Topics: Human resource management, Human resources, Labour economics Pages: 9 (2676 words) Published: May 5, 2013
Department of Human Resources and Industrial Relations
Carlson School of Management
University of Minnesota
HRIR 3021 Section 020
Human Resources Management
Spring 2013

Sid A. Benraouane, Ph.D.TA: Indu Bhargava
Office CSOM 4-213Office hours: Tuesday: 12:00-1:00
Office hours: W. 8:15-9:15 PM 3-300B Adjunct office CSOM Phone: (612) 626-8275 Email:


* Jackson, Susan E., Schuler Randall S., and Werner, Steve: Managing Human Resources Through Strategic Partnerships, 11th ed. * Additional required reading can be found in the course syllabus or posted on moodle.

* Background
Traditional views of modern organizations have approached the function of human resources as an administrative unit in charge of the hiring and firing of organizations' employees. From this perspective, the function of human resources was not considered as valuable as other functions such as finance and marketing. Rather, it was perceived by executives and organizational leadership as an “overhead” department that had no impact on the company's bottom line. However, and as a result of the structural changes that have been affecting global economy since the 1990s, a shift in the perception and roles within the field has occurred. HR professionals are now called upon in order to redefine their roles, re-engineer their practices and rethink their contribution to the company’s bottom line. The function of human resources has become a strategic function in which HR professionals are seen as business partners in charge of managing talent and human capital by aligning their practices with the overall corporate strategy.

* Course description
This course is an introduction to human resources as a field of study and profession. In looking at HR as a field of study, this course will survey major themes discussed in the field. Such themes include the definition of the changing nature of the HR function, the effects of globalization and the impact of technological breakthrough on HR practices. In looking at human resources as a profession, this course will introduce you to the main practices that allow HR professionals to accomplish their tasks. Major practices that will be reviewed in this course include, among others, the legal environment, the selection process, performance management and compensation. Because of its nature, this course will offer only a review of the above-mentioned topics and practices. You will not be expected to leave this course with expertise in any of the themes or practices covered. The objective is to provide an overview that will allow you to gain an overall understanding of how human resources professionals interact with organizational departments in order to ensure the successful functioning of organizations.

* Course objectives
Upon the completion of this course, students will gain the following learning objectives: * Outline the evolutionary process through which human resources has achieved its present state of development * Investigate current human resources development plans including needs analysis and human resources planning. * Identify the ethical issues for various human resources management decisions * Discuss theories and practices in strategic human resource planning * Discuss the legal aspects of equal employment and laws related to employment/human resources * Describe the entire staffing process, from recruitment through training * Identify employee benefits and the reasons for their growth, their costs, and their possible contributions to the organizational strategy * Apply principles of job design and job analysis in the development of job descriptions and job specifications * Discuss various ways to measure employee performance

* Identify the various factors which help determine the wage rate for each job within an...
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