PMAS ARID AGRICULTURE, RAWALPINDI
UNIVERSITY INSTITUTE OF INFORMATION TECHNOLOGY
MGT-515: Human Resource Management
Credit Hours: 3(3-0)
Course Description:
This course is basically designed to provide students the basic understanding of key HRM
functions, which include HR planning, recruitment & selection, compensation, performance
evaluation, and training & development. Since human resource provides a competitive advantage
that ultimately has a vital role in success and effectiveness of any organization, this course
emphasizes on the understanding of the basic concepts of managing human resource and their
applications in today’s organizations. The course is designed to help the students understand if
western human resource management theories and practices have any relevance to the local
settings. The course will also discuss the Islamic perspective of managing human resource. It
will shed light on the basic tenets of human resource management given by Quran and Sunnah.
The students will also be encouraged to compare and contrast the human resource practices
suggested in their text books and the practices critical for achieving success from indigenous
perspective.
Learning Objectives:
At the end of this course, students should be able to:
Demonstrate an in-depth knowledge of the activities and decisions that inform the
employment relationship and management including recruitment, selection, training,
health and safety, employment laws, motivation, and productivity of employees.
Understand the relevance of the HRM theories and practices, developed in Western
settings, in indigenous cultures.
Develop and design different forms and memos for recruitment, selection, TNA and
performance appraisal of employees.
Understand the Islamic perspective of managing human resource.
Demonstrate and assess leadership in a professional context, by selecting and appraising
appropriate styles for situations, and contributing and discussing relevant expertise,
liasing with and assessing professional colleagues, and managing and evaluating a
supporting team.
Identify and discuss ethical implications of situations and decisions, and develop
appropriate professional stances.
Participate in selection of personnel using psychometric assessment techniques.
Conduct internal research on HR-related problems at work, and communicate results
effectively to colleagues and peers.
Understand the difference between HRM theories, their relevance and application from
indigenous context.
Student Feed Back and Grading policies and Procedures:
Grading: Course grade are based on following elements and weightings. (Out of 100)
Mid -Term Exams 30%
Assignment/ Quiz/Presentation/ Class Participation/ Attendance 20%
Final Term Exams 50%
Recommended Books:
Human Resource Management By Gary Dessler (Latest Edition)
Managing Human Resources By Luis, Gomez & Mejia (3rd edition)
Human Resource and Personnel Management- Text and Cases by K. Aswathappa ( Latest
Edition)
Week Course Contents
1st Overview Of Human Resource Management
Introduction to management process, staffing function, Human Resource Management,
Importance of HR Management, Line and Staff Aspects of HRM.
2nd Strategic Role Of HRM
Basics of strategic planning, Strategic Planning process, SWOT analysis, Basic Strategic
Trends, HR strategic Role, Strategic Human Resource Management
3rd Basic Islamic Philosophy of HRM
HRM from Islamic and indigenous perspective, Basic Islamic philosophy of managing HR
4th Job Analysis
Nature of Job Analysis, uses of job analysis, steps in job Analysis, methods of collecting Job
analysis Information including Interviews, questionnaires, observation, Diary/logs, Position
Analysis questionnaire.
5th Job Analysis (Continued).
Writing Job Descriptions, Job identification, Job summary, Relationship statement,
responsibilities and duties, Standards of Performance and working conditions, Writing Job
specifications, specification for trained vs untrained personnel, Specification based on judgment
and statistical Analysis. Job analysis in a Jobless world.
6th HR Planning & Recruiting.
Employment Planning & forecasting, How to forecast Personnel needs, forecasting the supply of
inside and outside candidates, the recruiting yield pyramid
7th Finding internal candidates, hiring employees-second time around, Succession Planning.
8th HR Planning & Recruiting (Continued)
Outside sources of recruiting including Employment agencies, advertisements, temp agencies
and alternative staffing, Executive recruiters, referrals and walk-ins, College recruiting,
Recruiting a more diverse work force, Developing and using application forms.
9th MID-TERM
10th Employee Testing & Selection
Basic testing Concepts, Types of tests, Work samples and simulations, other selection
techniques including background investigations and reference checks, Pre-employment
information services.
11th Interviewing Candidates
Basic features of interviews, its types, How to administer interviews, factors undermining
interview’s usefulness, designing and conducting effective interview.
12th Training & Development & Appraising & Managing Performance
Orientation of employees, Training process, Traditional Training Methods, Electronic Training,
Managerial Development & training, Evaluating the Training Effort. The Appraisal Process,
Appraisal Methods including Graphic Rating Scales, Alternation Ranking, paired comparison,
Forced distribution Method
13th Appraising & Managing Performance(Continued)
Appraisal Methods including critical incident Method, Narrative forms, Behaviorally Anchored
rating Scales, Management by Objectives, Appraising performance problems and solutions, The
appraisal interview and the role of Appraisal in Managing performance.
14th Managing Careers and establishing Strategic Pay plans
Career development roles, the employee role in career management, Managing Dismissals,
determining pay rates, Establishing pay rates, including salary survey, job evaluation, group
similar job into pay grades.
15th Pay for performance, Financial incentives, Benefits and services.
Types of incentive plan, piece work plan, team or group variable plan. Incentives for managers
and executives pay for time not worked, insurance benefits, retirement benefits, Employee
services.
16th Labor Relations and Collective Bargaining
Effective labor relations for smooth functioning, Union Management relationship, Collective
bargaining, good faith Negotiating team, grievances
17th Project Presentations
18th FINAL EXAMS
