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UTS BUSINESS SCHOOL UTS CRICOS PROVIDER CODE: 00099F business.uts.edu.au

WELCOME 
 
 INTRODUCTION TO 
 HUMAN RESOURCE MANAGEMENT (21555)

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TEACHING TEAM Mihajla Gavin - Subject Coordinator & Lecturer Email: [email protected] Office Hours: By appointment (please email me)

Mauricio (Mos) Ortiz - Tutor Email: [email protected]

Aglae Hernandez Grande - Tutor Email: [email protected]

Aigline (Elle) Olivier - Tutor Email: [email protected]

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HOW CAN I GET HELP IN MY STUDIES? Seek assistance in the following order…

1) Ask one of your peers first – they might know the answer! 2) Check answered questions on the Discussion Board (UTSOnline) or

ask your own question 3) Consult the textbook 4) Ask your tutor during class time 5) Email the Subject Coordinator – [email protected] 6) Consult the Subject Outline on UTSOnline e.g. HELPS, special

consideration

All organisations rely on the availability and effectiveness of three kinds of

resources: (1) finances, (2) technology and (3) people.

The human resource (HR) (i.e. “people”) component is almost always the key ingredient for organisational success.

HR is the most unpredictable and often the largest ongoing cost factor, and may

also be regarded as the most valuable asset in any organisation.

As discussed on the previous slide, both the nature of work and workplaces are currently transforming.

ABOUT HUMAN RESOURCE MANAGEMENT

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NOW, LETS START WITH A SIMPLE QUESTION

What is HRM?

Write your response in a new word document

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HRM DEFINITION

Human resource management (HRM) refers to the policies, practices and systems that influence employee’s behaviour, attitudes and performance…

De Cieri et al. (2014) Human Resource Management in Australia, Macquarie Park, McGraw Hill Australia

It isn’t employee control It isn’t a micromanagement tool It isn’t perfect

It is behavioral – it is dealing with the complexity of humans It is situated within organisations

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LETS SEE WHAT OTHERS THINK…

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WHAT DOES THAT ACTUALLY MEAN? 1. We will learn about what ‘managing humans in organisations’ involves,

including the: > Managerial processes and systems used,

> Functional areas (eg. role of line managers, HR managers, admin, core staff etc.)

> Why HRM exists

2. We will learn the relationship between HR and other organisational functions, such as strategy

3. We will advance our critical skills concerning managing people – learning how workplaces and support can be tailored to advance employee and organisational outcomes

This is what I want to teach you

This is what you need to know first

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WHERE DOES HRM LIVE?

In the workplace policies of an organisation

In the attitudes and actions of employees

Between employees and their bosses

In federal and state law

Between bosses and senior management

Within the culture of an organisation

In the strategic plan of an organisation

Between all stakeholders and employees

Between employees and their colleagues Within an organizational field

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HOW DOES THIS RELATE TO OTHER BUSINESS FUNCTIONS?

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WHAT (ELSE) DOES HRM INVOLVE?

- Setting workplace policies - Hiring, developing and terminating employees - Advancing workplace equality, safety and harmony - Ensuring the wellbeing of employees - Enhancing workplace productivity and performance - Aligning work with organisational goals (strategic HRM) - Designing work and work environments - Administering pay, benefits and leave - Liaising with industrial relations (e.g. unions)

- Human resource information systems - Career management - Diversity management - Workplace health and safety - Training and development - Corporate social responsibility

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SUBJECT OBJECTIVES

1. Critically evaluate the theory and practice of human resource management in contemporary organisations

2. Find and interpret basic business data and information through the lens of human resource management

3. Apply relevant theories and concepts to evaluate the impact of demographic changes on the practice of human resource management

4. Propose and justify certain HRM actions to resolve complex organisational problems with support from empirical research

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Week Topic & enquiry questions What's On

1 (15/3) Introducing HRM

2 (22/3) Human Resource Management: What is it? Where did it come from? And, where is it going? Tutorials start Week 2

3 (29/3) The HRM Lens: How do HRM managers see the world?

4 (5/4) Human Resource Planning: How does HRM impact on organisations?

5 (12/4) Work & Job Design: How do we work when we are at work? And, how might we work even better? 
 Tutorial Group 1 & 2 present

6 (19/4) Engagement and Retention: What drives employees to stay at a particular organisation? Online lecture. No tutorials. Portfolio due on 19 April, 11.59pm

7 (3/5) Employee Selection: How are employees ‘usually’ hired? Tutorial Group 3 & 4 present

8 (10/5) Performance Management: What things drive employees to perform? Tutorial Group 5 & 6 present

9 (17/5) Talent Management: What is Talent Management, and what problems are associated with it? Tutorial Group 7 & 8 present

10 (24/5) Safety Management: How can we ensure our employees are operating safely? Tutorial Group 9 & 10 present

11 (31/5) Employee Diversity: How can we (ever) achieve equality in our workplaces and society?

12 (7/6) Evaluating HRM: What is the future of HRM? Individual Essay due on 7 June, 11.59pm

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KEY RESOURCES AND ADDITIONAL INFORMATION

(1) Lectures – 10.00 am Fridays. Location - PH01.02.100. Tutorials are held on Fridays (please attend your assigned tutorial) (2) Feedback – give feedback and receive feedback (3) Subject Outline – available at UTSOnline - https://online.uts.edu.au/ (4) Textbook - Nankervis, AR., Baird, M., Coffey, J. and Shields, J. 2017, Human Resource Management: Strategy and Practice, 9th edition, Cengage Learning Australia. (5) Topic schedule and weekly reading list – available on UTSOnline

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ASSESSMENT TASK 1 – INDIVIDUAL ESSAY 2,200 word investigation of HRM practices and policies in a selected organisation Due Week 12 – 7 June, 11.59pm. Weighting – 55%

Questions?

In this assignment you are required to select an organisation, and undertake an investigation and evaluation regarding the HRM practices and policies present in that organisation.

Your assignment is in two parts. The first section (approximately 900 words) requires you to account for, and discuss, the ways in which your selected organisation:

• Recruits and onboards new staff • Identifies and advances high performing staff • Manages staff performance and instances of under-performance • Promotes staff engagement and retention • Ensures that staff work safely • Advances diversity across the organisation • Resolves workplace disputes and/or negotiates pay and benefits

In the second part of your assignment (approximately 1100 words) you should offer informed suggestions, supported by peer-reviewed academic literature (i.e. quality journal articles) on how the organisation can better structure its HRM practices and policies to advance employee and organisational outcomes.

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ASSESSMENT TASK 2 – GROUP PRESENTATION As a group you are required to select an issue and develop a 15-20 minute presentation, analysing the problem and proposing a considered and pragmatic solution.

Weeks 5 and 7 to 10. Weighting – 20% Example topics include:

• How can organisations respond to an ageing workforce in Australia. What challenges may arise, and how can these be addressed? • What measures do managers need to take to address gender inequality across pay, position and promotion in Australian workplaces?

• How can Australian organisations achieve strong organisational performance whilst behaving ethically and sustainably? • Many more suggestions are given in the Subject Outline

• 4-5 members per group • Presentations occur in tutorial time • Two presentations each week

Questions?

• Groups presenting in Week 5 get their first choice of topic

• 100 word reflection on teamwork processes

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ASSESSMENT TASK 3 – PORTFOLIO

Questions?

Due Week 6 – 19 April, 11.59pm. Weighting – 25%

Of the topics covered early in this course, you are to select five questions to respond to from the 10 questions provided at the end of each lecture from Weeks 1 to 5.

Based on these five questions, you are required to provide a written response that will form part of your portfolio.

For each question, you are required to compose a brief response (no more than 500 words each).

You will have the opportunity to workshop your responses in your tutorials and have your draft responses reviewed by your tutor. Therefore, it is recommended you prepare thoroughly for each tutorial and take advantage of the opportunity to discuss responses with your peers.

This assessment also provides you with an opportunity to receive feedback in preparation for your individual essay due in Week 12.

UTS BUSINESS SCHOOL UTS CRICOS PROVIDER CODE: 00099F business.uts.edu.au

QUESTIONS?

UTS BUSINESS SCHOOL UTS CRICOS PROVIDER CODE: 00099F business.uts.edu.au

NEXT WEEK: Where did HRM come from? Where is HRM going? 
 How can we conceptualise functions of HRM?

Readings:

• Nankervis, A., Compton, R., & Baird, M. (2017). Human Resource Management: Strategy and Practice, 7th Edition. Chapter 1.

• Losey, M., Meisinger, S., & Ulrich, D. (2005). Conclusion: reality, impact, and

professionalism. Human Resource Management. 44(2): 201-206.

• Rousseau, D., & Barends, E. (2011). Becoming an evidence-based HR practitioner. Human Resource Management Journal. 21(3): 221-235.

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NEXT WEEK – ACTIVITIES

Questions?

1) Read the three set readings (see previous slide)

2) Answer the “Getting to know you” quiz questions - http://utsbusiness.az1.qualtrics.com/jfe/form/ SV_5mr5PyhJoEdkYcZ 3) Answer in the Discussion Board your 1-2 sentence response - What is a key challenge for HRM practice in the next 5 years?

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YOUR PORTFOLIO QUESTIONS – WEEK 1

Questions?

• Portfolio Question 1 - Pick a story in the news media from the last 6 months on a current ethical issue in organisations (e.g. harassment, discrimination, gender equity). Drawing upon literature, discuss the implications for HRM policies and practices (500 words).

• Portfolio Question 2 - Explain the implications of each of the following labour force trends for HRM (500 words): a. An ageing workforce

b. A diverse workforce c. Skills deficiencies