned readings, and being prepared to speak when called upon, often randomly · Participating in class discussions with meaningful contributions · Asking pertinent questions · Carefully following all instructions relating to classes, assignments and exams · Handing–in your work on–time (or early) · Respecting other students
The study will focus on the selected organization’s human resources and HR planning objectives, structures, policies and practices. This assignment will give you the opportunity to learn firsthand about the management of a human resource system in an actual organization. It will also provide you with the opportunity to develop field research methodologies and evaluation skills that should prove beneficial in your professional assignments later. Finally, for the organization cooperating with each of the student projects, the results of these studies should be helpful in future efforts to improve the efficiency and effectiveness of their human resource systems.
Each team (headed by a team leader) is expected to submit the final interview questions, along with the name of the organization and manager/officials you will interview (an email from the interview contact will suffice to confirm when the interview will take place), for my approval through email prior to conducting the actual interview. This need to happen by 2100 Hrs. of 15th July 2018. Additionally, your group should gather research information on the organization before conducting the interview.
The final product of this study will be a comprehensive group presentation to be conducted on the dates indicated in the tentative session plan stated above. During the presentation, each member of the group should assume the stance of an outside consultant who has been called in to evaluate the human resource system of the particular organization. All of you need to draw on our class discussions, inputs from the prescribed text books to answer the following questions and provide your overall recommendations.
A. The Organization and its Mission
1. When and why was this organization established? What are the principal needs and objectives that the organization is designed to fulfill? 2. What are the structural components of the organization? How is the organization structured to carry out its objectives? Where is the focus of decision making authority for carrying out these objectives? How centralized or decentralized is the decision-making process with respect to human resource planning? Operational management? 3. What is the total number of employees in the organization? How are these employees distributed throughout the organization? 4. What are the major problems and opportunities confronting this organization? Up to this point, how has the organization responded to these challenges? 5. Does the organization have a strategic management plan, including goals, objectives?
B. The Role of its Human Resource Function
1. Does this organization have a formal and identifiable human resource function? 2. How is the human resource department organized to carry out the objectives of the organization? 3. If there is no formal and identifiable human resource function (department), why, and how are human resource functions carried out? 4. What is the perceived importance within the organization of the human resource function, in comparison to other organizational functions?
C. Human Resource Planning Decisions
1. Who is responsible for human resource planning and forecasting for the organization? 2. What methods are used to determine staffing needs? 3. Are job analyzes conducted and job descriptions developed for each position in the organization? How often are they updated and how extensively? 4. Once staffing needs are established, what procedures are utilized for filling job vacancies?
D. Summary and Evaluation
1. Is the human resource function of this organization contributes to the fulfillment of the organization’s mission, objective and strategic plan? Is it making an effective contribution? Why or why not? 2. What human resource planning problems have been adequately solved or are now in the process of being solved by the organization? 3. Are there major management problems on human resource planning that remain to be confronted or solved? If so, what are they? 4. What would appear to be among the most desirable solutions to these problems? Provide specific detail and justification for your recommendations.
Each team will use the questions given above in the term project rubric during the company interviews. However, each team is also expected to develop an additional 20 questions that will be used during the company interview. The finalized interview questions are to be typed in Microsoft Word and submitted by the team leader through the course website assignments link to me by 2100 Hrs. of 15th July 2018.
Each group’s presentation scheduled (refer tentative session plan above) must not be 30 minutes in length and include 20-25 power point slides including a reference slide at the end of your presentation. A hardcopy of your power point slides, transcript of interview questions and answers, copies of company research, copy of your class exercise, copy of your meeting minutes along with any other relevant documents must be provided to me in a professional package prior to the start of your presentation.
Performance Appraisal of Individual Performance through Peer Forms
Grading for the term project will be assisted by each team members’ performance appraisal of the others in their respective team. This will be utilized as a component to determine each person’s marks regarding the term project. The individual peer form (attached below both the sheets printed on both sides) must be handed over to me in a closed envelop by each student prior to the presentation dates.
Using the following evaluation form please evaluate both your performance and the performance of your team members. Rate each person in your team (including yourself) on the criteria indicated using the following scale:
· Excellent (as 5) · Above Average (as 4) · Average (as 3) · Poor (as 2) · Very Poor (as 1)
• Teams should meet at least weekly once throughout the semester, though more frequent meetings may be required depending on specific team assignments.
• The weekly team meetings should be used to:
ü Share results of individual team members work/research since the last meeting ü Review upcoming activities; Check teams’ progress
• Team members need to take on specific roles, that should be rotated at subsequent meetings:
ü Coordinator – schedules and manages the team meeting ü Time Keeper / Recorder – keeps team on task and on schedule, tracks/records team attendance (by recording names of who is present at each meeting), activity and decisions during the team meeting (can be split between 2 people)
Team Meeting Structure / Activities
Preparing for the meeting; conducting the meeting; determining what happens between meetings.
Preparing for Meetings
The Coordinator makes sure everyone knows when/where to meet, reviews agenda and informs team of any necessary adjustments. Team members confirm their attendance and do any required research/assignments.
Conducting the meeting
Coordinator starts the meeting on time, follows the agenda, provides an opportunity for everyone to participate and clarifies action items to be taken following the meeting. Time/Record keeper makes sure the team stays within agreed upon time frame, informs team members of time elapsed and time remaining, prepares a summary of discussion, decisions made and areas of continued disagreement or uncertainty. Team members arrive on time, actively participate, give and seek information, listen actively, give constructive feedback, are supportive of other members, assign coordinator and time keeper for the next meeting and create an agenda for the next meeting.
Between Meetings
Coordinator for the next team meeting reviews/revises the agenda, distributes revised agenda to team members with a reminder about the time and place of the next meeting. Time/Record keeper from the previous meeting prepares a team meeting report and distributes it to all team members and the instructor. Team Members meet all deadlines and conduct their research/assignments as agreed upon.
Created By: Bijoy Kar on 08/08/2018 at 05:42 PM Category: Course Outlines-HRM-I Doctype: Document