Département d organisation et ressources humaines École des sciences de la gestion Université du Québec à Montréal

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1 Département d organisation et ressources humaines École des sciences de la gestion Université du Québec à Montréal COURSE OUTLINE INTRODUCTION TO HUMAN RESOURCES MANAGEMENT ORH Group 065 Winter 2014 Nathalie Awad, Ph.D. (Cdt.) Lecturer Phone: awad.nathalie@uqam.ca Professor & Coordinator: Daniel Beaupré, Ph.D. Office : R-3395 Phone : (514) ext beaupre.daniel@uqam.ca

2 INTRODUCTION In today s competitive environment, organizations need to have sound Human Resources Management (HRM). This means sound strategies and practices that are linked to their business goals and Mission. This course introduces students to the field of Human Resources Management, which is critical to current and future managers, whether or not they will work in an HR department. This course provides a theoretical and practical foundation in areas such as job analysis, recruitment, selection, training, performance appraisal, compensation, legal compliance, diversity management, and labor relations. COURSE OBJECTIVES 1. Explain the strategic role that the HR system plays in an organization, its relationship to other operational parts of an organization, and the impact of effective HRM practices on individual and organizational performance. 2. Explain each function of the HR system (e.g., Organization and Classification, Staffing, HRP and Performance Review, Labor Relations, etc.), its role and its best practices. 3. Explain how each function can be aligned to the Mission and business strategy and can relate to others functions in building and sustaining an organization s human resources. 4. Understand the rights and responsibilities of the employer and the employee in the Canadian workplace. 5. Explain the ways in which proactive organizations recognize diversity at work in Canada. 6. Understand the complexity of HRM issues and be able to critically analyze them through both critical thinking questions and case analysis. MATERIAL Book: Human Resources Management in Canada, 13 th edition, Dessler & Cole 2014, Pearson Education Canada. Text: PowerPoint and other documents (articles) distributed in class. METHOD OF INSTRUCTION In order to maximize learning, various methods of instruction are used in this course (e.g., formal lectures, videos, case studies, and group and class discussions). Preclass preparation and class participation are essential for learning the course material. Class Participation In this course, participation is critical. I evaluate participation using diverse information throughout classes. Overall, energy and rigor are required in the course. The most critical elements are: attendance and participation in class 2

3 discussions; sound comments reflecting preparation and real thinking about the discussed topics. During class, I expect the following from you: You shut OFF all your electronic devises; You are involved you have done the assigned readings; You offer insightful comments or questions on the discussed topics; You participate actively in the proposed exercises; You express your opinion with professionalism and respect towards others; When appropriate, you present events from current news and analyse them in line with discussed topics; Suggestion Every day, it s possible to find a lot of interesting articles about HRM. In Montreal, there are a lot of sources of information. In English, you can find some interesting articles in: Review Fortune Business Week Wall Street Journal Harvard Business Review In French : Le journal Les Affaires La revue Commerce La revue Gestion La revue Effectifs (Ordre des conseillers en ressources humaines et en relations industrielles) Le quotidien La Presse METHOD OF EVALUATION Mid-Term Exam 30% Final Exam 30% Work session 25% Work Session Presentation 15% Exams The mid-term and final exams are MCQ, T/F, and objective and development questions. Work session Firstly, the students have to choose a team (4 students). 3

4 This work is practical and it will be necessary to go in an organization. The team will write a report (18-20 pages, Arial 12, 1 ½ spacing without annexes, cover, etc). The core of the report is the job analysis and the relations with every sector of human resource department (analyzing job, planning, recruitment, selection, developing, rewards labor relations). Every team will present his work in class in a PowerPoint presentation. SCALE: ESG UQAM A+ = 92 à 100 B+ = 77 à 79,9 C+ = 69 à 71,9 D+ = 62 à 63,9 A = 86 à 91,9 B = 75 à 76,9 C = 67 à 68,9 D = 60 à 61,9 A- = 80 à 85,9 B- = 72 à 74,9 C- = 64 à 66,9 E = 0 à 59,9 PLAGIAT Règlement no 18 sur les infractions de nature académique Tout acte de plagiat, fraude, copiage, tricherie ou falsification de document commis par une étudiante, un étudiant, de même que toute participation à ces actes ou tentative de les commettre, à l occasion d un examen ou d un travail faisant l objet d une évaluation ou dans toute autre circonstance, constituent une infraction au sens de ce règlement La liste non limitative des infractions est définie comme suit : la substitution de personnes ; l utilisation totale ou partielle du texte d autrui en le faisant passer pour sien ou sans indication de référence ; la transmission d un travail pour fins d évaluation alors qu il constitue essentiellement un travail qui a déjà été transmis pour fins d évaluation académique à l Université ou dans une autre institution d enseignement, sauf avec l accord préalable de l enseignante, l enseignant ; l obtention par vol, manœuvre ou corruption de questions ou de réponses d examen ou de tout autre document ou matériel non autorisés, ou encore d une évaluation non méritée ; la possession ou l utilisation, avant ou pendant un examen, de tout document non autorisé ; l utilisation pendant un examen de la copie d examen d une autre personne ; l obtention de toute aide non autorisée, qu elle soit collective ou individuelle ; la falsification d un document, notamment d un document transmis par l Université ou d un document de l Université transmis ou non à une tierce personne, quelles que soient les circonstances ; la falsification de données de recherche dans un travail, notamment une thèse, un mémoire, un mémoire-création, un rapport de stage ou un rapport de recherche. Les sanctions reliées à ces infractions sont précisées à l article 3 du Règlement no 18. Pour plus d information sur les infractions académiques et comment les prévenir : 4

5 CALENDAR Jan 07 DATE MAIN TOPICS PRE- CLASS READINGS Introduction to HRM, Legal Framework, HR Org Jan 13 Systemic Approach Jan 21 Organization & Classification Jan 28 Human Resources Planning Feb 04 Staffing Part I Feb 11 Staffing Part II Feb 18 Orientation, Training & Development Mar 04 Mid-Term Exam Mar 11 Performance Management Mar 18 Direct and Indirect Compensation Mar 25 Direct and Indirect Compensation Apr 01 Apr 08 Apr 15 Dec 10 Labor Relations: Legal Framework Negotiation & Strike Collective Agreement Labor Relations: Collective Agreement Grievances & Adjudication Discipline Work Environment Health & Safety Final Exam Mar 25 to Apr 15 Presentation in Class of Work Session 5