BME 2502 Human Resources Management


Course Unit Code BME 2502
Course Unit Title Human Resources Management
Number of Credits 5
Academic Year 2

The standards of living and even survival of people in the society depend on the goods and services produced by the organizations. Generally, any organization whether private or public, industrial or service sector is characterized by two types of people at work, the managerial employees and non – managerial employees. It is indispensable to manage employees efficiently and effectively in order to achieve success and progress of organizations and finally accomplishment of societal needs. This course is about efficient and effective management of people at work.

  • To define Human Resource Management and its functions scholarly.
  • To know the importance of Human Resource Management and its functions.
  • To understand the process related to Human Resource Management functions.

To apply principles and theories of Human Resource Management to analyses of hypothetical and actual cases and critical incidences.

The student will be able to;

  • Develop right attitude about human side of Business administration
  • Feel Positively to believe in that humans at work and the most important resource in an organization and different consideration is needed to manage this unique resource

 

  • Get the comprehensive understanding of functions of Human Resource Management (HRM)

Develop an ability to apply principles of Human Resource Management practice of developing implementable Human Resource Management system.

Main Topics Sub Topics No. of Hours
1.Introduction to Human Resource Management 1.1 The central challenges

1.2 Human Factor

1.3 Definitions of Human Resources Management (HRM)

1.4 General purpose of HRM

1.5 Goals of HRM

1.6 Objectives of HRM

1.7 Responsibility for functions of HRM

1.8 Functions of HRM

1.9 Human Resource Management model \

1.10 Significance and Approaches of HRM

03
2. Job Design (JD) 2.1 Definitions of JD

2.2 Significance of JD

2.3 Techniques of JD

2.4 Elements of JD

03
3. Organization of HR Department 3.1 Department components

3.2 Centralized / Decentralized Human Resource Management Departments

3.4 Bases of Organizing  HR Department

3.5 Human Resource Generalists and Specialists

3.6 Staffing the Human Resource Departments

3.7 Qualities of the Human Resource Manager

3.8 Role of Human Resource Department

 

 

03

 

 

 

 

 

4. Job Analyses (JA) 4.1 Define JA

4.2 Significance and uses of JA

4.3 Process of JA

4.4 Problems associated with JA

03
 

 

5. Human Resource planning

5.1 Defining  Human Resource Planning (HRP)

5.2 Significance of HRP

5.3 Human Resource Planning Process

5.4 Forecasting Human Resource for Future

5.5 Estimating Human Resource Supply

5.6 Comparing Human Resource Demand and Human Resource deciding strategies to be taken.

5.7 Evaluating Human Resource Planning Effect

5.8 Principles of Human Resource Planning

04
6. Recruitment 6.1 Define Recruitment

6.2 Importance of Recruitment

6.3 Recruitment Process

6.4 Identifying Job Vacancies

6.5 Ascertaining Job Requirements

6.6 Consideration of Factors Affecting to Recruitment

6.7 Preparing Job Application Form

6.8 Deciding Recruitment Methods

6.9   Implementation of Recruitment Plan

6.10 Evaluation of Recruitment Effect

04
7.Employee Selection 7.1 Define Employee Selection

7.2 Importance Of Employee Selection

7.3 Employee Selection Methods

7.3 Selection Process

04
8. Employee Hiring and Induction 8.1 Define Hiring

8.2 Process of Hiring

8.3 Probationary Period

8.4 Define Induction

8.5 Importance of Induction

8.6 Process of Induction

03
9.Employee Performance Evaluation 9.1  Define Employee Performance Evaluation (EPE)

9.2  Importance of EPE

9.3  Purposes of EPE

9.4  Process of EPE

9.5  Evaluator Errors in EPE

06
 

10.Pay management

10.1 Define Pay Management

10.2 Objectives of Pay Management

10.3 Importance of Pay Management

10.4 Factor Affecting to Pay

10.5 Pay Management Process

10.6 Pay and other Payments

06
11.Employee Training and Development 11.1 Define Employee Training and  Development

11.2 Difference between Training and Development

11.3 Purpose of Training of Development

11.4 Training Cycle / Process

11.5 Training Methods

11.6 Learning , Learning Curves and Learning Principles

11.7 Management Obsolescence

11.8 Responsibility of Training and Development in an Organization

06
12.Employee Movements 12.1 Define Employee Promotions

12.2 Importance of Employee Promotions

12.3 Methods of Employee Promotions

12.4 Promotion Criteria

12.5 Problems related to Promotions

12.6 Define Employee Transfers

12.7 Reasons for Employee Transfers

12.8 Types of Employee Transfers

12.9 Employer Rights to Transfer and Elements of Transferring

12.10 Definitions of Employee Layoffs

12.11 Characteristics and methods of  Layoffs

03
13.Employee Discipline Management 13.1 Define Employee Discipline Management

13.2 Importance of Discipline

13.3 Types of Discipline

13.4 Hot-Stove Rule

13.5 Progressive discipline

13.6 Offences and Penalties in Discipline

13.7 Counseling Approach for Discipline

13.8 Sandwich Model

13.9 Domestic Inquiry

13.10 Principles of Discipline Management

03
14. Health and Safety Administration 14.1 Define Employee Health and Safety Administration

14.2 Importance of Employee Health and Safety

14.3 Hazards and Factors Affecting Employee Health and Safety

14.4 Responsibility for Health and Safety Management

03
15. Employee Welfare Administration 15.1 Define  Employee Welfare Administration

15.2 Importance of Employee Welfare

15.3 Types of Employee Welfare

15.4 Statutory Welfare

15.5 Factors consider in Managing a Welfare Programme

15.6Principles of Welfare Administration

03
16.Employee Grievance Handling 16.1 Define Employee Grievance Handling

16.2 Importance of Employee Grievance Handling

16.3 Causes of Employee Grievance

16.4 Identification of Employee Grievance

16.5 Formal Grievance Settlement Procedure

16.6 Alternative Methods of Grievance Handling

16.7 Grievance Handling Strategies

16.8 Principles of Grievance Handling

03
17. Management of Labour Relations 17.1 Define Labour Relations

17.2 Importance of Labour Relations

17.3 Laour Relations Systems

17.4 Trade Unions

17.5 Collective Bargaining

17.6 Determinants of Labour Relations

03
Mode of Evaluation Final examination  will be held
  • Amstrong,M. (1192), A Hand Book of Personal Management Practice, Landon; Kogan Page Ltd.
  • Dessler,G.(2005) Human Resource Management, New Delhi; Practice Hall Of India.
  • Glueck, W.F.(1979), Foundation of Personnel, Texas: Business Publication Inc.

Opatha, H.H.D.N.P. , (2009) Sewa Mandala Kalamanakaranaya, Colombo, Author Publication.