St.

Mary’s University

School of Graduate Studies

MBA WITH CONCENTRATION IN HRM

COURSE SYLLABUS

Fundamentals of Human Resource Management

I. INSTRUCTOR’S INFORMATION

Name Temesgen Belayneh (Dr)

Academic Status Asst. Professor

Mobile
E-Mail
Consultations Hours Mondays’ & Thursdays’ :3:00 -4:00 PM

Other Times By Appointment

1st Floor, Office No 1.4

II. STRUCTURE OF THE COURSE

Course Code MBA- 531

Credit Hours 2
Course status Common
Level Postgraduate
Academic Year & Semester 2021 AY, 2st Semester Ist Block
Prerequisites None

III. COURSE DESCRIPTION

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 Today’s dynamic business environment is demanding managers at both private and public
sector organizations to utilize their human resources more efficiently and effectively to
better gain competitive advantage.

This course is designed to offer the graduate students with an understanding of HR

management from theoretical and practical perspectives. It is divided into two major parts.
Part one is concerned with the general introduction of HRM that consists of development of
HRM concept, meaning and definition of HRM, HRM as a system, features and objectives of
HRM, HRM functions and the environment of HRM. Part two examines the key HR practices
that include job analysis and design, HR planning, employee recruitment and selection,
training and development, performance management, compensation management,
employee management relations and workforce diversity. The entire course contents are
presented below.

IV. LEARNING OUTCOMES

After completing this course, you should be able to:
 Recognize the basic concepts and developments of HR management.
 Distinguish techniques that enable organizations to conduct job analysis and design.
 Realize how strategic HR planning contributes in balancing employees demand and
supply in an organization.
 Design effective and efficient ways of recruiting and selecting people to meet current
human resource needs of an organization.
 Distinguish the outcome of training and development in the improvement of
organizational performance.
 Justify the value of performance management in organizational and individual
performances.
 Recognize the values of compensation management in maintaining and improving levels
of employees and organizational performance.

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  Describe the benefits of employee-management relations in the achievement of
organizational objectives.
 Appreciate the benefits that diversity offers to organizations.

V. COURSE CONTENTS

Contents Contact Week & Hrs Selected Readings

Orientation and discussion of syllabus French
Part I: Introducing HR Management
Week 1 PP 2-47
Chapter I: Nature and Scope of HRM
1.1 Development of HRM Concept ( 4 Hrs )
1.2 Definition of HRM Rue & Byars
1.3 HRM as a system
1.4 Futures and Objectives of HRM
PP 4-18
1.5 HRM Functions
1.6 The Environment of HRM
Part II: HR Management Practice French
Chapter 2: Job Analysis and Design
PP 169-203
2.1 Job Analysis
2.1.1 Concept of Job Analysis Weeks 2&3 Rue & Byars
2.1.2 Purpose of Job Analysis
( 6 Hrs )
2.1.3 Collecting Job Analysis Data PP 82-101
2.1.4 Conducting Job Analysis
2.2 Job Design Jackson and Mathis
2.2.1 What is Job Design?
2.2.2 Elements of Job Design PP 188-214
2.2.3 Techniques of Job Design
Chapter 3: Human Resource Planning(HRP) French
3.1.1 Concept of HR Planning
Week 3
3.1.2 The importance of HR Planning PP138-150
(2 Hrs )
3.1.3 Factors Affecting HRP
3.1.4 The HR Planning Process Rue & Byars

PP 114-131

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Chapter 4. Recruitment and Selection
4.1 Recruitment
4.1.1 Recruitment Defined French
4.1.2 Recruiting Sources/ Methods
4.1.3 The Recruitment Process Week 4 PP 235-272
4.1.4 Flexible Staffing as Recruiting ( 4 Hrs )
4.1.5 Recruiting Evaluation PP274-296
4.2 Staff Selection
Rue & Byars
4.2.1 Selection Defined
4.2.2 Selection Process
PP 138-192
4.2.3 Placement and Orientation

Chapter 5: Training and Development Rue & Byars

5.1 Concept of HR Development
Week 5 PP 208-226
5.2 Why Training and Development?
5.3 HR Development Process ( 2 Hrs ) Gomez-Mejia et.al.
5.4 Type of HR Development Programs PP 258-288
Chapter 6: Performance Management Rue & Byars
6.1. Concept of Performance
Management Self-Learning PP 286-306
6.2 Managing organizational
performance Jackson and Mathis
6.3 Managing team performance
6.4 Managing individual performance
PP 338-368

Chapter 7: Compensation Management French

Week 5
7.1 Concept of Compensation
( 2 Hrs ) PP 393-430
7.2 Objectives of Compensation
7.3 Types of Compensation
Gomez-Mejia et.al.
7.4 Determinants of Financial
Compensation PP 323-352
7.5 Benefits (Indirect Compensation)
Chapter 8: Employee Relations French
8.1 Employee Relations and
Week 6
Collective Bargaining PP 524-547
( 2 Hrs )
8.2 Employee Safety and Health
8.3 Grievance Handling Jackson and Mathis
8.4 Disciplinary Action
8.5The Ethiopian Labor and Public
PP 326-574
Organizations and Their Employees’
Laws (Self-Learning)
Chapter 9: Workforce Diversity Week 6 Rue & Byars

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 9.1 Diversity and Diversity PP 24-50
Management Defined
9.2 Why Manage Employee Diversity? ( 2 Hrs ) Gomez-Mejia et.al.,
9.3 Challenges in Managing Employee
Diversity PP123-149
9.4 Diversity in Organizations
9.5 Improving the Management of
Diversity
Group Assignment Presentation Study Report
Week 7
(4 Hrs)
Final Examination Week 8 All Topics Covered
To Be Decided By The
University

VI. MODE OF DELIVERY

We will be taking an active learning approach in this course. You are expected to allot about 16
hours every week for readings, doing assignments and preparing for class discussion, tests and
examination. The course instructor’s primary role is to facilitate the learning process. In each
session, the instructor will devote some time in lecturing, but we will also spend a great deal of
time in classroom discussions. You are, therefore, expected to contribute to class discussion on
a regular basis. 

VII. ASSESSMENT DETAILS

The course grade will be assessed by a weighted average computation of scores on
assessment of HRM practices of an organization, group assignment ,quizzes and final
examination. Weights for these items are as follows:
Assessment 1 Assessment of HRM practices of an organization 15%
(Individual Assignment)
Group Study Report with Presentations
Assessment 2
Group Study Report 15%

Group Study Report Individual Presentation 10%

Assessment 3 Mid-Block Examination 20%

Assessment 4 Final Examination 40%

TOTAL 100%

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 7.1. Assessment 1– Assessment of HRM practices of Own organization (Individual Assignment)
HRM is the management function devoted to acquiring, developing, motivating and
retaining employees. Because of the importance of hiring and maintaining a
committed and competent staff, effective HRM is crucial to the success of all
organizations. The aim of this assignment is, therefore, to enable you better
understand the practices of HRM in your organization.
All students are required to write 20 pages (no longer) term paper on the assessment of
own organization’s HR management system.
Weighting: 15%

7.2 Assessment 2–Group Study Report with Presentations

This assignment is intended to test your general understanding of HRM issues faced by
organizations. You are expected to select study topics that demonstrate your
understanding of the HRM theories, and concepts. You will form a team of 3-4 students.
Select HRM topic of your choice depending upon the study area (You may choose one of
the team members’ project organization for the study).Some examples are:
 Recruitment and selection
 Human resource planning etc.
 Employee Training
 Management Development
 Staff compensation and Benefits
 Employees Performance Appraisal
 Labor Law
 Workforce Diversity
The assessment two will be based on written study report weighting 15% and
individual presentation weighting 10%
Weighting: 25%

7.3 Mid-Block Examination

Mid-Block Examination used in this course to check your comprehension of covered course contents
the middle of the block.

7.4 Assessment 4- Final Examination

The final examination is primarily given to check your academic progress and evaluate over
all understanding of the course. The examination will contain case studies, short as well as
long essay.
Weighting: 40%

VIII. CLASS ATTENDANCE

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Regular class attendance is expected from the teacher and the students alike. Attendance is
mandatory and is monitored across the course. Whenever possible, any student should get
permission from the instructor before being absent. If the instructor misses a class, he is
required to arrange make-up classes. A student is not allowed to take the final examination if
he/she doesn’t attend 80% (missing more than three classes) of the classes during the whole
session.

IX. PROFESSIONAL ETHICS

All work in this course must be completed in a manner consistent with the University Academic
Policy. All graduate students of our University are expected to function on the basis of honesty,
integrity, and fair play. Plagiarism and other related acts of academic dishonesty will not be
tolerated.

X. COURSE GRADING

After overall academic performance assessment, a letter grade will be granted to you based
on the University academic achievement grading policy as presented below.

 95 & Above A+  60 - 64 C+
 85 - 94 A  55 - 63 C
 75 - 84 B+  45 - 54 D
 65- 74 B  44 & Below F

XI. READING MATERIALS

10.1 Required
1. Anthony. William F et.al., (1999) Human Resource Management: A Strategic
Approach. (3th Ed), the Dryden Press, USA.
2. French. Wendell L (1988) Human Resources Management. Houghton Miffin Company,
USA.
3. Gomez-Mejia. Luis R. et.al. (2003) Managing Human Resources. (3th Ed), Prentice-Hall
of India Plc., New Delhi
4. Jackson. John H. and Mathis Robert L. (1997) Human Resource management. (8th Ed),
West Publishing Company, New York.
5. Rue. Leslie W. and Byars Lloyd L. (1994) Human Resource Management. (4th Ed),
Richard D. Irwin. Inc., USA
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 10.2 Recommended
6. DeCenzo, David A. and Stephen P.Robbins. (2004). Personnel/ Human Resource
Management (3th Ed), Prentice-Hall of India Plc, New Delhi.
7. Desser. Gary. (2005) Human Resource management. (9th Ed), Pearson Education, New
Delhi.
8. Heneman III. Herbert G. et.al., (1996) Personnel/Human Resource Management (4th
Ed), Universal Book Stall, New Delhi
9. .Jackson. Susan E. and Randall S. Schuler. (2003). Managing Human Resource Through
Strategic Partnerships. (8th Ed), South-Western, Ohio.

Wishing You All The Best!!

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