griffith business school department of management - Griffith University

2022MGT Human Resource
Management Principles
Semester 1, 2005
GRIFFITH BUSINESS SCHOOL
DEPARTMENT OF MANAGEMENT
Course Catalogue No.:
Course Title:
Program/s for which Course
is Designed:
2022MGT
Human Resource Management Principles
Bachelor of Commerce/ Business
Bachelor of Business Management
Graduate Diploma of Human Resource Management
and Industrial Relations
Graduate Certificate of Human Resource Management
Status of Course within Program/s Core course for Bachelor of Commerce/Business
or Academic Plans:
Graduate Certificate of Human Resource Management
& Graduate Diploma of Human Resource Management
and Industrial Relations
Credit Point Value:
10 CP
Year and Semester of Offer: Semester 1, 2005
Prerequisites:
Prior Assumed:
Incompatibles:
Offered:
Course Convenor:
Teaching Team:
1001MGT Management Concepts
1001MGT Management Concepts
MGT2004 Human Resource Management
OBH2003 Human Resource Management
FF12H50 Personnel Administration
FF13H10 Personnel Administration
F1391 Personnel Function
2022MMG Human Resource Management Principles
Semester 1 Day
Ms Laura Baker
Location: G.01_2.27
Tel: (07) 5552 8495, Fax: (07) 5552 9206
Email: laura.baker@griffith.edu.au
To be Advised
Date Course Outline was January 2005
last Modified:
Date of last edit: 10 February 2005 Page 1 of 11

2022MGT Human Resource
Management Principles
Semester 1, 2005
1. OBJECTIVES
At the completion of this course, students should be able to:
• Understand the principal roles, functions and outcomes of HRM in organisations
• Critically analyse the research literature concerning HRM
• Use oral and written communication skills at the individual and group levels
• Understand the role of HRM in the current business environment
• Determine appropriate recruitment and selection techniques
• Develop and evaluate different approaches to performance management
• Develop an understanding of HRM in an EEO and diversity management context
• Understand strategic links between HRM and industrial relations and occupational
health and safety
• Evaluate the use of compensation and incentive payment schemes
2. INTERRELATIONSHIP OF THE COURSE WITH OTHER COURSE/S AND
PROGRAM/S
The course complements first year management and communication courses. It further
develops the conceptual, communication and critical analysis skills acquired in these
courses. The HRM Principles course is essential for those students wishing to undertake
study in the Human Resource Management field.
3. BRIEF DESCRIPTION
The primary emphasis of this course is the management of human resources in
organisations. A central theme throughout this course is the contribution of Human Resource
Management (HRM) to the efficiency and productivity of organisations. The course delivery
will balance theoretical developments in HRM with practical and strategic considerations of
the management of diverse people in the work place and its surrounding environment.
4. COURSE CONTENT
WEEK THEME/TOPIC ASSESSMENT
1 • Overview of course outline
28 Feb • Introduction to HRM
2
7 Mar
3
14 Mar
4
21 Mar
• The strategic role of HRM
• Strategic human resource planning
• Human resource information systems
• Equal employment opportunity
• Job analysis
• Job design
MID-SEMESTER BREAK 25/03/05 – 03/04/05
5
4 Apr
• Recruitment
ASSESSMENT DUE –Research Assignment – “Group
developed research plan” to be handed in to OCAHS by
5 p.m. Friday 8 th April
RESEARCH PLAN
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2022MGT Human Resource
Management Principles
Semester 1, 2005
WEEK THEME/TOPIC ASSESSMENT
6
• Employee selection
11 Apr
7
18 Apr
• Performance management
8 No lecture or tutorials due to ANZAC Day holiday
9
3 May
10
9 May
11
16 May
12
23 May
13
30 May
• Human resource development
• Managing careers
• Motivation
• Employee compensation
ASSESSMENT DUE – Research Assignment –
“Individual research description and analysis” to be
handed into OCAHS 5 p.m. on Friday 13 th May
• Employee relations
• Occupational health and safety
• Managing diversity
• International HRM
• Evaluating HRM in the organisation
• Wrap up
RESEARCH
ASSIGNMENT
GROUP
PRESENTATIONS
GROUP
PRESENTATIONS
GROUP
PRESENTATIONS
GROUP
PRESENTATIONS
5. GENERIC SKILLS DEVELOPMENT
The Griffith Graduate
Resource Directory for Generic Skills Development
The Griffith
Graduate
Personal
Effectiveness
Professional
Effectiveness
Career & Vocational
Skills
Organisational
Membership Skills
Community &
Citizenship Skills
Team Work
Oral Communication
Written
Communication
Information Skills
Interpersonal Skills
Self Management
Skills
Adaptability &
Learning Skills
Problem Solving &
Decision Making
Conceptual &
Analytical Skills
From the Griffith Graduate Matrix, this course will place particular emphasis on the
areas shaded in the model above.
Date of last edit: 10 February 2005 Page 3 of 11

2022MGT Human Resource
Management Principles
Semester 1, 2005
Four content and seven skill-based competencies will be developed throughout the
course.
1. Introducing HRM
CONTENT AREAS
Perspectives of HRM:
Introduction to HRM
Strategic HRM
Changing dynamics of work
2. Selecting the best employee
Acquiring Human Resources:
HR planning and recruitment
Employee selection techniques
Assessing Work and Work Outcomes:
Job analysis
Work design
3. Managing the Internal and External
Environments
External environment:
EEO, HRM and industrial relations
HRM and occupational health and safety
International HRM
Internal environment:
Work, family, and diversity
Information management systems
4. Training and Rewarding the employee
Developing Human Resources:
Training and educating employees
Career development for employees
Compensating Human Resources:
Performance management systems
Compensation and incentive plans
SKILLS
1. Oral communication
Communicating ideas in tutorials and
presentations
Persuading peers
2. Written Communication
Formulating answers to case studies
Developing short answers to questions
Completing assessment essay
Completing exam questions
3. Conceptual and Analytical Skills
Analysing research findings
Developing research plan
Applying theory to practice
Developing links between HRM concepts
4. Team work
Implementing presentation with peers
Using leadership and group skills during
group work
5. Interpersonal skills
Discussing ideas with peers in groups
Developing and maintaining effective working
relationships with peers
6. Problem solving and decision making
Developing research plan
Using problem solving skills during workshop
case studies
7. Information skills
Identify, access, retrieve, evaluate and utilise
a range of HRM literature for assessment
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2022MGT Human Resource
Management Principles
Semester 1, 2005
6. FLEXIBLE LEARNING
While attendance at the lectures and tutorial workshops is highly recommended, students are
encouraged to learn at their own pace and ability. This is facilitated by a dedicated course
web site from which lecture notes and course related notices from the teaching staff can be
downloaded. The publisher of the prescribed textbook also provides web enabled learning
resources, such as self-exercises, topic summaries, power point slides and links to latest
developments in the HRM field. Assessment items can be tailored to suit individual needs
and circumstances.
7. ORGANISATION AND TEACHING METHODS
COMPONENT
CONTACT HOURS
Lectures:
All campuses 2 hours per week (weeks 1 – 13)
Tutorials:
Gold Coast
1 hour per week (weeks 2 – 7, 9 – 13)
Nathan and Logan
2 hours fortnightly
8. ASSESSMENT
All activities in the course are compulsory. The assessment is based on an understanding of
all components of the course.
ITEM LENGTH %WEIGHTING DUE DATE
Research Assignment: Written
Group developed research plan
250 words
(5%)
Week 5
Individual research description and
analysis
2500 words
(45%)
Week 10
Research Assignment: Oral
Group presentation of research
assignment 15 minutes 5% Weeks 10 -13 for
presentations
Tutorial Participation
Workshop attendance 5% Weeks 2 - 13
Final Examination
Questions on topics covered in
lectures from weeks 1 - 13
2 hours 40% End of Semester
Exam Period
Date of last edit: 10 February 2005 Page 5 of 11

2022MGT Human Resource
Management Principles
Semester 1, 2005
As assessment items are designed to examine understanding and/or application of the
course’s learning objectives, non submission of a piece of assessment will result in a failure
to demonstrate mastery of these learning objectives and may therefore incur a fail grade for
the course.
• The research assignment evaluates the student's ability to engage in and critically
analyse research, and develop problem solving and decision making skills. It
facilitates the application of HRM knowledge within a practical organisational setting
through a research project. The group component aims to develop the student’s
interpersonal, team work and oral communication skills.
• The tutorial workshop evaluates the student’s knowledge, understanding and
synthesis of Human Resource Management principles. It facilitates the transference
of knowledge and experiences in a workshop setting. The tutorial workshop aims to
develop the student’s conceptual, analytic, and oral communication skills.
• A final examination will assess the students understanding, application and critical
analysis of Human Resource Management in a controlled environment.
In MGT undergraduate courses where a final examination is set, students must achieve a
minimum of 40% in the final exam in order to pass the course.
SKILL AREA
Oral
Communication
Written
Communication
Conceptual &
Analytical Skills
RESEARCH
ASSIGNMENT
(INDIVIDUAL
PART)
RESEARCH
ASSIGNMENT
(GROUP
PART)
TUTORIAL
PARTICIPATION
AND
PRESENTATION
EXAM
Teamwork
Interpersonal
Skills
Problem Solving
& Decision
Making
Information skills
Research Assignment
All components of this assignment are designed to develop a practitioner’s perspective in
managing HR. Students are expected to critically evaluate an HRM activity or function in a
real organisation and to make specific recommendations for improvement. Further details will
be provided to students in first week.
Workshop participation and research assignment presentation
The tutorials take the form of workshops focusing on important aspects of HRM. The
workshops are conducted in an experiential learning environment and participation in these
exercises is crucial to the understanding of the course.
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2022MGT Human Resource
Management Principles
Semester 1, 2005
Both a) participation in workshops and b) the research assignment presentation attracts
10 marks. Research assignment presentations are compulsory for all students. Students
need to be present for the entire duration of the workshop to receive a mark for participation.
Non-attendance at tutorials and failure to present research assignment without appropriate
documentation (eg. Medical certificate) will result in zero marks for each. Work commitments
are not accepted as reasonable grounds for non-attendance at workshops and
non-presentation of research assignment.
Final Examination
The examination is designed to assess students’ understanding of the practical applications
of theories and concepts presented during lectures and workshops weeks 1-13 inclusive.
9. TEXTS AND SUPPORTING MATERIALS
Prescribed text:
Wiesner, R., & Millet, B. (2003). Human Resource Management: Challenges and
Future Directions. John Wiley & Sons: Milton.
* Chapter-wise references will be provided in lecture notes.
Other Recommended Texts:
De Cieri, H., & Kramar, R. (2003). Human Resource Management in Australia:
Strategy, people, performance, McGraw Hill: Sydney.
Dessler, G., Griffiths, J., Lloyd-Walker, B., & Williams, A. (1999). Human Resource
Management. Sydney: Prentice Hall Australia.
Kramer, R., McGraw, P. & Schuler, R. (1997). Human Resource Management in
Australia. (3 rd Edition). Melbourne: Longman.
Nankervis, A. R., Compton, R. L., & McCarthy, T. E. (1999). Strategic Human
Resource Management (3 rd Ed.). Melbourne: Nelson ITP.
Nankervis, A. R., Compton, R. L., & Baird, M. (2002). Strategic Human Resource
Management (4th Ed.). Melbourne: Nelson Thomson.
O’Neill, G. L. & Kramar, R. (Eds.). (1995). Australian Human Resources
Management: Current trends in management practice. Melbourne: Pitman Publishing.
Stone, R. J. (Ed.). (1994). Readings in Human Resource Management (Vol 2),
Brisbane: John Wiley and Sons.
Stone, R. J. (Ed.). (1998). Readings in Human Resource Management (Vol 3),
Brisbane: John Wiley & Sons.
Date of last edit: 10 February 2005 Page 7 of 11

2022MGT Human Resource
Management Principles
Semester 1, 2005
Journal Titles And Data Bases
Students are strongly advised to refer to the following databases and e-journals (electronic
periodicals) available on Griffith library web pages for a comprehensive and current literature
review
ELECTRONIC JOURNALS TITLES
You can access HRM related e-journals at
http://www.gu.edu.au/ins/collections/ejournal/
Academy of Management Journal
Academy of Management Review
Academy of Management Executive
Asia Pacific Journal of Human Resource
Management
Employment Relations Today
Group and Organisational Studies
Gender, Work and Organisation
Gender, Place and Culture
Human Relations
Human Resource Management
Human Resource Development Quarterly
Human Resource Planning
HRMagazine
International Journal of Human Resource
Management
Industrial Relations Journal
International Review of Industrial and
Organisational Psychology
International Journal of Selection and
Assessment
Journal of Applied Psychology
Journal of Human Resources
Journal of Managerial Issues
Journal of Occupational Behaviour
Journal of Occupational Psychology
DATA BASES
Also try
http://www.gu.edu.au/ins/lcollections/databases/
compdir/
Following is a selection of HRM-related data
bases:
• Australian Human Resources Management
• Human Resource Management
• ABI Inform Global
• MCB University Press e-journals (Emerald
Library)
Note: While searching the databases, refer only
to publications in quality journals, such as
the ones mentioned to the left.
Journal of Organisational Psychology
Organisation Dynamics
Personnel
Personnel Administrator
Personnel Management
Personnel Psychology
Personnel Review
Public Personnel Management
Research in Personnel and Human Resource
Management
Training and Development in Australia
Date of last edit: 10 February 2005 Page 8 of 11

2022MGT Human Resource
Management Principles
Semester 1, 2005
HRM-Related Web Sites
• http://www.ahri.com.au
Home page of Australian Human Resource Institute (AHRI). You can access
Asia-Pacific Journal of Human Resource Management, published by AHRI, from
this site. Members of AHRI can also access Global Village from this site.
AHRI is the professional body for HR professionals in Australia and offers a range
of membership services, such as professional accreditation, conferences,
seminars, workshops, network meetings and online discussion forums. Students
interested in a career in HR are recommended to become a student member of
AHRI. Please visit the web site on how to become a member.
• http://www.shrm.org/
This is the (U.S.) Society for Human Resource Management (SHRM) home page.
10. SCOPE OF COURSE EVALUATION
This course will be evaluated through surveys run by the School in accordance with
University and Faculty policy.
11. ADMINISTRATION
Submission of Assignments
Assignments should be submitted according to the Course Convenor’s instructions by the
due date. All students should keep a copy of their assignment until it is marked and returned
to them. Assignments should be kept until a final grade is awarded.
Learning Assistance Unit
The Learning Assistance Unit (LAU) provides free learning assistance services to Griffith
University students. This includes help with writing assignments, developing effective writing
strategies, critical thinking, exam preparation, and much more. To find out more about the
range of resources and study skills programs visit the website at
http://www.gu.edu.au/ins/lils/lau/home.html or call in to the offices.
Alternatively you can e-mail at lau@griffith.edu.au or phone a friendly learning adviser on any
of the numbers listed on the web site.
12. COURSE COMMUNICATIONS
All information required by the students will be communicated directly via lectures, and
tutorials. This information will be duplicated on the course website. Please consult this site
regularly and before you address any inquiry to the teaching staff.
Specific assessment inquiries and issues of a personal nature may be addressed during
consultation with staff. Issues of an administrative nature are best addressed via email or
telephone.
Date of last edit: 10 February 2005 Page 9 of 11

2022MGT Human Resource
Management Principles
Semester 1, 2005
13. UNIVERSITY POLICIES
13.1 Late Submission of Assignments
Requests for an extension of time for submission of an assessment item must be lodged
before the due date for the assessment item. Requests received on or after the due date
will only be considered in exceptional circumstances. Extension requests must be made in
writing to the Course Convenor, and be accompanied by appropriate supporting
documentation.
Where an extension has not been granted, an assessment item submitted after the due
date will be penalised as follows: the mark awarded to the item will be reduced by 10% of
the maximum possible mark for each day that the assessment item is late. Each weekend
(from Friday to Sunday) will count as one day.
13.2 Plagiarism / Academic Misconduct
Students must conduct their studies at the University honestly, ethically and in accordance
with accepted standards of academic conduct. Any form of academic conduct which is
contrary to these standards is academic misconduct for which the University may penalise
a student. Specifically it is academic misconduct for a student to:
present copied, falsified or improperly obtained data as if it were the result of laboratory
work, field trips or other investigatory work;
include in the student's individual work material which is the result of significant
assistance from another person if that assistance was unacceptable according to the
instructions or guidelines for that work;
assist another student in the presentation of that student's individual work in a way that
is unacceptable according to the instructions or guidelines for that work;
cheat; (Cheating is dishonest conduct in assessment);
plagiarise; (Plagiarism is knowingly presenting the work or property of another person
as if it were one's own.)
On determination that academic misconduct has taken place, the penalty which may be
imposed on the student is one or more of the following:
a. a reduced or nil result for the assessment item affected by the academic misconduct;
b. a fail grade for the course in which academic misconduct occurred;
c. exclusion from enrolment in the program for a specified period;
d. exclusion from the program; readmission to the program is at the discretion of the
Faculty based on consideration of the student's case for readmission.
Where a student has been found guilty of academic misconduct on more than one
occasion and has previously been penalised as set out in above a. - c., the penalty shall
normally be exclusion from the program as set out in d., unless in the opinion of the
relevant Assessment Board there are mitigating circumstances.
Date of last edit: 10 February 2005 Page 1 of 11

2022MGT Human Resource
Management Principles
Semester 1, 2005
Further information on this policy can be found in full at the following web address:
http://www62.gu.edu.au/policylibrary.nsf
13.3 Assessment Policy
This policy outlines the philosophy of assessment, the assessment requirements of a
course, the award of grades, information on special consideration, supplementary and
deferred assessment, the conduct of students in examinations and the notification of
results. This policy also includes information on appealing grades (review of grade
application), disposal of non-collected assessment material and roles and
responsibilities of Course Convenors and Faculty Assessment Boards. This policy can
be found in full at the following web address: http://www62.gu.edu.au/policylibrary.nsf
13.4 Student Appeals and Grievances Policy
Griffith University is committed to an equitable and enriching environment for students
which fosters academic achievement and where the interactions amongst students and
staff are based on mutual respect, fairness and fulfilment of obligations. The
University's Student Charter expresses the expectations which students may have of
the University and which the University has of its students. The Student Charter,
together with the rules and policies of the University, provide the framework for the
interaction between the University, its staff and students. This policy provides the
mechanism for resolving problems when a student considers that a decision of the
University or one of its staff or a situation experienced by the student is not in
accordance with the expectations set down in the Student Charter or the University's
rules and policies.
Section 2.1 of this policy provides students with information on how to best resolve
certain grievances, eg. the awarding of a final grade, appealing a penalty imposed for
academic misconduct, appealing academic probation or exclusion decisions, or refusal
to award a deferred exam etc. This policy can be found in full at the following web
address: http://www62.gu.edu.au/policylibrary.nsf
Date of last edit: 10 February 2005 Page 1 of 11