COURSE OUTLINE
1. FACULTY : MIM Business School
2. DEPARTMENT : Department of Business
3. PROGRAMME : Bachelor of Arts in Human Resources Management
4. COURSE TITLE : Human Resource Management II
5. COURSE CODE : BHRM 1201
6. LEVEL : One
7. CREDITS : 12
8. SEMESTER : Two
9. LECTURE HOURS : 42
10. TUTORIALS : 14
11. REVISED : In 5 years
12. APPROVAL DATE :
13. AIM OF COURSE :
This aim of this course is to provide students with the knowledge, theory and practice related to
the full range of HRM functions.
14. COURSE DESCRIPTOR
This course outlines the details of HRM function such as learning, performance management,
reward systems, recognition and employee relations. It also provides the content and
significance of key developments in the HRM arena, especially High Performance Working
(HPW), employee engagement: employer branding, and self-managed learning.
15. LEARNING OUTCOMES
By the end of this course, students will be able to:
a. Describe the theory and practice related to the full range of HRM functions (learning,
performance management, rewards, recognition, and employee relations)
b. Discuss the significance of key developments in the MRM arena, especially High
Performance Working (HPW), employee engagement: employer branding, and self-managed
learning.
16. COURSE CONTENT
a. reliability and validity of specific technologies for selection,
i. Suitable selection methods appropriate for a variety of occupational and
corporate scenarios.
b. Learning theories to the design and delivery of cost-effective induction and
occupational training and development.
c. methods in performance management
d. Alternative approaches to reward and recognition in organizations, including “total
reward”.
e. Methods available for promoting positive employee relations in the organization.
f. Importance of High Performance Working (HPW) as a defined set of business
methodologies
g. Benefits to be gained by both the organization and employee from a culture of
employee ‘engagement’
h. Advantages of employer branding , and
i. Importance of personal development throughout an organization’s workforce
17. METHOD OF ASSESSMENT
i. Continuous assessment 40%
ii. Final examination 60%
18. TEACHING AND LEARNING APPROACHES:
Lectures, group discussions, e-learning, enquiry based learning, self-directed learning, group
assignments, field trips.
19. PRESCRIBED BOOKS
1. Armstrong M., (2014) A Handbook of Human Resource Management, Kogan
Page, London.
2. Armstrong M., (2014), Armstrong's Handbook of Performance Management: An
Evidence-Based Guide to Delivering High Performance, Kogan Page, London
3. Bratton J and Gold J (2007), Human Resources Management: Theory and
Practice, 4th edition, Palgrave MacMillan, London
4. Mondy R. W., (2008) Human Resource Management, 10th edition, Pearson
International
20. RECOMMENDED BOOKS
1. Boxall P (2015), Strategy and Human Resource Management, 4th Revised Edition,
Palgrave Macmillan, London
2. Torrington D (2014) Human Resource Management, with Companion Website Digital
Access Code, 9th revised edition, Pearson Education, London
3. Invancevich J (2010) Human Resource Management, 11th Edition, MacGraw – Hill
Irwin, Boston
M. and Kuzmits F (1999) Personnel: Management of Human Resources, Merrill Publishing
Company, Ohio.
