人力資源管理課程介紹與教學(xué)大綱

人力資源管理課程簡介課程編號12HRM210課程名稱人力資源管理課程性質(zhì)必修學(xué) 時32學(xué) 分2學(xué)時分配授課：32實驗：上機：實踐：實踐（周）：考核方式閉卷考試，平時成績占50% ,期末成績占50% o開課學(xué)院國際教育學(xué)院更新時間適用專業(yè)財務(wù)管理（中澳合作）先修課程組織與管理、大學(xué)英語課程內(nèi)容:人力資源管理課程是財務(wù)管理（中澳合作）專業(yè)的一門必修課，也是一門專業(yè)基礎(chǔ)課。該課程的主要內(nèi)容包括人力資源管理概述、人力資源規(guī)劃、人力資源信息系統(tǒng)、工作分析與工作設(shè)計、招聘甄選與公平就業(yè)、績效管理、培訓(xùn)與開發(fā)、職業(yè)生涯管理、薪酬管理、職業(yè)健康與安全管理等。通過該門課程的學(xué)習(xí)，學(xué)生可以運用基本的知識和基本理論，采用人力資源管理工具進行口常的人力資源管理丁.作。該門課程的主要任務(wù)是理解人力資源管理和人力資源經(jīng)理的角色和地位；熟悉人力資源信息系統(tǒng)和員工健康與安全管理，掌握人力資源規(guī)劃、工作分析與工作設(shè)計、招聘管理、績效考核、員工培訓(xùn)與開發(fā)、薪酬管理等的基本技能,并能將所學(xué)知識進行實踐操作。Brief IntroductionCode12IIRM210 TitleHuman Resource ManagementCourse natureRequiredSemester Hours 32 Credits 2Semester HourStructureLecture： 32 Experiment：Computer Lab：Practice：Practice (Week)：AssessmentClosed book examination, usually results accounted for 50%, the final gradeaccounted fbr 50%.Offered byInternational Education CollegeDateforFinancial Management (Sino-Australian cooperation)PrerequisiteOrganazation and Management, College EnglishCourse Description:(Times New Roman 五號字，1.5 倍行距)Human resource management is the compulsory subject fbr the students majored in FinancialManagement (Sino-Auslralian cooperation), and it is a basic course fbr this major. The subjectcovers a broad range of topics including the stragelic human resources management, humanresources planning, HRM information systems, job analysis and design, recruitment, selection andEEO. performance management, learning and development, career planning and management,rewarding human resources, occupational health and safety. It provides you with basic skills,knowledge and attitudes that enable you to perform human resource management. The mission ofthis course is:1 .Understand the status and role of human resource manager and human resourcemanagement;2. Formilar with HRM infonnation systems, Occupational health and safety. Career planningand management;3. Master knowledges and skills of human resources planning, job analysis and design,recruitment, selection and EEO, performance management, learning and development, andrewarding human resources.人力資源管理課程教學(xué)大綱Code12HRM210 TitleHuman Resource ManagementCourse natureRequiredSemester Hours32 CreditsSemester HourStructureLecture： 32 Experiment：Computer Lab：Practice：Practice (Week)：AssessmentClosed book examination, usually results accounted for 50%, the final gradeaccounted for 50%.Offered byInternational Education CollegeDateforFinancial Management (Sino-Australian cooperation)PrerequisiteOrganazation and Management, Colege English一、教學(xué)內(nèi)容CHAPTER 1 Strategic human resource management1.1 Introduction to human resource management1.2 Approaches to HRM1.3 The role of HR managers1.4 HRM activities1.5 Human resource management and organisational strategyDificulties： Human resource management and organisational strategyKey points: HRM activitiesCHAPTER 2 Human resource planning2.1 Human resource planning (HRP) and strategic HRM planning2.2 Importance of HRP2.3 Environmental influences on HRP2.4 The HRP approach2.5 Effective human resource planningDiflculties： Environmental influences on HRPKey points: The HRP approachCHAPTER 3 HRM information systems3.1. Establishing human resource information systems3.2 Steps in HRIS needs analysis3.3 Uses ofHRISs3.4 Benefits ofHRISsDificulties： Steps in HRIS needs analysisKey points: Steps in HRIS needs analysisCHAPTER 4 Job analysis and design4.1 Introduction to Job analysis and job design4.2 Data collection4.3 Job analysis techniques4.4 Approaches to job designDificulties： Job analysis techniquesKey points: Approaches to job designCHAPTER 5 Recruitment, selection and EEO5.1 Recruitment5.2 Selection5.3 Equal employment opportunityDificulties： Tools to assist in selectionKey points: Sources and methods of recruitmentCHAPTER 6 Performance management6.1 Introduction (o performance management6.2 Performance appraisal approachs6.3 Sources of bias/error in performance appraisals6.4 The performance appraisal processDificulties： Sources of bias/error in performance appraisalsKey points: Performance appraisal approachsCHAPTER 7 Learning and development7.1 The need for training and development7.2 The systematic approach to training and development7.3 Benefits of training and development7.4 Strategic training and developmentDificulties： The systematic approach to training and developmentKey points: The systematic approach to training and developmentCHAPTER 8 Career planning and management8.1 Introduction to career management8.2 Responsibility for career development8.3 Career in HRMDificulties： Career effectivenessKey points: Career in HRMCHAPTER 9 Rewarding human resources9.1 Remuneration9.2 Key objectives of rewarding9.3 Pay rate9.4 Incentive remuneration and employee benefitsDificulties： Incentive remuneration and employee benefitsKey points: RemunerationCHAPTER 1() Occupational health and safety10.1 Introduction to occupational health and safety (OHS)10.2 Perspectives of OHS10.3 Legislation10.4 The development of an OHS strategy10.5 Current issues in OHSDificulties： Current issues in OHSKey points: Perspectives of OHS二、教學(xué)基本要求CHAPTER 1 Strategic human resource nianagenientThis chapter has provided an introduction to human resource management. In particular it hashighlighted what is meant by the terms HRM. the difference between HRM and management, thevarious approaches to HRM, the role of HRM, the activities performed by HR professionals, thestrategic importance of HRM, and the challenges facing HRM.CHAPTER 2 Human resource planningThis chapter had helped highlight (hat effective HRP needs to be undertaken to ensure (hat theorganisation goals and strategic plans can be achieved. In this part you will learn about Theimportance of HR planning, the basic approach to HR planning (HRP), the ways of forecastingand HR requirements.CHAPTER 3 HRM information systemsThe puipose of the HRIMS is to assist both the HR manager and line managers in decision making.This chapter explains the use of HRIMS in contemporary HR functions, decision-makingprocesses that need to be followed when introducing HRIMS, key issues determining success orfailure of an HRIMS, and how an effective HRIMS facilitates the achievement of HRMobjectives.CHAPTER 4 Job analysis and designHR managers therefore need a good understanding of work and how ii' s organised. This chapterhighlights what is meant by job analysis and design , the uses of job analysis, the content andformat of a job description and specification, the collection of job analysis data,explains the majorjob analysis techniques,competency profiling,thc major methods of job design and quality of worklife.CHAPTER 5 Recruitment, selection and EEORecruitment is a form of business competition. This chapter describes strategic recruitment,discusses the major internal and external sources of human resources; explains the majorrecruitment methods and their advantages and disadvantages; discusses the recruitment of women,people with disabilities, older workers and minorities; explains strategic selection, the need forvalidation of employee selection procedures, the major research findings on selection.the factorsthat make for successful selection intcrvicwing;discusses the compensatory and successive hurdlesapproaches to selectionsCHAPTER 6 Performance managementPerfbimance management is possibly management's most powerful tool in controlling humanresources and productivity. This chapter discusses the relationship between strategy, performancemanagement and performance appraisal, identify the objectives of performance appraisal, thesources of error, the major types of systems, the importance of goal setting, and the impact ofEEO.CHAPTER 7 Learning and developmentAccelerating rates of change and global competition have meant that HRD has become animportant organisational and national issue.This chapter explains the importance of humanresource development (HRD) to organisational success, the meaning of strategic HRD,and theneed for a systematic approach to training and development; distinguishes between training anddcvelopmcnt;outlincs major HRD methods and tcchniqucs;dcscribcs the key characteristics of aneffective orientation program and the main principles of learning psychology.CHAPTER 8 Career planning and managementIncreasing competition, accelerating change and relentless restructuring have made careerplanning and development critical for both organisations and employees.This chapter describes theimportance of career planning and development, identifies (he responsibility fbr career planningand development.discusses the HR department' s role in career planning and development, someof the major factors contributing to successful career dcvclopmcnt,and the preparation desirablefor a career in HRM.CHAPTER 9 Rewarding human resourcesRemuneration is a critical part of SHRM.This chapter describes the need to link remunerationpolicies and practices with an organisation, s strategic business objectives, identifies the keyobjectives of employee remuneration, explains the components of a systematic remunerationprogram, the mechanics of common job evaluation systems, current issues in executiveremuneration, and how to link pay to performance.CHAPTER 10 Occupational health and safetyOrganisations have ethical, legal and business obligations to provide their employees with a safeand healthy working environnicnt.This chapter explains the importance of a healthy workenvironment, describes what management and employees must do to create a safe and healthywork environment, discusses the contribution of TQM to improved occupational health and safetyperformance and some major current health and safety issues, lists the resources of job stress andthe possible remedies.三、章節(jié)學(xué)時分配章次總課時課堂講授實驗上機實踐備注1222443224445446447448229441022總計3232四、教材與主要參考資料教材I Raymond.J.Stone. Managing human resource. John Wiley & Sons Australia, Ltd, 2009.參考資料1德斯靳，曾湘泉.人力資源管理.北京：中國人民大學(xué)出版社，2007.伊萬切維奇，趙曙明，程德俊.人力資源管理.北京：機械工業(yè)出版社，2011.執(zhí)筆:審核:批準(zhǔn):