Before starting: A few basic reminders
• Instructors: Inesa Voronchuka (me) Aivars Kalnins
• Office hours: Thursday 6 - 7 pm– Room 338– E- mail [email protected]– E- mail [email protected]
• Classes: – Tuesdays 14:30- 18:00Room 406– Thursday 14:30- 18:00 Room: 423,
Aspazijas blvd.
• September 03 - October 24
• Tuesdays Thursdays
• 14:30- 18:00 14:30- 18:00
• Room 406 Room 423
• Aspazijas blvd.
• Exam - October 24
Why a course in Human Resource Management
• Managing people is the central challenge in every organization (firms/other orgs.)
• All managers need to understand the strategic perspective on HR, how the HR function/unit works and how to manage people day-by-day
• HR integrates with other courses– Organizational theory/processes– Strategy– Microeconomics
What do you expect to learn from this course?
• Many people usually take the course because…– …they lack a basic understanding of human behavior
in a work context– …they genuinely believe that people are the important
element to make things work– …they think that, even though they want to work even
in finance, they should know something about how the “other folks at HR work”
– …working in HR is their dream job (unfortunately many of the students fall into this category)
A few non-standard features of the course
• Language: English, no kidding (but do not worry too much, either)
• People: – Exchange students of all levels
• Readings: – available through databases– Available at the local library (either in physical or
electronic form)– A detailed syllabus is online
Teaching/learning style
• Premises:– I believe way more in a student’s ability to learn
than in a teacher’s ability to teach– We should start practicing relational skills in a low
risk environment such as this. So…
• …participation is key (“participate to learn and learn to participate” will be our motto)– Participation = showing up and preparing the
readings and discussing them
Which means…
• Traditional lectures alternate with class discussions of cases, topics, problems
• During discussions you will be asked to take a position on issues and defend it.
• On-topic questions are always welcome• Basically, we will tackle a selection of 14
themes on HRM, and a few preliminary topics
Course outline: two kinds of topics
• Introductory/preliminary topics: things we need to know before concerning ourselves with HR
• What do all managers do day-by-day
• What do “HR people” actually doTo manage
people
Course outline (topics) I
• Essential of Personnel Management
• Personnel Politic and Strategy in Organisation
• Personnel Administration ( aims and tasks)
• Personnel Planning
• Job Analysis
• Personnel Recruitment
• Personnel Selection
Course outline (topics) II
• Contract of Employment
• Employee Involvement
• Performance Appraisal
• Personnel Development
• Principles of Payments Systems
• Reasons of Personnel Leaving from Organisation
• Labour Legislation
LITERATURE (I)
• Armstrong, M. Handbook of Human Resource Management Practice. -10th ed., 2006.
• Cole G.A. Pesonnel Management. London. 1997.
• Dessler G., Human Resource Management, 8th Edication, Prentice Hall,2002.
Grading
• Simple formula: 70% class participation + 30% final exam = final grade
• Class participation: – Active participation in seminars and teamworks -20%
• Showing up• Taking part in discussing/debating issues
– Practical works and individual presentation - 20%• Volunteering to present a case • Producing a write-up of a case/reading
– Positive marks for 3 theoretical tests – 30 %
• Final exam: open ended questions strictly related to readings/class activities
Participation grading
• To be ok by the end of the course you will have to:– Turn in at least ONE major (around 8-10
pages) case comment/write up– Turn in and present at least TWO short
essays on HRM methods (working in groups)– Be one of the main discussants of a
case/reading (volunteering in advance will be appreciated)
What if I do not attend?
• FAQs:– Is it possible to take the exam without
attending? No. – Did this happen in the past? Yes, on average
one or two students.
1.1. General ideas of personnel science, personnel economy and personnel
management.• Personnel management
is a science where the subject of cognition is personnel collaborator in the organization with the purpose to reproduce and forecast behaving style of the leadership object.
1.1. General ideas of personnel science, personnel economy and personnel
management.• Things you should keep in mind in
personnel management:– standards of culture– level of sociocultural development– effectiveness of economy– individual inviolability– legality
1.1. General ideas of personnel science, personnel economy and personnel
management.• There are two ways of defining personnel
management as well as management in general:
– functionally– institutionally
1.1. General ideas of personnel science, personnel economy and personnel
management.• Personnel management - as a function, where
the task is to realize potential energy of human in a way of economical progress;
• personnel management - as an institution in organizational area with specialization to noticing and performing of personnel economical tasks. Personnel economy is located at the center of organization as a institutional service against the other services.
1.1. General ideas of personnel science, personnel economy and personnel
management.• Personnel management can be examine
from several perspectives.First, there are 4 functions:
1) planning2) implication and choice3) development4) sanctions
- what is necessary to manage the group of humans in organization.
1.1. General ideas of personnel science, personnel economy and personnel
management.
Second, it is process with which insufficiency of working resources is determined.
1.1. General ideas of personnel science, personnel economy and personnel
management.Third, it reflects the impact of four values:
- responsibility
- effectiveness - efficiency
- individual rights
- social justice
over employee (values impacting the allocation of work)
1.1. General ideas of personnel science, personnel economy and personnel
management.Fourth, the laws, rules and regulation
(practical use of rights and policy)
what is employed in a work process of personnel systems.
1.1. General ideas of personnel science, personnel economy and personnel
management.There are three basic methods in a productive and
effective personnel administration:
1. Every manager (not only personnel section) must pay attention to training of workers and working condition.
2. Workers are value. Humans (not the buildings or computers) gives opportunity to organization do the job.
3. Personnel leadership is coordinating process - integration of organizational targets and human needs.
1.1. General ideas of personnel science, personnel economy and personnel
management.Success of organization results from
combination of elementary manufacturing factors:
- work
- technology and equipment
- materials
1.1. General ideas of personnel science, personnel economy and personnel
management.Essentials of personnel economy could be
described as follows:
- concepts
- personnel policy and strategy
- structure of organization
- tasks and objectives
1.1. General ideas of personnel science, personnel economy and personnel
management.
Personnel management concepts are divided:
- personnel
- personnel economy
- other concepts
1.1. General ideas of personnel science, personnel economy and personnel
management.
Human at work place expectations
objectives
needs
problems
Human at work place expectations
objectives
needs
problems
Abstractedly, personnel is build on human work, expectations, objectives,needs and problems in organisation.
1.1. General ideas of personnel science, personnel economy and personnel
management.
Meaning of term “personnel” is different:
It is bearer of work – collaborator determine or settle jobs, determine effectiveness of economy. From this point of view personnel is like manufacturing factor.
1.1. General ideas of personnel science, personnel economy and personnel
management.
• It is motivated individual – collaborator who have any motives and he achieve certain objectives. Important that employer and employee have to be the same objectives. If there is any differences in understanding of objectives, there could arise problems between employer and employee.
1.1. General ideas of personnel science, personnel economy and personnel
management.
It is coalition partner – collaborator in a different alignments:
- worker agencies (trade – union)
- task groups
- hierarchies
- informal groups
Therefore he represents at least a part of group interests and feels as a collaborator of group.
1.1. General ideas of personnel science, personnel economy and personnel
management.
It is bearer of responsibility – collaborator in any organization more or less have to be responsible what essentially influence working quality of anyone organization.
Generator of expenses – worker have to be rewarded. This reward and ability essentially influence economical action of every organization.
1.1. General ideas of personnel science, personnel economy and personnel
management.Human at working product
work place
group
organization
1.1. General ideas of personnel science, personnel economy and personnel
management.Personnel economy – is element of
organisational economy and it is related to use of manufacturing factor “WORK”. It includes:
supply and security of collaboratorsdecision making for relation with employees
it influence effectiveness of personnel and organization actions.
1.1. General ideas of personnel science, personnel economy and personnel
management.
Examining aspects of personnel economy is necessary consider other concepts of personnel management:
- personnel management – spectra of all possible management functions between organization and personnel to respect and co-ordinate interests of both parties.
- Personnel leadership – relations between managers and subordinates what is directly related with individual and personal in a process of management.
1.1. General ideas of personnel science, personnel economy and personnel
management.
Differences between terms “management” and “leadership”:
-term “management” in this course is used in a context of administrative system, where dominate manuals, juridical standards, rules e.t.c.
-term “leadership” is used generally, but especially if it concerns human entity and relations between persons.
1.1. General ideas of personnel science, personnel economy and personnel
management.
Personnel policy – formulation of values and certainty of organization (guidelines, basic principles) concerning main functions of organization. All targets are enlightened to above mentioned things in a personnel area.
1.1. General ideas of personnel science, personnel economy and personnel
management.
Personnel marketing – personnel appreciation from market point of view. Concept “personnel searching” is a dominant aspect.
1.1. General ideas of personnel science, personnel economy and personnel
management.
Personnel searching – invitation, selection and enchaining of personnel for specific work performance.
1.1. General ideas of personnel science, personnel economy and personnel
management.
-Organization (enterprise, firm, partnership)
-organisational system provided to achieve the goals with a help of humans and technology.
-Personnel organization – organisational structure of personnel economy as a part of common structure of organization (starting with 100 – 200 workers, there is necessary personnel department).
1.1. General ideas of personnel science, personnel economy and personnel
management.
- Personnel planning – analyse of situation before solving specific problem in a basic spheres of personnel economy.
1.1. General ideas of personnel science, personnel economy and personnel
management.
- Personnel ensurance – searching for convenient workers, selection of applicants, assuming and inaugurating of new workers.
1.1. General ideas of personnel science, personnel economy and personnel
management.• Personnel development – performing events in order to
improve qualification, motivation and understanding of workers about necessity of education, systematically marking higher needs. Worker needs connected with work are supplied in a different ways:
as a education, what is first task in organization to get the job
as a qualification, which is complemented with different knowledge and abilities
as a in-service-trainingas a over-qualification – it means, getting the second
education in order a worker could do a new work
1.1. General ideas of personnel science, personnel economy and personnel
management.
- Emancipating of personnel – activities connected to personnel changes in a time period, decreasing of personnel after agreement and noticing a work individually.
- Personnel care – direct activities against
worker performed by personnel department.
1.1. General ideas of personnel science, personnel economy and personnel
management.• - Personnel administration – total quantity of
administrative events in a basic sphere of personnel economy:
Personnel office keepingWork with personnel – data processing of workers
resettling, consignment and groupingCalculating of reward – there are calculated gross
and net salary as well as social insurance payments
Social administrationPersonnel statistics
1.1. General ideas of personnel science, personnel economy and personnel
management.
- Personnel management audit (controlling) – analyse and management of personnel economy effectiveness
- Work description – concept used to describe work process: purpose, main features, special duties, expecting outcomes, main goals and how they are related to other works (working places) in organisation.
1.1. General ideas of personnel science, personnel economy and personnel management.
U1
Goals Works Persons
(Functions) (Working places) (Workers)
Personnel union
Replacement
Work in more working
places
Partial loading
Work division
Separate agreement
of work performance
Project group
Synthesis of work Planning of personnel
performing together enchaining
U2
U4
U5
U3
D1
D2
D3
D4
P1
P2
P3
P4
P5
P6
1.2. Development phases of personnel management Table 2.1.1. Development phases of personnel (Vunderera)
1. Bureaucracy (approx.. to 1960)
Main functions: administration, realisation of personnel policy decisions
Responsible: commercial management
Primary position: worker like impersonal performer
2. Institutionalisation (approx.. from 1960)
Main functions: professionalization, centralisation, and specialisation
Responsibility: Manager of personnel department in small and large organisations.
Primary position: customising of personnel to organisation needs
3. Humanisation (approx.. from 1970)
Main functions: humanisation, partnership, orientation to collaborator, work performing
Responsibility: personnel staff, representatives of employees
Primary position: organisation customising to collaborators, effectiveness4. Economization (approx.. from 1980)Main functions: elasticity, rationalityResponsibility: personnel department, line managementPrimary position: customise to changeable surrounding circumstances, effectiveness5. Orientation to intrapreneurship (approx.. from1990)
Main functions: economical thinking, action, and responsibility
Responsibility: managers
Primary position: worker is the most valued and sensitive recourse
1.3. The process of personnel management
Recoursesof workforce
Studies anddevelopment
Relations between
employees Salary
Entrance Outcome
Personnel functions
The process of personnel management
Personnel management and organization
Team work
• Decide about the company you work for:– To feel you in two Roles: as empoyer and job
seaker– As employer:
- name of organisation
- policy and strategy and so on...