Преподавател(и):

доц. Мария Иванова  д-р
гл. ас. Мариана Димитрова  д-р

Описание на курса:

Компетенции:

The course aims to provides knowledge, skills and understanding for policy, strategy and operational plans to achieve the mission and vision of the organization through effective HR management and transformation of HR managers in strategic business partner, to develop a holistic view of the organization using modern methods of cooperation and planning need to develop the talents.

Students who successfully complete the course know, understand and be able:

• to develop theoretical and practical concepts for corporate and business strategy coupled with adequate strategy for people in organizations;

• to discuss and critically evaluate different models and concepts of management of people;

• understand the nature and impact of external and internal environment on the development of strategy and policy for the people;

• to evaluate and use different techniques for planning and management of people.

Предварителни изисквания:
Students should have knowledge and/or skills in:

• English language for writing proper management documents

• Computer skills in word processing, Internet and e-mail

• Knowledge and understanding of basic management concepts.

Форми на провеждане:
Дистанционен

Учебни форми:
Лекция

Език, на който се води курса:
Английски

Теми, които се разглеждат в курса:

1. Importance of human resources management. Main theories in human resource management: scientific management, human relations theory, Maslow motivation pyramid, the two factor motivation model of Frederic Herzberg
2. Definitions of Human resources management. Definition of personnel management. Differences between personnel management and human resources management. Human resources definition. Definition of strategic human resource management
3. Human resource management functions- you should be able to describe them and explain the basic steps in every function. Traditional (core) and modern (new) human resources management functions
4. External factors that affect human resources management. You should be able to explain how they influence HRM at company level
5. Recruitment and selection - stages. Definition of talent management. Differences between recruitment and selection. Job analysis. Job description, job specification and role profile. Main methods for recruitment – advantages and disadvantages of internal and external recruitment
6. Selection – methods for selection. Validity and reliability of selection methods. Shortlisting, job interviews, different tests, different job interviews (e. g. situational, competency based, structured, unstructured, panel, online), assessment center, computer games for selection
7. Current assessment-test
8. Definitions of learning, training, development, strategic learning and development. Differences between the terms. The aims of strategic L&D
9. The process of learning and development: cognitive learning theory, discretionary learning, double-loop learning and single-loop learning, experienced workers standard (EWS), experiential learning, learning organization, operant conditioning, organizational learning, progressive parts method of training, reinforcement theory, self-directed (self-managed) learning, social learning theory
10. Types of training, learning and development methods: action learning, bite-sized training, blended learning, coaching and mentoring, e-learning, experiential learning, formal learning, informal learning, instruction, just-in-time training, on-the-job training, off-the-job training, induction
11. Types of training, learning and development methods: action learning, bite-sized training, blended learning, coaching and mentoring, e-learning, experiential learning, formal learning, informal learning, instruction, just-in-time training, on-the-job training, off-the-job training, induction
12. ADDIE model (stages and definitions) and systematic training
13. Evaluation of learning: The four levels of evaluation (Kirkpatrick model) and Return on investment as a method of evaluation
14. Creating a learning culture at the organisation. Definition of organizational learning strategy and individual learning strategy. The learning organization and organizational learning
15. Current evaluation

Литература по темите:

Main literature:

ARMSTRONG, M. and BARON, A., 2002. Strategic HRM. London: CIPD.

ARMSTRONG, M., 2006. A Handbook of HRM Practice. 10th ed. London: Kogan Page.

BOXALL, P. and PURCELL, J., 2003. Strategy and Human Resource Management. London: Palgrave.

Gratan, L. (2011) "life strategy", ed. "Classic and Style"

Kaplan, R., Norton, B. (2006) "Strategy Maps", ed. "Classic and Style"

Porter, M. (2006) "Competitive Strategy", ed. "Classic and Style"

KEW, J. and STREDWICK, J., 2005. Business Environment. London: CIPD.

Additional literature:

Aggarwal, A.K., Samwick, A. (2003) Performance incentives within firms: The effect of managerial responsibility. Journal of Finance, Vol. LVIII, No. 4, p. 1613-1649.

Aberdeed Group, 2008. Total Compensation Management: Taming Costs and Rewarding Employees. Aberdeed Group: White paper.

Armstrong, M. 2007. A Handbook of Employee Reward Management and Practice. 2nd Ed., London: Kogan Page.

Ball, C.A. 2003. Take Charge of Your Workers' Compensation Claim: an A-to-Z Guide for Injured Employees. Berkeley, CA: Nolo Press.

Chingos, P.T. (Ed.) 2002. Paying for Performance: A Guide to Compensation Management. NY: John Wiley.

Elias M. Awad, Hassan M. Ghaziri (2004). Knowledge Management, Prentice Hall.

Manas, T.M., Graham, M.D. (2003) Creating a total rewards strategy: A toolkit for designing business-based plans. Amacom.

MARCHINGTON, M. and WILKINSON, A., 2002. People management and development. 2nd ed. London: CIPD.

Milkovich, G.T., Newman, J.M. (2002) Compensation. 7th Edition, McGraw Hill.

PRICE, A., 1997. Human Resource Management in a Business Context. LONDON: Thomson Learning.

SARGEANT, M., 2003. Employment Law. 2nd ed. Harlow: Pearson.Smith, G. (2004) Leading the Professionals: How to Inspire & Motivate Professional Service Teams. Kogan Page.

Stevenson, N. (2000) 10 Minute guide to motivating people. 2nd Edition, Alpha Books.

TROMPENAARS, F., 1993. Riding the Waves of Culture: Understanding Cultural Diversity in Business. London: Nicholas Brealey.Tyson, S. (1995) Human Resource Strategy: Towards a General Theory of Human Resource Management, London: Pitman.

Ulrich, D. (1997) Tomorrow’s Human Resource Management, New York:Wiley.

Ulrich, D. (1998) Human Resource Champions, Boston, MA: Harvard Business School Press.References ¦ 25

Wood, S. (1999) ‘Getting the measure of the transformed high performance organisation’, British Journal of Industrial Relations, Vol.37, No.3, pp.391–417.

Yanadori, Y., Milkovich, G.T. (2002) Origin of CEO and compensation strategy: Differences between insiders and outsiders. CAHRS/Cornell University.

Средства за оценяване:

Additional pre-conditions for forming the final score: Students can be exempted from examination of current appraisal, if there are positive results of written assignments during the semester and participated in a workshop. Students can receive a final evaluation of the course and through the implementation of practical tasks submitted through Moodle platform during the examination session.