Course Level Undergraduate, Degree II Contact hours 60 Credit units 4 Course code 2201 Description

This Course gives an overview and introduces students to the understanding of Human Resources
Management. Although it is aimed at giving students an overview of HRM practices, it focuses on all
aspects of Human Resources Management. Specifically, it gives the History and Meaning of Human
Resources Management; how Human Resources Management differs from, and is similar to, Personnel
Management; Factors that led to the Development of Human Resources Management and to the
collapse of Personnel Management; the Human Resources Management Cycle; and concludes with
Human Resources Management as a Process of Managing the Entry, Stay, and Exit of Employees in and
from the Organization. Course aim This course unit is intended to help students acquire enough
knowledge on the origins, developments, characteristics, Human Resources Management Cycle and
Human Resources Management Functions Learning outcomes By the end of this course, students
should be able to understand and comprehend: a) The origins, developments, and characteristics of the
Human Resources Management. b) The Human Resources Management Cycle and the Human Resources
Management Functions

Course Content

PART ONE: OVERVIEW OF HUMAN RESOURCE MANAGEMENT

Topic 1: Introduction to Human Resource Management (3HRS)

 Definition and Concept of Human Resource Management.  History of Human Resource Management.
 How Human Resources Management differs from, and is similar to, Personnel Management.  Factors
that led to the Development of Human Resources Management and to the collapse of Personnel
Management.  HR approaches Functions of Human Resource Management 
Managerial Functions

 Operative Functions  HR Policies and Procedure  Emerging Role of Human Resource Management 
Value of Human Resources  Role of HR Executives Challenges to HR Professionals
 Worker Productivity  Quality Improvement  The Changing Attitudes of Workforce  The Impact of
the Government  Quality of Work Life  Technology and Training  Strategic Human Resource
Management.

PART TWO: EMPLOYMENT OF HUMAN RESOURCES

Topic1: HUMAN RESOURCE PLANNING (3HRS) 

Definition of Human Resource Planning  Objectives of Human Resource Planning  Human Resource
Planning at Different Planning Levels  The Process of Human Resource Planning  Assessing Current
Human Resources and Making an Inventory  Forecasting  Matching the Inventory with Future
Requirements  Managing the Forecasted Demand/Surplus  Managing Future Demand  Managing
Future Surplus  Dealing with Surplus Manpower  Growing Importance of Human Resource Planning
 Current Trends
Topic 2: JOB ANALYSIS AND DESIGN (3HRS)  Concept of Job Analysis  Process of Job
Analysis  Information Gathering  Job-Specific Competency Determination  Developing a Job
Description  Developing a Job Specification  Job Analysis Methods  Observation Method 
Individual Interview Method  Group Interview Method  Questionnaire Method  Technical
Conference Method

 Diary Method  Functional Job Analysis  Position Analysis Questionnaire (PAQ)  Critical Incident
Technique (CIT)  Job Analysis Information  Job Description  Drafting and Maintaining Job
Description  Job Specification  Uses of Job Analysis  Employment  Organization Audit  Training
and Development  Performance Appraisal  Promotion and Transfer  Preventing Dissatisfaction 
Compensation Management  Health and Safety  Induction  Industrial Relations  Career Planning
 Succession Planning  Issues in Job Analysis  Job Design  Different Approaches to Job Design
Modern Management Techniques  Job Rotation  Job Enlargement  Job Enrichment  Some More
Modern Management Techniques

Topic 3:RECRUITMENT (2HRS)  Concept of Recruitment  Factors Affecting

Recruitment  Organizational Factors  Environmental Factors  Recruitment Policy  Sources of
Recruitment  Internal Search  External Sources  Need for Flexible and Proactive Recruitment
Policy  Evaluation of a Recruitment Program

Topic 4: SELECTION (4HR)  Concept of Selection

 The Selection Process  Selection Method Standards  Reliability  Validity  Generalizability 

Utility  Legality  Application Forms  Evaluation of Application Forms  Ethical Issues in Application
Form Design  Selection Tests  Intelligence Tests  Aptitude Tests  Achievement Tests 
Situational Tests  Interest Tests  Personality Tests  Polygraph Tests  Graphology  Types of
interviews  The Interview Process

Topic 5: PLACEMENT (1HR)  Placement activities  Challenge in

placement

Topic 6:SOCIALIZATION (3HRS)  Concept of Orientation  Objectives of

Induction/Orientation and phases of orientation  Role of Organizational Culture in Orientation  Roles
 Values  Norms  The Process of Socialization  Assumptions  Model of Socialization Process 
Socialization Strategies  Formal or Informal Socialization Strategies  Individual or Collective
Socialization Strategies  Sequential or Non-sequential Socialization Strategies  Fixed or Variable
Socialization Strategies  Tournament or Contest Socialization Strategies  Serial or Disjunctive
Socialization Strategies  Investiture or Divestiture Socialization Strategies

 Socialization of Existing Employees

PART THREE: MANAGEMENT AND DEVELOPMENT OF HUMAN RESOURCES

Topic1: MANAGING CAREERS (3HRS)  Concept of Career  Career

Anchors  Autonomy/Independence  Security/Stability  Technical/Functional Competence  General
Management  Entrepreneurial Creativity  Service  Pure Challenge  Life Style  Elements of a
Career Planning Program  Individual Assessment and Need Analysis  Organizational Assessment and
Opportunity Analysis  Need Opportunity Alignment  Career Counselling  The Benefits of Career
Planning to an Organization  Ensures Availability of Resources for Future  Enhances Organizational
Ability to Attract and Retain Talent  Ensures Growth Opportunities for All  Handles Employee
Frustration  The Benefits of Career Planning to an Individual  Issues in Career Planning  Dual Career
Families  Low Ceiling Careers  Declining Opportunities  Career Stages  Restructuring  Career
Plateaus  Work-family Issues  Career Development Cycle  Exploration Stage  Establishment
Stage  Maintenance Stage  Disengagement Stage  Career Objectives and the Career Path 
Promotion  Transfer  Model for Planned Self-Development

 Self-Assessment  Opportunity Analysis  Decision-Making  Leverage Network  Venture 

Continuous Assessment  Succession Planning  Continuity  Long-Term Perspective 
Organizational Need Perspective  Turnover Management  Emphasis on Results

Topic 2:PERFORMANCE APPRAISAL (3HRS)  Concept of Performance Appraisal 

Objectives of Performance Appraisal  The Appraisal Process  The Appraisers  Self-Appraisal 
Supervisors  Peers  Customers/Clients  Subordinates  Performance Appraisal Methods  The
Appraisal Interview  Challenges of Appraisal Interview  How do we face the Challenges?  Pitfalls in
Performance Appraisal  Uses of Performance Appraisal  Ethics of Performance Appraisal

Topic 3: EMPLOYEE TRAINING & MGT DEVELOPMENT (3HRS)  Definition and Purpose of Training 
Improving Employee Performance  Updating Employee Skills  Avoiding Managerial Obsolescence 
Preparing for Promotion and Managerial Succession  Retaining and Motivating Employees  Creating
an Efficient and Effective Organization  Assessing Training Needs  Areas of Training  Importance of
Learning  Employee Training Methods  On-the-Job Training

 Off-the-Job Training  Evaluation of the Training Program  Training and Development  Concept of
Management Development  Work Roles of a Manager  Objectives of Management Development 
Process of Management Development  Management Development Methods  On-the-Job
Development Methods  Off-the-Job Development Methods  Evaluating a Management Development
Program  Nature of learning  Fundamental principles of learning

Topic 4: COMPENSATION MANAGEMENT (3HRS)  Definition and Objectives of Job Evaluation

 Objectives  Principles of Job Evaluation  Process of Job Evaluation  Techniques of Job Evaluation
 Non-Quantitative Techniques  Quantitative Techniques  Advantages of Job Evaluation 
Limitations of Job Evaluation  Concept of Compensation Administration  Principles Governing
Compensation Administration  Purpose of Compensation Administration  Different Concepts of
Wages  Minimum Wage  Fair Wage  Living Wage  Basic Wage Plans  Time Wage Plan  Piece
Wage Plan  Skill-based Pay  Competency-based Pay  Broad banding  Variable Compensation 
Executive Compensation  Wage Differentials  National Wage Policy  Theories and Surveys for
Wage and Salary Administration  Wage Fixing Institutions and Authorities  Concept of Rewards
 Types of Incentive Plans  Short-Term Plans  Long-Term Plans  Non-Monetary Incentives 
Guidelines for Effective Incentive Plans  Employee Benefits  Objectives of Employee Benefits 
History and Evolution of Benefit Programs in Uganda  Some Modern Concepts in Employee Benefit
Schemes

Topic 5: OCCUPATIONAL SAFETY AND HEALTH (3HRS)  Causes of Safety and Health Problems at the
Workplace  Lack of Education and Training  Human Errors  Technical Errors  Psychological
Problems  Occupational Hazards and Risks  Provisions to Prevent Accidents in the Work Place 
Safety and Health Programs in Organizations  Prerequisites for an Effective Safety and Health Policy 
Accident Prevention in the Workplace  Stress and its Consequences on Employee Performance 
Causes of Stress  Handling Employee Stress  Avoiding Burnout  Challenges in the Service Sector 
Importance of Ergonomics

PART FOUR: EMPLOYEE RELATIONS

Topic1:GRIEVANCE HANDLING (2HRS)  Concept of Grievance  Causes of Grievance

 Need for a Grievance Redressal Procedure  Effective Grievance Redressal  Steps in a Grievance
Redressal Procedure  Grievance Redressal Procedure in Unionized Organizations  Legislative Aspects
of the Grievance Redressal Procedure in Uganda  Conflict Resolution

Topic2: DISCIPLINARY ACTION (1HR)  Definition and Concept of Discipline  Aims and
Objectives of Discipline  Forms and Types of Discipline

 Acts of Indiscipline or Misconduct  Causes of Indiscipline and Misconduct  Principles of Maintaining

Discipline  McGregor’s Red Hot Stove Rule  Disciplinary Procedure  Approaches to Discipline 
Incorrect Discipline  Preventive Discipline  Positive Discipline  Types of Disciplinary Action  Verbal
Warning  Written Warning  Suspension  Pay Cut  Demotion  Dismissal  Code of Discipline in the
Indian Industry  Industrial Employment (Standing Orders) Acts

Topic3: TRADE UNIONS (3HRS)  Definition and Concept of Trade Unions

 Trade Union Membership  Characteristics of Trade Unions  Functions of Trade Unions  Types of
Trade Unions  Classification of Unions According to Purpose  Classification of Unions According to
Membership Structure  Methods Adopted by Trade Unions  Mutual Insurance  Collective
Bargaining  Legal Enactments  Other Methods  Problems Faced By Trade Unions  Uneven Growth
of Unionism  Small Size of Unions  Financial Weakness  Multiplicity of Unions  Inter-union Rivalry
 Leadership Issue  Politics and Unions  Trade Unions and Globalization

Topic 4: INDUSTRIAL RELATIONS, COLLECTIVE BARGAINING AND WORKERS’ PARTICIPATION IN

MANAGEMENT

(3HRS)  Definition and Concept of Industrial Relations  Approaches to Industrial Relations 

Psychological Approach to Industrial Relations  Sociological Approach to Industrial Relations  Human
Relations Approach to Industrial Relations  Socio-Ethical Approach to Industrial Relations  Gandhian
Approach to Industrial Relations  Systems Approach to Industrial Relations  Different Roles in
Industrial Relations  Employees  Trade Unions  The Management  The Government  Objectives
of Industrial Relations  Industrial Disputes Prevention Machinery  Concept of Collective Bargaining 
Features of Collective Bargaining  Group Activity  Activity in Levels  Flexibility  Win-win Situation 
Builds Relationships  An Art and a Science  Objectives of Collective Bargaining  Collective Bargaining
Process  Preparation for Negotiation  Negotiation  Contract Administration  Concept of Workers’
Participation in Management  Purpose of Workers’ Participation  Workers’ Participation in India 
Forms of Worker Participation Uganda  Works Committees  Joint Management Councils  Joint
Councils  Unit Councils  Plant Councils  Shop Councils  Factors Contributing to the Limited Success
of the Workers’ Participation Schemes in Management in India  Conditions Necessary for Effective
Working of the Scheme

Topic 5: Quality of Work Life (3HRS)

 Definition and Concept of Quality of Work Life  Methods to Improve QWL  Alternative Work
Schedule (AWS)  Flexi place/Telecommuting  Part-time Employment  Job Enrichment  Job Rotation
 Job Enlargement  Autonomous Work Groups/Self-Managed Teams  Socio-technical Systems 
Benefits of QWL Programs  Effective Implementation of QWL Programs QUALITY CIRCLES
 Definition and Concept of Quality Circles  Objectives of Quality Circles  Development and Working
of a Quality Circle  Problem-Solving Techniques in Quality Circles  Brainstorming Sessions  Cause-
and-Effect or Fishbone Diagrams  Sampling and Charting Methods  Solving Issues in Implementing
Quality Circles

Topic7: HR EXIT MANAGEMENT (2HRS)  Meaning of employee exit  Why employees

exit?  How employees exit-Death, Sickness, suspension etc  How to prepare employees exit?  Role
of HR Professional in employee exit  Role of employees in exit  Employee Exit process  Legal
framework of employee exits in Uganda.  Employee Retrenchment  Termination of Contract  Short
term Employment  Temporary Contract  Contractor basis  Setting up termination due to
unauthorized absence  Termination interviews  Procedure before terminations  Dismissal

Tutorials (30HRS)

NB: End of Course evaluation and Review

Reading list

Amstrong, Michael. (2006). A Hand Book of Personnel Management (10th ed). London, UK. Bal, P. M., &
de Jong, S. B. (2017). From human resource management to human dignity development: A dignity
perspective on HRM and the role of workplace democracy. In Dignity and the Organization (pp. 173-
195). Palgrave Macmillan, London. Banfield, P., Kay, R., & Royles, D. (2018). Introduction to human
resource management. Oxford University Press. Boella, M. J. (2017). Human resource management in
the hotel and catering industry. Taylor & Francis. Bratton, J., & Gold, J. (2017). Human resource
management: theory and practice. Palgrave. Brewster, C., & Hegewisch, A. (Eds.). (2017). Policy and
practice in European human resource management: The Price Waterhouse Cranfield survey. Taylor &
Francis. Chelladurai, P., & Kerwin, S. (2017). Human resource management in sport and recreation.
Human Kinetics. Chowhan, J., Pries, F., & Mann, S. (2017). Persistent innovation and the role of human
resource management practices, work organization, and strategy. Journal of Management &
Organization, 23(3), 456471. Cleaver, F. (2017). Development through bricolage: rethinking institutions
for natural resource management. Routledge. Debroux, P. (2017). Human Resource Management in
Japan: Changes and Uncertainties-A New Human Resource Management System Fitting to the Global
Economy: Changes and Uncertainties-A New Human Resource Management System Fitting to the Global
Economy. Routledge. Delery, J. E., & Roumpi, D. (2017). Strategic human resource management, human
capital and competitive advantage: is the field going in circles?.Human Resource Management Journal,
27(1), 1-21. GARG, J. P. (2017). A COMPARATIVE STUDY OF HUMAN RESOURCE DISCLOSURE AND
REPORTING PRACTICES OF SELECTED PUBLIC AND PRIVATE SECTOR BANKS IN INDIA. CLEAR International
Journal of Research in Commerce & Management. Guest, D. E. (2017). Human resource management
and employee well‐being: towards a new analytic framework. Human Resource Management Journal,
27(1), 22-38. Horak, S. (2017). The informal dimension of human resource management in Korea: Yongo,
recruiting practices and career progression. The International Journal of Human Resource Management,
28(10),

1409-1432. Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems:
Basics, applications, and future directions. Sage Publications. Kerzner, H., & Kerzner, H. R. (2017). Project
management: a systems approach to planning, scheduling, and controlling. Korff, J., Biemann, T., &
Voelpel, S. C. (2017). Human resource management systems and work attitudes: the mediating role of
future time perspective. Journal of Organizational Behavior, 38(1), 45-67. Lussier, R. N., & Hendon, J. R.
(2018). Human resource management: Functions