Bangor University Transfer Abroad Undergraduate Program

Module Implementation Plan

MODULE: HRM-201Human Resource Management 1

LECTURER: George Bell

INTAKE: 2016 SEMESTER: 5ACTIVITY TYPES: Lecture, presentation, discussion, workshops tutorials

Start Date: Oct 30, 2017End Date: Nov 17, 2017

Year Semester Academic weeks Module Code Module Name Credits Lecture hrs/week Tutorial Hrs/week(Local Tutor) Weeks

III 2017 Fall Week 13 ~ 152017/10/30~2017/11/17 HRM-201 Human Resource

Management 110 Mon~Fri 0830~1130 Mon~Fri

1430~1530 3

The Lecturer:George retired from his position as Director for Postgraduate Management programs and as Course Director of the MBA in the School of Business Computing and Information Management [BCIM] at London South Bank University in 2010. His areas of learning and teaching involve HRM under/ postgraduate skills development via action and problem-based learning. He has over 25 years’ direct experience lecturing and as a Principle Lecturer in HRM and Organizational Behavior. Georges expertise developed from earlier roots in Industrial / Employee Relations with research experience in Trade Union issues and strategies plus his work on religious discrimination issues with the Fair Employment Commission Northern Ireland. George has also worked for the NI Government -ICI -Rolls Royce Aero Engine Division and British Rail in a variety of work roles. Currently he is working for 6 UK Universities Warwick- Leicester- Derby -Portsmouth -Essex -London South Bank. He has previously delivered the HRM Module Implementation Plan for the University of Bangor Transfer Abroad Program in HH University Henan Province in China.

Course Detail: This course introduces the key components of human resource management and brings an understanding of the alignment of HRM with business management.

Course Aims:

This module aims to enable the student to:

1. Be aware of changing trends in human resource management and policies.2. Critique and evaluate the application of HR policies, systems and procedures and their criticality for business success.3. Grasp the dynamics of personnel policies and industrial relations.4. Think critically in understanding people, productivity and performance in organizations.

Learning Outcomes:

1). Knowledge: Understand the core components of HRM, including theories and methods used in areas of HR planning, recruitment, motivation, training, appraisal and compensation.2). Research: Information searching and sourcing both online and reading set texts.3). Mentation: Can evaluate and characterize an organization’s HR management in terms of standard HRM functions.4). Argument: Can propose HR changes through identification of HR needs, and can argue for how these can be used to support overall corporate strategy. Aware of HR’s business partnership role within an organization.5). Communication: Recognizes the need for clear communication in the HR function. Is aware of different channels of communication in the organization. Able to present appropriate aspects of HR policies to different stakeholders.6). Contribution: Prepares for and participates in-group discussions. Can lead discussions and participate in presentations.7). Practical: Be aware of when policies may need to be formulated.

Assessment

Assessment Date Value

Group Presentation- 4 students per group (refer to appendix 2 for presentation topics and marking schedule).

Monday 13th November 2017 40%

Individual contribution to group presentation – 360 feedback (refer to appendix 3).

Tuesday 14th November 201710%

Individual Reflective Report Friday 17th November 2017 50%

Week Activity Type

Scheduled Contact Hours

Activity Details Core Reading + Additional Reading + Practice Material

Learning Outcomes Student Preparation for Tutorial

Week 01

MondayOct 30th

Lecture 3 hrs Introduction to module as follows (30mins)Learning outcomes.Textbook and set reading – Discussion Questions- making best use of set text.Expectations of the course. Learning outcomes. Logical and critical reasoning.Daily reflective themes /debates/ topicsIntroduction to daily discussions/debate – open joint forum with students and lecturer engagement to discuss set topic/reflective themes (20 minutes per day). Hand out Appendix 1 – Reflective Themes /QuestionsAssessmentDiscuss/introduce assessment methods, e.g. group assignment, 360-degree feedback and exam, marks and expectations.Handout group assignment topics refer Appendix 2.Group formationGive students 10minutes to form groups of 4 for the assignment and to choose a topic. All topics, as set out in appendix 2, must be distributed across the groups and covered twice or more. Collate group names and topic.

Lecture 1: Introduction to HRM What is HRM? What are the Trends that have influenced HRM? Evolution of human resource management from personnel

management. The development of the line staff organizational functions. Human resource management in context Global influences and Human Resource Management.

Reflective Theme 1 “Why Is HR Management Important to All Managers?”

Chapter 1. 1,3,4 Group Assignment /Reflective Report

Tutorial 1 hr. Assessment/ forming groups and personal reflection report

TuesdayOct 31st

Lecture 3 hrs Reflective Theme – “Why Is HR Management Important to All Managers?”L2. Equal Employment Opportunities

An examination of the regulatory process EEO using USA examples to compare with China.

L3 Human Resource Strategic Planning What is HR strategic planning, what is involved? How is the HR plan integrated with the organizational strategic plan?

Reflective theme 2 Q. “How important is an HR strategic plan, why do organizations need a plan?”

Chapter 2.

Chapter 3.

1,3,4 Reflective Theme 1 “Why Is HR Management Important to All Managers?”

Tutorial 1 hr. Reflective Theme 1 Q... [ What is HRM and] why Is HR Management Important to All Managers?

WednesdayNov 1st

Lecture 3 hrs L4 –Recruitment practice and talent management Undertaking a job analysis and creating a job description.

What is a job analysis and why undertake an analysis? Job analysis methods. Job descriptions. Contemporary issues with Job analysis.

L5- Workforce planning recruitment and selection.Recruitment and selectionPerspectives in China.

Reflective theme 3 “What exactly is the war for talent? Why is it important for all organizations?

Chapter 3Chapter 4.

Chapter 5.

1,3,4.

1,3,4,5

ReflectiveTheme 2. “How important is an HR strategic plan, why do organizations need a plan?”

Tutorial 1 hr. Reflective theme 2 Q. “How important is an HR strategic plan, why do organizations need a plan?”

ThursdayNov 2 nd

Lecture 3 hrs. Reflective theme 3 Q. “What exactly is the war for talent? Why is it important for all organizations?

L6-Testing and Selection Ranges of testing methods. Getting the right person for the job.

L7- Interviewing candidates. Behavioral based questions vs. situational questions. Establishing an interview panel Selection methods in context.

Reflective Theme 4 “What is the best method for recruitment and selection to make sure an organization gets the best employees?”

Chapter 6.

Chapter 7.

1,3,4,5

1,3,4,5

Reflective Theme 3 “What exactly is the war for talent? Why is it important for all organizations?

Tutorial 1 hr. Reflective theme 3 Q “What exactly is the war for talent? Why is it important for all organizations?

FridayNov 3rd

Lecture 3 hrs. L8- Developing People and Performance. Skills and development employees Training needs analysis. Training delivery or capability development Competencies and standards. On the job/off the job training. Evaluating training in context

Reflective theme 4 - “What is the best method for recruitment and selection to make sure an organization gets the best employees?

Chapter 8 1,3,4,5 Progress report and support for group activity and Reflective report

Workshop 1 hr. Workshop 1Progress report and support for group activity and Reflective report

Week 02

MondayNov 6th

Lecture 3 hrs Class discussion/debate – “Is it best to train people on the job or off the job?”L9 – Performance management and appraisal.Defining PM and PA.Practical ApplicationsChoice of Appraisal Methods problemsReflective Theme 5 “There is little need for performance reviews when staff are content or have little control over their work .”

Chapter 9 1,3,4,5 Reflective Theme 4 - “What is the best method for recruitment and selection to make sure an organization gets the best employees?

Tutorial 1 hr. Reflective theme 4– “What is the best method for recruitment and selection to make sure an organization gets the best employees?

TuesdayNov 7th

Lecture 3 hrsL10-Engaging and retaining employees.

Career development Psychological contract Employee engagement.

L11- Pay strategies. Managing reward and performance issuesEstablishing pay rates, current trends and issues, and pricing managerial and professional jobs.Chinese perspectives on establishing rewardsReflective Theme 6– “Why should an organization be concerned about retention and turnover?

Chapter 10.

Chapter 11.

1,3,4,5,6 Reflective theme 5“There is little need for performance reviews when staff are content or have little control over their work .”

Tutorial 1 hr. Reflective Theme 5 “There is little need for performance reviews when staff are content or have little control over their work .”.

WednesdayNov 8th

Lecture 3 hrs.

L12- Performance Pay and incentives. Remuneration decisions. Intrinsic and extrinsic rewards. Linking rewards to organizational strategies.

L13-Benefits and Services Costing /evaluating human resource activities.

Reflective theme 7 – “All employee pay increases and work related benefits should be left to judgment by the immediate manger and him or her alone!”

Chapter 12.

Chapter 13.

1,3,4,5,6 Reflective theme 6 “Why should an organization be concerned about retention and turnover?

Tutorial 1 hrs.

Reflective Theme 6– “Why should an organization be concerned about retention and turnover?

ThursdayNov 9th

Lecture 3 hrs Class discussion/debate “All employee pay increases and work related benefits should be left to judgment by the immediate manger and him or her alone!”

L14 Positive employee relations Ethics and Human Resourcing Practices Discipline and ethical practice Chinese perspective. Re - structure/outsourcing and ethical practice.

Reflective Theme 8 “How can specific HR practices establish ethical behaviour in an organisation?”

Chapter 14. 1,3,4,5,6 Reflective theme 7 “All employee pay increases and work related benefits should be left to judgment by the immediate manger and him or her alone!”Tutorial 1 hr. Reflective theme 7 – “All employee pay increases and work related benefits

should be left to judgment by the immediate manger and him or her alone!”

FridayNov 10th

Lecture 3 hrs Reflective theme 8 “How can specific HR practices establish ethical behaviour in an organisation?”

L15- Employee relations and collective bargaining. ER in USA Comparison with China.

Chapter 15 1,3,4,5,6 Tutors available to assist with questions re presentations / Progress report and support for group activity and Reflective

. Workshop

1 hr. Work shop 2 Tutors available to assist with questions re presentations / Progress report and support for group activity and Reflective report

Week 03

MondayNov 13th

Group Presentations

8:30-5pm Group presentations - evaluated – approximately 25 groups presenting with 4 group members each– Each group has 2 minutes to set up, 15minutes to present, and 3mins question time. Total of 20mins/group.

Refer to Appendix 2 for group topics.

Teams to give performance feedback to each other and to score each team members contribution. Refer Appendix 4 for feedback spreadsheet. Students to hand in and marks to be collated.

Free

TuesdayNov 14th

Lecture 3 hrs 360-degree peer review, in groups of 4; feedback team contribution; give a final score. 5 minutes per person. (20-30mins). Hand in final score.

Group assignment results presented.

L16- Health and Safety Legislation Compliance vs. safety culture. Zero harm vs. behavioral-based safety. Chinese perspective.

Chapter 16. 1,3,4,5,6,7. Reflective theme8“How can specific HR practices establish ethical behaviour in an organisation?”

Tutorial 1 hr. Reflective theme 8 “How can specific HR practices establish ethical behaviour in an organisation?”

WednesdayNov 15TH

Lecture 3 hrs L17- Managing Global Human Resources. Engaging the distant worker in their work. Managing the worker at a distance. Chinese perspective

Chapter 17. 1,3,4,5,6,7. Support for Individual reflective report

Workshop 1 hr. Work shop on Reflective report

ThursdayNov 16TH

Lecture 3 hrs L18- HR in SMEs SMEs and HR. Chinese perspective.

Chapter 18. 1,3,4,5,6,7. Final Work shop on Reflective report

Workshop 1 hr. Final Work shop on Reflective report

FridayNov 17TH

HRM 201Final assignment-Individual Reflective Report hand in on or before 12am Friday 17th November

Core textbook

Gary Dressler (2013) Human Resource Management 15th Ed., Prentice Hall. (ISB: 978-0-132-66849-1)

Appendix 1

HRM-201

REFLECTIVE THEMES /debate topics (covered where relevant in Lectures /Seminar Program plus 20 minutes of open discussions)

Students should spend approximately 20-30 minutes researching each topic [using online searches /set text readings power points /handout] and please come to class prepared to discuss/debate the reflective themes set out below e.g. start the process by researching Tuesday’s topic on Monday night after lectures and so on

You may research the following topics from all possible source mentioned above including the Internet and discussions with other students. However please note that this is an individual Report and mush be your own personal reflections on learning from the module. See the assignment for more detailed instructions and guidance. Please make sure that you write your reference source. This is required academic practice

The more effort that you put in to research Reflection and discussion the greater your critical knowledge and reflection will become.

WeekDay Reflective theme /Class Discussion Comments

1 30/10/17

Tuesday “Why Is HR Management Important to All Managers?” You will need to research what is HR management- Think about trends in HRM and its importance to all managers. Is this understood in Chinese organizations?

Wednesday “How important is an HR strategic plan, why do organizations need a plan?”

You will need to research what an HR strategic plan is. How important is planning for an organization? How can HRM help planning and managing change in an organization?

Thursday “What exactly is the war for talent? Why is it important for all organizations?

You will need to understand what The War for Talent is, and what it means for organizations. How important is this in China?

Friday “What is the best method for recruitment and selection to make sure an organization gets the best employees?”

You would have received an introduction to a range of recruitment and selection methods including for example- psychometric testing in your lecture; now consider the merits and disadvantages of these methods for attracting and appointing the best candidate.

26/11/17

Monday “Is it best to train people on the job or off the job?”Open Discussion to start Week 2

You will need to consider all the elements that are required to train workers on the job and the merits and disadvantages of taking them off the job. Which in your view is preferable in Chinese organizations?

Tuesday “There is little need for performance reviews when staff are content or have little control over their work .”

You will need to research performance reviews and what contentment at work might mean in different contexts to critically answer this question. What might performance mean in a Chinese SAO if employees have little control over their work role?

Wednesday “Why should an organization be concerned about retention and turnover?

You will need to research what is involved in managing labor turnover and aspects of retention what data is gathered. Do Chinese organizations need to be concerned about labor turnover and retention?

Thursday “All employee pay increases and work related benefits should be left to judgment by the immediate manger and him or her alone!”

You will need to understand how and when organizations give pay increases and the nature of work related benefits Should pay be individual or team based /collective?

Friday “How can specific HR practices establish ethical behaviour in an organisation?”

You will need to understand the nature of work place ethics and how companies engage in fair employment practices How do you think ethical practice is appropriate in Chinese organizations? Is organizational ethical practice only appropriate in Western organizations?

Appendix 2(a)Group Assignment Topics

Topic Comments

1. Explaining SHRM – what makes HRM strategic? What is strategic human resource management? Why is it important for organizational success? Explain the trends shaping SHRM and how HRM strategies might best connect with the changing business environment. Give examples from Chinese organizations? What competencies /skills are necessary for HR managers to succeed in today's business environment? Present you findings as a team.

2. HRM and performance -want are the links between HRM practice and performance?

Explain how human resources management practices such as HPWS can be instrumental in helping a company create a competitive advantage. Research as a team to find out Q. What is a high-performance work system? Provide several specific examples of the typical components in a high-performance work system. Give examples how these might improve the performance in a Chinese organization. Present your findings as a team.

3. Job Analysis – Why should organization conduct job analysis? Your team is asked to make a presentation to the CEO of a small company to explain how he/she can improve the performance of the employees by conducting a proper job analysis? Discuss and present the best methods for collecting job analysis data—questionnaires, the position analysis questionnaire, and so on. Compare these methods, explaining what each is useful for and listing the pros and cons of each. Present your finding as a team using examples that are appropriate to a SME operating in China.

4. Job Interviews -why is it important to conduct planned interviews? The CEO in charge of 3 different Chinese company’s one large one medium sized and one small has asked your team to advise the company on how to improve their interview procedures. Cur-rently they are using unstructured interviewing in all companies. You team needs to explain the fact that structured interviews, re-gardless of content, are more valid than unstructured interviews for predicting job performance but you must give examples. You

must also discuss and give examples of at least five common in-terviewing mistakes. What recommendations would you give for avoiding these interviewing mistakes? Consider How might this differ from company to company ? Which is best and why? Present your findings as a team.

5. Performance Appraisal-what are the benefits of appraisals? A medium sized Chinese manufacturing company has decided to introduce Performance Appraisals for all its senior managers They have asked your team to present to them the Benefits and problems associated with appraising performance.Your presentation should start by explaining the purpose of a performance appraisal Then by describing the processof performance appraisal and the pros and cons of Different appraisal methods. Highlight this in the context of At least four performance appraisal tools. Explain the Problems to be avoided in appraising performance. Compare and contrast performance management and Performance ap-

praisal. Present you findings as a team.6.HRM and SMEs -How does HRM differ in application in a SME? How does HR management differ in small and large firms? How

do HR systems differ in small and large firms? Consider for your team research - What types of HR-related risks are faced by most small businesses? What risks are faced by small business owners regarding laws, litigation, and safety? Are there government tools are available to assist small businesses with these risks? What is the situation in China? What are the personal strengths of most successful entrepreneurs?What are the strengths of small businesses? How can small businesses use these strengths to improve their HRM practices?Present as a team using example where possible from SMEs in China

7. Employee Engagement -How do you encourage engagement among the work force?

A group of managers have asked your group to help them implement an Employee Engagement Programmed. You must start your presentation by explaining why employee engagement is important, but the main part of the presentation must be how to foster such engagement. What exactly should a supervisor do to

increase an employee’s engagement? Research the importance of coaching and mentoring and present your findings as a team using example of good practice from USA and Chinese companies. Present you findings as a team.

8. Fairness at Work -why is it important for organizations to consider organizational justice?

You group should research for evidence of the nature of company discipline and how it is administered in terms of the fairness of punishment for breaking company rules. You should explore how an organization should ensure fairness in disciplining, discussing particularly the prerequisites to disciplining, disciplining guidelines, and the possibility of discipline without punishment approach. You group should consider what techniques they would recommend as alternatives to traditional discipline? How might such alternatives connect with “organizational justice”? Why do you think alternatives like these are important, given industry’s need today for highly committed employees? Would these approaches be suitable inside Chinese organizations? Present you findings as a team.

9. Health and Safety – how should organizations ensure a safe workplace? A medium sized construction based organization has asked your

group for help by advising how they might reduce the occurrence of unsafe acts on the part of their employees. You should also consider the supervisor's role in health and safety management and as well as explaining what causes unsafe acts and highlight at least five techniques for reducing accidents You try to give answers to questions such as - If an employee is injured what is the procedure should the organization follow to manage the situation? What are the obligations of the employer? How does Chinese law manage health and safety incidents? How are incidents managed in Westernized organizations? Which would you recommend? Present your findings as a team.

10. Change management. -How should organizations manage change and organizational development. What is meant by the idea of organizational change? Explore the

theory behind Kurt Lewin's model of change explaining the process that should be followed to implement organizational change?How might organizational development facilitate the success of

such organizational change?What priority would you recommend organizations might give to collaboration and communication? What could you do to ensure sustainable change once you implemented the system? How would you measure the success of the change project implementation? Present your findings as a team.

11. Management Development – why is it important to train your work force?

Your team is asked to design a management development programmer for trainee mangers from induction to the point where the new employee is trained and competent in fulfilling the role of a manger. Present your teams finding on the best way of delivering such a development programmer. Highlight the pros and cons of at least five management development methods. Give an example of a Chinese company who has a management develop programmer that would be suitable for the members of your group once you graduate. Present you findings as a team.

12.Going International – what must an organization consider before starting operations overseas

The president of a small Chinese business has asked your team to explore some of the ways that might help the current company managers deal with the new strategy of “going internationally”? The HR manager of the company has decided to send its first employees overseas to staff a new subsidiary. The president is concerned and asks your team to help explain why such assignments fail, and what plan the company might follow to avoid such failures. You decide to research the special training that candidates working overseas might need. You could consider- In what ways such training might be like and different from traditional diversity training? You might examine how intercountry differences affect culture understandings and give several examples of how each may specifically affect management e.g. USA UK EU. Present your findings as a team.

Group Assignment – 40%Evaluation Area Points of evaluation (each area is worth 4 marks each)1. Knowledge of topic Supported by research.

Demonstrate confident understanding of topic.

2. Demonstrates logical reasoning Presents a clearly thought out argument, discussion, or points for consideration.

3. Presentation Clear. Concise. Visual. Creative.

4. Group work Worked collaboratively as a group to present. Organized. Shared responsibility in delivery.

Total /40

Appendix 2(b)

Group Assignment Team List

Topic Group 1 Group 2 Group 3

1. Explaining SHRM

2. HRM and performance

3. Job Analysis

4. Improving Job Interviews

5. Performance Appraisal

6. HRM and SMEs

7. Employee Engagement

8. Fairness at Work

9. Health and Safety

10. Change management.

11. Management Development.

12. Going International

Appendix 2(c)

Group Assignment Master Sheet

To be created once groups are formed.

Appendix 3(a)

Group 360 feedback marking criteria

Competency Definition Rating

1. Participation and contribution Actively involved, has the capacity to contribute appropriately as a team member, and creates opportunities for other group members.

0 = No participation or contribution1 = Participated and contributed2 = Participated and contributed over and above

2. Managing self Organized, timely and willing. 0 = Poor self-management1= Adequate self-management2= Managed above and beyond

3. Relating to others Interacted effectively with all members of the group in all contexts in relation to the group assignment. Respectful of group members; listened to group colleagues; recognized different points of view; could negotiate and share ideas.

0 = Poor ability to interact with group1 = Effectively interacted with group2 = Highly effective group member

4. Motivated Motivated to ensure group achieved desired goals.

0 = No motivation1= Motivated2 = Highly motivated group member

5. Thinking Use of creative, critical and metacognitive processes to make sense of information, experiences and ideas.

0 = No contribution in this area1 = Good contribution to group result2 = High contribution to group result

Appendix 3(b)

Group 360 feedback

Name: ________________________________________ Total Group Score: /10

Competency Definition Rating

1. Participation and contribution Actively involved, has the capacity to contribute appropriately as a team member, and creates opportunities for other group members.

0 = No participation or contribution1 = Participated and contributed2 = Participated and contributed over and above

Group score =

2. Managing self Organized, timely and willing. 0 = Poor self-management1= Adequate self-management2= Managed above and beyond

Group score =

3. Relating to others Interacted effectively with all members of the group in all contexts in relation to the group assignment. Respectful of group members; listened to group colleagues; recognized different points of view; could negotiate and share ideas.

0 = Poor ability to interact with group1 = Effectively interacted with group2 = Highly effective group member

Group score =

4. Motivated Motivated to ensure group achieved desired goals.

0 = No motivation1= Motivated2 = Highly motivated group member

Group score =

5. Thinking Use of creative, critical and metacognitive processes to make sense of information, experiences and ideas.

0 = No contribution in this area1 = Good contribution to group result2 = High contribution to group result

Group score =