HRM Lectures
Table of Contents
Lecture 1 HRM in the 21st Century ................................................................................................................... 3
1. Course introduction ........................................................................................................................................ 3
2. Introduction to HRM ...................................................................................................................................... 3
HRM: history and present ............................................................................................................................. 3
HRM: new challenges .................................................................................................................................... 5
3. Strategic HRM ................................................................................................................................................ 7
Lecture 2 – Job Analysis and HR Forecasting .................................................................................................... 8
1. Workflow analysis and job analysis ............................................................................................................... 8
2. Job Demand-Resource Model (JD-R) .............................................................................................................. 9
3. Three approaches to (re)design jobs ............................................................................................................ 10
1. Physical environment – (re)design the work environment ..................................................................... 10
2. Job characteristics – job characteristics model (JCM) ............................................................................. 10
3. Job crafting – employees customize and personalize ............................................................................. 11
4. HR Forecasting ............................................................................................................................................. 12
Forecast Labour Demands .......................................................................................................................... 12
Forecasts of Labour Supply ......................................................................................................................... 12
Forecasts of Labour Surplus/Shortage ........................................................................................................ 13
Lecture 3 Hiring = HR Recruitment and Selection ........................................................................................... 14
1. Recruitment.................................................................................................................................................. 14
Objectives, strategies, and resources ......................................................................................................... 14
2. Selection ....................................................................................................................................................... 16
Selection decisions – fit theories ................................................................................................................ 16
Selection methods ...................................................................................................................................... 17
Selection process – biases ........................................................................................................................... 20
Lecture 4 – Performance Management .......................................................................................................... 22
1. What is performance? .................................................................................................................................. 23
Performance in literature ............................................................................................................................ 23
Performance in practice .............................................................................................................................. 23
Performance Dynamics ............................................................................................................................... 23
2. Systematic performance management ........................................................................................................ 24
Jack Welch Matrix ....................................................................................................................................... 24
A systems-based model .............................................................................................................................. 24
3. Performance appraisal ................................................................................................................................. 25
Performance Appraisal Process .................................................................................................................. 25
Step 1: Job Analysis - Organizational boundaries ....................................................................................... 25
Step 2: Performance Measurement ............................................................................................................ 25
4. Accuracy criteria & Rater Errors ................................................................................................................... 30
Performance measurement criteria ............................................................................................................ 30
Sources of measurement bias ..................................................................................................................... 32
5. Recommendations ....................................................................................................................................... 32
1
,Lecture 5 – Motivation and Compensation .................................................................................................... 33
1. Motivation Theories ..................................................................................................................................... 33
Self-determination theory........................................................................................................................... 33
Content and Process theories ..................................................................................................................... 34
Two-Factor Theory (Herzberg) .................................................................................................................... 34
Regulatory Focus Theory (Higgins) .............................................................................................................. 35
Expectancy Theory (Vroom) ........................................................................................................................ 36
Equity Theory (Adams) ................................................................................................................................ 36
2. Compensation Systems ................................................................................................................................ 37
Developing a compensation system ........................................................................................................... 37
Types of compensation ............................................................................................................................... 39
Creation of pay levels .................................................................................................................................. 39
3. Incentive Pay ................................................................................................................................................ 41
Why incentive pay? ..................................................................................................................................... 41
Individual incentives ................................................................................................................................... 41
Group incentive ........................................................................................................................................... 42
Problems of incentive pay ........................................................................................................................... 42
4. Pay Satisfaction ............................................................................................................................................ 43
5. Recommendations & Outlook ...................................................................................................................... 44
Article Williams et al 2006 ............................................................................................................................. 45
Lecture 6 – Diversity and Inclusion................................................................................................................. 49
1. Social categorization, stereotypes, prejudice, and discrimination ............................................................... 49
Social categorization ................................................................................................................................... 49
From categorization to stereotypes ............................................................................................................ 49
From neutral to affective: prejudice ........................................................................................................... 50
Discrimination: Biased action ...................................................................................................................... 50
2. Automatic Information Processing............................................................................................................... 51
Information processing ............................................................................................................................... 51
3. Diversity and Inclusion ................................................................................................................................. 52
Diversity in organizations ............................................................................................................................ 52
Diversity as a double-edged sword ............................................................................................................. 52
Performance implications? ......................................................................................................................... 52
Categorization-elaboration model of diversity ........................................................................................... 53
Diversity and inclusion in practice .............................................................................................................. 53
To wrap it up (learning objectives) ............................................................................................................. 53
2
,Lecture 1 HRM in the 21st Century
Society for human resource management (SHRM – community of HRM – worldwide) (gives
certificates as well)
1. Course introduction
- Online lectures (recorded or live stream)
- On-site tutorial (on campus, no recordings)
- Q&A sessions (Discussion boards, Q&A sessions & emails)
7 lectures & 5 tutorials
Final exam (60%) ** must be > 5.0
Group Assignment (40%) ** must be > 5.0
But need 5.5 to pass
Textbook (2018 or 2022) – syllabus says chapters to read
Assigned research articles
Lectures
Exam:
40 MC questions & 2-4 essay questions
Final scores = (40*1.5) + 40 divided by 10
Sample exam questions in every tutorial & mock exam available
Group Assignment:
(1 group report + 2 tutorial presentations) * Peer evaluation
(30+10) * 105% divided by 4
Tutorial 1: introductory + preparation
Tutorial 2-5: Group presentations and live feedback
Find own company, and arrange interviews early and wisely
2. Introduction to HRM
HRM: history and present
Starbucks as case example because high employee rating and has its own strategy of dealing
with employees. Turnover only 70% which is low within this coffee industry
History of HRM:
-1930: Taylorism and scientific management
1930-1960: personnel management
1960-: human resource management
1970-: strategic human resource management (align HRM with corporate management)
3
, M in HRM (management)
Traditional HRM aimed for: Task completion, absenteeism, turnover
Key outcomes now:
- Improve performance & productivity (Effectiveness and efficiency)
- Achieve organizational goals
- Help employee prosper (e.g., engagement)
- Stimulate positive behaviours
- Fulfil social responsibilities
R in HRM (resources)
Employees as resources:
- 1. Economic resources (knowledge, skills, abilities)
- 2. Intangible assets (creativity and social capital)
- 3. Varying asset values (star vs non-star employees and ups and downs of
employees) some have more resources and more valuable than others
H in HRM (human)
- 1. Human needs (self-determinization theory)
- 2. Motivation and emotions (Maslow’s motivation hierarchy)
- 3. Employee wellbeing (stress, burnout, satisfaction)
- 4. Life beyond work (security and health, wellbeing, work-life balance)
Example of Starbucks
HR policies
- Employees as partners
HR systems
- Compensation structure
HR practices
- Salaries above minimum wage
- College achievement plan, coffee master program
- Open forums with senior management
Essential HRM functions
Evidence-based HRM – not just people’s opinions, based on theory and scientific findings
4
Table of Contents
Lecture 1 HRM in the 21st Century ................................................................................................................... 3
1. Course introduction ........................................................................................................................................ 3
2. Introduction to HRM ...................................................................................................................................... 3
HRM: history and present ............................................................................................................................. 3
HRM: new challenges .................................................................................................................................... 5
3. Strategic HRM ................................................................................................................................................ 7
Lecture 2 – Job Analysis and HR Forecasting .................................................................................................... 8
1. Workflow analysis and job analysis ............................................................................................................... 8
2. Job Demand-Resource Model (JD-R) .............................................................................................................. 9
3. Three approaches to (re)design jobs ............................................................................................................ 10
1. Physical environment – (re)design the work environment ..................................................................... 10
2. Job characteristics – job characteristics model (JCM) ............................................................................. 10
3. Job crafting – employees customize and personalize ............................................................................. 11
4. HR Forecasting ............................................................................................................................................. 12
Forecast Labour Demands .......................................................................................................................... 12
Forecasts of Labour Supply ......................................................................................................................... 12
Forecasts of Labour Surplus/Shortage ........................................................................................................ 13
Lecture 3 Hiring = HR Recruitment and Selection ........................................................................................... 14
1. Recruitment.................................................................................................................................................. 14
Objectives, strategies, and resources ......................................................................................................... 14
2. Selection ....................................................................................................................................................... 16
Selection decisions – fit theories ................................................................................................................ 16
Selection methods ...................................................................................................................................... 17
Selection process – biases ........................................................................................................................... 20
Lecture 4 – Performance Management .......................................................................................................... 22
1. What is performance? .................................................................................................................................. 23
Performance in literature ............................................................................................................................ 23
Performance in practice .............................................................................................................................. 23
Performance Dynamics ............................................................................................................................... 23
2. Systematic performance management ........................................................................................................ 24
Jack Welch Matrix ....................................................................................................................................... 24
A systems-based model .............................................................................................................................. 24
3. Performance appraisal ................................................................................................................................. 25
Performance Appraisal Process .................................................................................................................. 25
Step 1: Job Analysis - Organizational boundaries ....................................................................................... 25
Step 2: Performance Measurement ............................................................................................................ 25
4. Accuracy criteria & Rater Errors ................................................................................................................... 30
Performance measurement criteria ............................................................................................................ 30
Sources of measurement bias ..................................................................................................................... 32
5. Recommendations ....................................................................................................................................... 32
1
,Lecture 5 – Motivation and Compensation .................................................................................................... 33
1. Motivation Theories ..................................................................................................................................... 33
Self-determination theory........................................................................................................................... 33
Content and Process theories ..................................................................................................................... 34
Two-Factor Theory (Herzberg) .................................................................................................................... 34
Regulatory Focus Theory (Higgins) .............................................................................................................. 35
Expectancy Theory (Vroom) ........................................................................................................................ 36
Equity Theory (Adams) ................................................................................................................................ 36
2. Compensation Systems ................................................................................................................................ 37
Developing a compensation system ........................................................................................................... 37
Types of compensation ............................................................................................................................... 39
Creation of pay levels .................................................................................................................................. 39
3. Incentive Pay ................................................................................................................................................ 41
Why incentive pay? ..................................................................................................................................... 41
Individual incentives ................................................................................................................................... 41
Group incentive ........................................................................................................................................... 42
Problems of incentive pay ........................................................................................................................... 42
4. Pay Satisfaction ............................................................................................................................................ 43
5. Recommendations & Outlook ...................................................................................................................... 44
Article Williams et al 2006 ............................................................................................................................. 45
Lecture 6 – Diversity and Inclusion................................................................................................................. 49
1. Social categorization, stereotypes, prejudice, and discrimination ............................................................... 49
Social categorization ................................................................................................................................... 49
From categorization to stereotypes ............................................................................................................ 49
From neutral to affective: prejudice ........................................................................................................... 50
Discrimination: Biased action ...................................................................................................................... 50
2. Automatic Information Processing............................................................................................................... 51
Information processing ............................................................................................................................... 51
3. Diversity and Inclusion ................................................................................................................................. 52
Diversity in organizations ............................................................................................................................ 52
Diversity as a double-edged sword ............................................................................................................. 52
Performance implications? ......................................................................................................................... 52
Categorization-elaboration model of diversity ........................................................................................... 53
Diversity and inclusion in practice .............................................................................................................. 53
To wrap it up (learning objectives) ............................................................................................................. 53
2
,Lecture 1 HRM in the 21st Century
Society for human resource management (SHRM – community of HRM – worldwide) (gives
certificates as well)
1. Course introduction
- Online lectures (recorded or live stream)
- On-site tutorial (on campus, no recordings)
- Q&A sessions (Discussion boards, Q&A sessions & emails)
7 lectures & 5 tutorials
Final exam (60%) ** must be > 5.0
Group Assignment (40%) ** must be > 5.0
But need 5.5 to pass
Textbook (2018 or 2022) – syllabus says chapters to read
Assigned research articles
Lectures
Exam:
40 MC questions & 2-4 essay questions
Final scores = (40*1.5) + 40 divided by 10
Sample exam questions in every tutorial & mock exam available
Group Assignment:
(1 group report + 2 tutorial presentations) * Peer evaluation
(30+10) * 105% divided by 4
Tutorial 1: introductory + preparation
Tutorial 2-5: Group presentations and live feedback
Find own company, and arrange interviews early and wisely
2. Introduction to HRM
HRM: history and present
Starbucks as case example because high employee rating and has its own strategy of dealing
with employees. Turnover only 70% which is low within this coffee industry
History of HRM:
-1930: Taylorism and scientific management
1930-1960: personnel management
1960-: human resource management
1970-: strategic human resource management (align HRM with corporate management)
3
, M in HRM (management)
Traditional HRM aimed for: Task completion, absenteeism, turnover
Key outcomes now:
- Improve performance & productivity (Effectiveness and efficiency)
- Achieve organizational goals
- Help employee prosper (e.g., engagement)
- Stimulate positive behaviours
- Fulfil social responsibilities
R in HRM (resources)
Employees as resources:
- 1. Economic resources (knowledge, skills, abilities)
- 2. Intangible assets (creativity and social capital)
- 3. Varying asset values (star vs non-star employees and ups and downs of
employees) some have more resources and more valuable than others
H in HRM (human)
- 1. Human needs (self-determinization theory)
- 2. Motivation and emotions (Maslow’s motivation hierarchy)
- 3. Employee wellbeing (stress, burnout, satisfaction)
- 4. Life beyond work (security and health, wellbeing, work-life balance)
Example of Starbucks
HR policies
- Employees as partners
HR systems
- Compensation structure
HR practices
- Salaries above minimum wage
- College achievement plan, coffee master program
- Open forums with senior management
Essential HRM functions
Evidence-based HRM – not just people’s opinions, based on theory and scientific findings
4
