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人力资源管理(英语)-教学大纲

更新时间:2023-05-17 20:33:58 阅读： 评论：0

Human Resource Management
Cour Code：050232B
Cour Name：Human Resource Management
Periods：32
Credits：2
Name(s) of academic staff：Wei Hua-ying
Preparatory Cours：
Learning outcomes
(1) Define the roles and activities of a company's human resource management function.
(2) Discuss how to strategically plan for the human resources needed to meet organizational goals and objectives.
(3) Define the process of job analysis and discuss its importance as a foundation for human resource management practice.
缩写(4) Compare and contrast methods ud for lection and placement of human resources.
(5) Describe the steps required to analyze, develop, implement, and evaluate an employee training program.
(6) Identify and explain the issues involved in establishing compensation systems.
(7) Identify how new technology, such as digital and social media, is influencing human resource management.
虚拟语气的用法
(8) Discuss what companies should do to compete in the global marketplace.
(9) Identify the importance of the process of human resource management functions in small business and entrepreneurial firms.
● Cour Description
This cour is an introduction to the human resource management (HRM) function and related elements and activities to examine the role of the human resource professional as a strategic partner in managing today’s organizations. Key functions such as recruitment, lection, development, performance management, appraisal, retention, compensation, and labor relations are examined. Implications of the legal and global environments are examined and current issues such as employee engagement and employee health and safety are analyzed. Emphasis is placed on the modern day importance of HRM at the corporate level as well as the importance of HRM in small business and entrepreneurial firms.
● Mode of delivery
Lecture and Tutorial.
● Content outline of the subject and learning time per topic
eigendecomposition
week
Content outline of the subject
Learning time per topic (hours)
Topic
Lecture
Tutorial
Self
learning
Overall
caption
1
Chapter 1 Introduction to Human Resource Management
After studying this chapter, students should be able to:
1-1.    Explain what human resource management is and how it relates to the management process.
1-2.    Briefly discuss and illustrate each of the important trends influencing human resource management.
1-3.    List and briefly describe “distributed HR” and other important aspects of human management today.
1-4.    List at least four important human resource manager competencies.
1-5.    Outline the plan of this book.
Chapter 2 Equal Opportunity and the Lawguinot
After studying this chapter, students should be able to:
2-1.Explain the importance of and list the basic features of Title VII of the 1964 Civil Rights Act and at least five other equal employment laws.
2-2.Describe post-1990 employment laws including Americans with Disabilities Act and how to avoid accusations of xual harassment at work.
2-3.List the steps in the EEOC enforcement process.
2-4.Discuss why diversity management is important and how to install a diversity  management program.
1.8
0.2
4
6
2
Chapter 3 Human Resource Management Strategy and Analysis
After studying this chapter, students should be able to:
3-1. Explain with examples each of the eight steps in the strategic management process.
3-2. List with examples the main types of strategies.
3-3. Define strategic human resource management and give an example of strategic human resource management in practice.
3-4. Give at least five examples of HR metrics.
3-5. Give five examples of what employers can do to have high-performance systems.
3-6.    Describe how you would execute a program to improve employee engagement.
1.5
0.5
6
8
3
Chapter 4 Job Analysis and the Talent Management Process
After studying this chapter, students should be able to:
4-1.Define talent management and explain why it is important.
4-2.Discuss the process of job analysis, including why it is important.
4-3.Explain how to u at least three methods of collecting job analysis information, including interviews, questionnaires, and obrvation.
4-4.Explain how you would write a job description.
4-5.Explain how to write a job specification.
4-6.List some human traits and behaviors you would want an employee to bring to a job if employee engagement is important to doing the job well.
4-7.Explain competency-bad job analysis, including what it means and how it's done in practice.
1.5
0.5
3
5
4
Chapter 5 Personnel Planning and Recruiting
After studying this chapter, students should be able to:
5-1.Explain the main techniques ud in employment planning and forecasting.
5-2.Explain and give examples for the need for effective recruiting.
5-3.Name and describe the main internal sources of candidates.
5-4.Discuss a workforce planning method you would u to improve employee engagement.
5-5.List and discuss the main outside sources of candidates.
5-6.Explain how to recruit a more diver workforce.
5-7.Discuss practical guidelines for obtaining application information.
1.5
0.5
6
8
5
Chapter 6 Employee Testing and Selection
After studying this chapter, your students should be able to:
6-1. Answer the questions: Why is it important to test and lect employees?
6-2. Explain what is meant by reliability and validity.
6-3. List and briefly describe the basic categories of lection tests, with examples.
6-4. Explain how to u two work simulations for lection.
6-5. Describe four ways to improve an employer’s background checking process.
1.8
0.2
8
10
6
Chapter 7 Interviewing Candidates
After studying this chapter, students should be able to:
7-1.List and give examples of the main types of lection interviews.
7-2.List and explain the main errors that can undermine an interview’s ufulness.
7-3.Define a structured situational interview and explain how to design and conduct effective lection interviews.
7-4.Discuss how to u employee lection methods to improve employee engagement.
craigslist
7-5.List the main points to know about developing and extending the actual job offer.
1.9
0.1
8
10
7
Chapter 8 Training and Developing Employees
After studying this chapter, students should be able to:
8-1.    Summarize the purpo and process of employee orientation.
8-2.    Give an example of how to design onboarding to improve employee engagement.
8-3.    List and briefly explain each of the steps in the training process.
8-4.    Explain how to u five training techniques.
8-5.    List and briefly discuss four management development methods.
8-6.    List and briefly discuss the importance of the steps in leading organizational change.
8-7. Explain why a controlled study may be superior for evaluating the training program’s effects.
1
1
4
6
8
Chapter 9 Performance Management and Appraisal
After studying this chapter, students should be able to:
9-1.    Describe the appraisal process.
9-2.    Discuss the pros and cons of at least eight performance appraisal methods.
9-3.    Give examples of potential appraisal problems and how to deal with them.
9-4.    List steps to take in the appraisal interview.
9-5.    Explain key points in how to u the appraisal interview to boost employee engagement.
9-6.    Explain how you would take a performance management approach to appraisal.
1.2
0.8
4
6
9
Chapter 10 Managing Careers and Retention
10-1. Discuss what employers and supervisors can do to support employees’ career development needs.
10-2. Explain why career development can improve employee engagement.
10-3. Describe a comprehensive approach to retaining employees.
10-4. List and briefly explain the main decisions employers should address in reaching promotion and other employee life-cycle career decisions.
10-5. Explain each of the main grounds for dismissal.
1
1
3
5
10
Chapter 11 Establishing Strategic Pay Plans
After studying this chapter, students should be able to:
11-1. List the basic factors determining pay rates.
11-2. Define and give an example of how to conduct a job evaluation.
11-3. Explain in detail how to establish a market-competitive pay plan.
11-4. Explain how to price managerial and professional jobs.
11-5. Explain the difference between competency-bad and traditional pay plans.
mindy gledhill
11-6. Describe the importance of total rewards for improving employee engagement.
1
1
4
6
11
Chapter 12 Pay for Performance and Financial Incentives
After studying this chapter, students should be able to:
12-1. Explain how you would apply four motivation theories in formulating an incentive plan.
12-2. Discuss the main incentives for individual employees.
12-3. Discuss the pros and cons of commissions versus straight pay for salespeople.
12-4. Describe the main incentives for managers and executives.
12-5. Name and describe the most popular organization-wide incentive plans.
12-6. Explain how to u incentives to improve employee engagement.
1.8
0.2
4
6
12
Chapter 13 Benefits and Services
After studying this chapter, students should be able to:
13-1. Name and define each of the main pay for time not worked benefits.
13-2. Describe each of the main insurance benefits.
13-3. Discuss the main retirement benefits.
13-4. Outline the main employees’ rvices benefits.
13-5. Explain the main flexible benefit programs.
13-6. Explain how to u benefits to improve engagement, productivity, and performance.
1.8
0.2
6
8
13
hot potato
Chapter 14 Building Positive Employee Relations
After studying this chapter, students should be able to:
14-1. Define employee relations.
14-2. Discuss at least four methods for managing employee relations.
14-3. Explain what is meant by ethical behavior.
14-4. Explain what is meant by fair disciplinary practices.
Chapter 15 Labor Relations and Collective Bargaining
15-1. Give a brief history of the American labor movement.
15-2. Discuss the main features of at least three major pieces of labor legislation.
15-3. Prent examples of what to expect during the union drive and election.
15-4. Illustrate with examples of bargaining that is not in good faith.
15-5. Develop a grievance procedure.
15-6. Describe a strategy for cooperative labor relations.
1.5
0.5
2
4
14
Chapter 16 Safety, Health, and Risk Management
After studying this chapter, students should be able to:
16-1. Explain the supervisor’s role in safety.
16-2. Explain the basic facts about safety law and OSHA.
16-3. Answer the question, “What caus accidents?”
本能2致命诱惑16-4. List and explain five ways to prevent accidents at work.
16-5. Describe how one company us employee engagement to improve workplace safety.
16-6. List five workplace health hazards and how to deal with them.
16-7. Discuss the prerequisites for a curity plan and how to t up a basic curity program.
1.5
0.5
4
6
15
Chapter 17 Managing Global Human Resources
After studying this chapter, students should be able to:
17-1. List the HR challenges of international business.
17-2. Illustrate with examples how intercountry differences affect HRM.
17-3. List and briefly describe the main methods for staffing global organizations.
17-4. Discuss some important issues to keep in mind in training, appraising, and compensating international employees.
17-5. Discuss similarities and differences in employee engagement around the globe.
17-6. Explain with examples how to implement a global human resource management program.
1.8
0.2
2
boxi
4
16
Chapter 18 Managing Human Resources in Small and Entrepreneurial Firms
After studying this chapter, students should be able to:
18-1. Explain why HRM is important to small business and how small business HRM is different from that in large business.
18-2. Give four examples of how entrepreneurs can u Internet and government tools to support the HR effort.
18-3. List five ways entrepreneurs can u their small size to improve their HR process.
18-4. Discuss how you would choo and deal with a professional employee organization.
18-5. Describe how you would create a start-up human resource system for a new small business.
1.5
0.5
4
6
Total student learning time (SLT)
24.1
7.9
72
104

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