Independent University

School of Business

MBA 509: Human Resources Management

Section 02
Autumn Semester 2017
Week 1 & 2
 Student consultation
Room: 2012
Email: nazmul.amin@gmail.com
Consultation Time:
Face-to-face (From Week 2)
Tuesday before or after class
E-mail
Anytime
 Unit objectives
Define the purpose and the range of activities associated with the
area of human resource management (HRM);
Develop an understanding of HRM in the context of environment
including the national and international legal obligations and
globalization;
Examine the issues related to performance evaluation and
management, and compensation and benefits;
Develop an understanding of employee training and development
and career planning and development;
Review labour-management relations and promotion of safety and
health of the employees;
Analyse and evaluate the strategic contribution that can be made
by the HR function; and
Broadly understand the HR challenges businesses are facing in the
21st century
 Assessment
Types of Evaluation Nos. Due date Weight
Class attendance & participation 100% 05%
Minor Project and Presentation (Minor 1 The written report is 15%
Assignment: Group): consists of: due in the class on the
Presentation: Part 1 (10%) day of presentation.
3-4 students in a group. (Groups whose
Written Report: Part 2 (5%) presentation is due on
Word limit-2500-3000 words (without the same week as the
major assignment can
references & appendices)
have an extra week)
Major Project (Research Report): 1 21 Nov 2017 (Tuesday in 15%
(Major Assignment: Individual) the lecture class)
Word limit - 4500 (max). (Executive
summary & references are not included in the
word count)
Mid-term examination; 2 hr. closed book 1 Official Examination 30%
exam Period (week 7)
Final Examination; 2 hr. closed book exam 1 Official Examination 35%
Period
 Assessment details
Assignment 1 Evaluation Criteria
Structure
Content
Visual aids
Presentation
Referencing

Plagiarism
Must be your own work
Sources must be acknowledged
properly
 Assessment details
Assignment 2: Report (Individual)
Please select one case from the following cases and answer the
questions at the end.
A Cement Manufacturing Company in Bangladesh.
Beauty Industry in Bangladesh.
Media Industry in Bangladesh.
Walton.
Questions
1. What are the HRM problems and issues facing your selected
company/Industry? (This includes a brief introduction to the case analysis)
2. What sort of HRM approaches do you think need to be taken to
ensure ongoing strategic competitive advantage?
3. What HRM challenges will [your chosen company/industry] face in
the 21st century? Critically discuss.
Todays Learning Objectives
Define & discuss
Human resource management
Why study HRM
HRM: A Historical perspective
Responsibilities of HR departments
HRM practices & company performance
Line manager vs. HR manager
Changing nature of HRM/ The HR environment
Get a broad overview of the distinctive challenges
of managing HRM
 Two way of Managing
Traditional High performance
Narrow job definitions Flexible jobs
Hire/Fire Teams
Adversarial atmosphere Joint problem solving
Managers think, Employee participation
employees execute in decision-making
No employee role in
High levels of training
governance
 Did you know??
More than half of HR professionals think that
retaining and rewarding best employees and
developing next generation corporate leaders will
be the greatest challenges
New research reveals that the richer your income
becomes, the poorer your work-life balance will
be.
Australian employers have proven slow to act on
improving the representation of women in the
senior executive and board ranks of Australia's top
companies.
 Define Human Resource Management

HRM is the process of acquiring, training,

appraising, and compensating employees, and of
attending to their labour relations, health and
safety, and fairness concerns. (Dessler, 2011)
Is concerned with a holistic approach towards the
management of people working in an organization,
who contribute to the achievement of
organizational objectives. (Agarwala, 2007)
the policies, practices, and systems that influence
employees behaviour, attitudes, and performance.
(Noe, et al., 2009)
 HRM: A Historical perspective

History of labour management

(Late-eighteenth century to late-nineteenth century)

The historical contexts

The technological
The market
The political & legal contexts
The social context
The business context..
 HRM: A Historical perspective
Early-to mid-nineteenth century: Textile companies
Mid-to late-nineteenth century: Railway companies
Mid-twentieth century: Manufacturers (steel,
chemicals, automobiles, electrical)
End of twentieth century: Retailing & financial
services
Ownership
&
governance
Welfare or Human
Personnel
labour resource
managers
managers managers
Human Resource Management Practices

Organisational
performance

Induction
Introduction Employee
Job Analysis Training & Relations
to HRM Development Performance Compensation
And
& Design of Recruiting Selection Management Management
And
work Strategic
Work Life
HR Planning Talent
Balance
Management
 HRs Role
The job of human resources is NOT primarily to:
Keep the company out of court
Enforce rules and maintain consistency
Manage administrative processes
Tell people No.
HRs job is to:
Help build and reinforce the companys values and
culture
Play a leadership role in building capabilities that
ensure the successful execution of business strategy.
 Aims of HRM
Organizational effectiveness
Human capital management
Knowledge management
Reward management
Employee relations
Meeting diverse needs
Bridging the gap between rhetoric and reality
 Why Study HRM?

You dont want to make while managing

Hire the wrong person for the job
Experience high turnover
Have your people not doing their best
Waste time with useless interviews
Have your company taken to court because of your
discriminatory actions
Have some employees think their salaries are unfair
relative to others in the organization
Allow a lack of training to undermine your department's
effectiveness
Commit any unfair labour practices
 Why Study HRM
Staffing the organization
Designing jobs & teams
Developing skillful employees
Identifying approaches for improving
their performance
Rewarding employee successes
 Responsibilities of HR Department
Function Responsibilities
Analysis & design of work Work analysis; job design; job descriptions

Recruitment & selection Recruiting; job postings; interviewing; testing; coordinating use of temporary
labour
Training & development Orientation; skills; training; career development programs

Performance management Performance measures; preparation & administration of performance

appraisals; discipline
Compensation & benefits Wages & salary administration; incentive pay; insurance; vacation leave
administration; retirement plans; profit sharing; stock plans

Employee relations Attitude surveys; labour relations; employee handbooks; company

publications; labour law compliance; relocation & outplacement services

Personnel policies Policy creation; policy communication; record keeping; HR information

systems
Compliance with laws Policies to ensure lawful behaviour; reporting; posting information; safety
inspections; accessibility accommodations

Support for strategy Human resource planning & forecasting; change management
 The Trends Shaping HRM
Globalization & competition trends
Deregulation
Technological trends
Trends in the nature of work
Workforce & demographic trends
Economic challenges & trends
 The Trends Shaping HRM
The new human resource managers
Focus more on big picture issues
Find new ways to provide transactional
services
Strategic HRM
Evidence-based HRM
Managing ethics
HR certification
Competitive challenges & HRM
Going global
Embracing new technology
Managing change
Developing human capital
Responding to the market
Containing costs
 Presentation Case: Week 4
Case for presentation: Google, page 738 (Human
Resource Management, 13th ed. Gary Dessler, 2012)
Presentation Questions:
1.What do you think of the idea of Google correlating
personal traits from the employee's answers on the
survey to their performance, and then using that as
the basis for screening job candidate? In other
words, is it or is it not a good idea and please
explain your answer.
2.If you wanted to hire the brightest people around,
how would you go about recruiting and selecting
them?
 Presentation Case: Week 5
Case for presentation: Job analysis and hiring decisions
at Ovania Chemical, page 732-737 (Managing Human
Resources, 13th ed. Bohlander & Snell, 2005)
Presentation questions:
1. How would you go about conducting a job analysis for
a job that does not yet exist?
2. What reasons did the selection committee have for
selecting only those factors that could not be acquired
in a two-year training program?
3. should the concern for women getting down into the
dirty treatment tanks have been a selection issue?
 Presentation Case: Week 6
Case for presentation: Angelos Pizza, page 735 (Human
Resource Management, 13th ed. Gary Dessler, 2012)
Presentation questions:
1. Identify and briefly discuss five specific human
resource management error using the case Angelos
Pizza.
2. Develop a structured interview form that can be used
for hiring (1) store managers, (2) waiters and
waitresses, and (3) counter people/ pizza makers.
3. Based on what you know about Angelos, write a one-
page outline showing specifically how you think
Angelos should go about selecting employees.
 Presentation Case: Week 8
Case for presentation: Continental Airlines: One
Companys Flight to Success, page 748-750,
(Managing Human Resources, 13th edition, Bohlander &
Snell, 2005);
Presentation Questions:
1. If you were the manager of a distressed
organization, what specific steps would you take to
turn the organization around?
2. What are the primary causes for the sudden
change in employee morale at Continental
Airlines?
 Presentation Case: Week 9

Case for presentation: Dennys: A Grand

Slam Success Story, page 730-732,
(Managing Human Resources, Bohlander & Snell, 2005);
Presentation Questions
Answer question 1,2, & 3 from the case.
 Presentation Case: Week 10

Case for presentation: McDonalds, page

425-432, (Strategic Human Resources, Tanuja
Agarwala, Oxford University Press, 2007);
Presentation Questions
Answer question 2, 3, 5, and 8 from the
case.
 Presentation Case: Week 11
Case for presentation: Mentoring at Coca-Cola
Foods, page 701-705 (Strategic Human Resource
Management, Tanuja Agarwala, Oxford University Press,
2007)
Presentation questions..
1. Discuss the differences between mentoring and
coaching based on the information in the case.
2. Evaluate the ten part mentoring process used by
Coca Cola Foods.
3. What conditions are important for the success of
mentoring program?
 Presentation Case: Week 12
Case for presentation: ABC Learning: Collapse of an
Entrepreneurial Venture, page 1-13 (Cases in Business
and Management, 2nd edition, Alam & Majumdar, 2011),
(Case book).
Presentation Questions
1. Critically evaluate the main reasons for ABC Learnings
collapse.
2. Identify and discuss the main business features of the
childcare industry.
3. What policy regime do you recommend for a viable
childcare industry?