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1、《人力資源管理》課程簡(jiǎn)介 課程編號(hào) 12HRM210 課程名稱 人力資源管理 課程性質(zhì) 必修 學(xué) 時(shí) 32 學(xué) 分 2 學(xué)時(shí)分配 授課：32實(shí)驗(yàn)： 上機(jī)： 實(shí)踐： 實(shí)踐（周）： 考核方式 閉卷考試，平時(shí)成績(jī)占50% ,期末成績(jī)占50% o 開課學(xué)院 國(guó)際教育學(xué)院 更新時(shí)間 適用專業(yè) 財(cái)務(wù)管理（中澳合作） 先修課程 組織與管理、大學(xué)英語(yǔ) 課程內(nèi)容: 人力資源管理課程是財(cái)務(wù)管理（中澳合作）專業(yè)的一門必修課，也是一門專業(yè)基礎(chǔ)課。 該課程的主要內(nèi)容包括人力資源管理概述、人力資源規(guī)劃、人力資源信息系統(tǒng)、工作分析與 工作設(shè)計(jì)、招聘甄選與公平就業(yè)、績(jī)效管理、

2、培訓(xùn)與開發(fā)、職業(yè)生涯管理、薪酬管理、職業(yè) 健康與安全管理等。通過(guò)該門課程的學(xué)習(xí)，學(xué)生可以運(yùn)用基本的知識(shí)和基本理論，采用人力 資源管理工具進(jìn)行口常的人力資源管理丁.作。該門課程的主要任務(wù)是理解人力資源管理和人 力資源經(jīng)理的角色和地位；熟悉人力資源信息系統(tǒng)和員工健康與安全管理，掌握人力資源規(guī) 劃、工作分析與工作設(shè)計(jì)、招聘管理、績(jī)效考核、員工培訓(xùn)與開發(fā)、薪酬管理等的基本技能, 并能將所學(xué)知識(shí)進(jìn)行實(shí)踐操作。 Brief Introduction Code 12IIRM210 Title Human Resource Management Course nature Requir

3、ed Semester Hours 32 Credits 2 Semester Hour Structure Lecture： 32 Experiment： Computer Lab： Practice： Practice (Week)： Assessment Closed book examination, usually results accounted for 50%, the final grade accounted fbr 50%. Offered by International Education College Date for Financial

4、Management (Sino-Australian cooperation) Prerequisite Organazation and Management, College English Course Description: (Times New Roman 五號(hào)字，1.5 倍行距) Human resource management is the compulsory subject fbr the students majored in Financial Management (Sino-Auslralian cooperation), and it is a

5、 basic course fbr this major. The subject covers a broad range of topics including the stragelic human resources management, human resources planning, HRM information systems, job analysis and design, recruitment, selection and EEO. performance management, learning and development, career plannin

6、g and management, rewarding human resources, occupational health and safety. It provides you with basic skills, knowledge and attitudes that enable you to perform human resource management.. The mission of this course is: 1 .Understand the status and role of human resource manager and human reso

7、urce management; 2. Formilar with HRM infonnation systems, Occupational health and safety. Career planning and management; 3. Master knowledges and skills of human resources planning, job analysis and design, recruitment, selection and EEO, performance management, learning and development, and

8、 rewarding human resources. 《人力資源管理》課程教學(xué)大綱 Code 12HRM210 Title Human Resource Management Course nature Required Semester Hours 32 Credits Semester Hour Structure Lecture： 32 Experiment： Computer Lab： Practice： Practice (Week)： Assessment Closed book examination, usually results account

9、ed for 50%, the final grade accounted for 50%. Offered by International Education College Date for Financial Management (Sino-Australian cooperation) Prerequisite Organazation and Management, Co]lege English 一、教學(xué)內(nèi)容 CHAPTER 1 Strategic human resource management 1.1 Introduction to human r

10、esource management 1.2 Approaches to HRM 1.3 The role of HR managers 1.4 HRM activities 1.5 Human resource management and organisational strategy Dificulties： Human resource management and organisational strategy Key points: HRM activities CHAPTER 2 Human resource planning 2.1 Human resource

11、 planning (HRP) and strategic HRM planning 2.2 Importance of HRP 2.3 Environmental influences on HRP 2.4 The HRP approach 2.5 Effective human resource planning Diflculties： Environmental influences on HRP Key points: The HRP approach CHAPTER 3 HRM information systems 3.1. Establishing human

12、 resource information systems 3.2 Steps in HRIS needs analysis 3.3 Uses ofHRISs 3.4 Benefits ofHRISs Dificulties： Steps in HRIS needs analysis Key points: Steps in HRIS needs analysis CHAPTER 4 Job analysis and design 4.1 Introduction to Job analysis and job design 4.2 Data collection 4.3 J

13、ob analysis techniques 4.4 Approaches to job design Dificulties： Job analysis techniques Key points: Approaches to job design CHAPTER 5 Recruitment, selection and EEO 5.1 Recruitment 5.2 Selection 5.3 Equal employment opportunity Dificulties： Tools to assist in selection Key points: Source

14、s and methods of recruitment CHAPTER 6 Performance management 6.1 Introduction (o performance management 6.2 Performance appraisal approachs 6.3 Sources of bias/error in performance appraisals 6.4 The performance appraisal process Dificulties： Sources of bias/error in performance appraisals K

15、ey points: Performance appraisal approachs CHAPTER 7 Learning and development 7.1 The need for training and development 7.2 The systematic approach to training and development 7.3 Benefits of training and development 7.4 Strategic training and development Dificulties： The systematic approach t

16、o training and development Key points: The systematic approach to training and development CHAPTER 8 Career planning and management 8.1 Introduction to career management 8.2 Responsibility for career development 8.3 Career in HRM Dificulties： Career effectiveness Key points: Career in HRM CH

17、APTER 9 Rewarding human resources 9.1 Remuneration 9.2 Key objectives of rewarding 9.3 Pay rate 9.4 Incentive remuneration and employee benefits Dificulties： Incentive remuneration and employee benefits Key points: Remuneration CHAPTER 1() Occupational health and safety 10.1 Introduction to

18、 occupational health and safety (OHS) 10.2 Perspectives of OHS 10.3 Legislation 10.4 The development of an OHS strategy 10.5 Current issues in OHS Dificulties： Current issues in OHS Key points: Perspectives of OHS 二、教學(xué)基本要求 CHAPTER 1 Strategic human resource nianagenient This chapter has pro

19、vided an introduction to human resource management. In particular it has highlighted what is meant by the terms HRM. the difference between HRM and management, the various approaches to HRM, the role of HRM, the activities performed by HR professionals, the strategic importance of HRM, and the ch

20、allenges facing HRM. CHAPTER 2 Human resource planning This chapter had helped highlight (hat effective HRP needs to be undertaken to ensure (hat the organisation goals and strategic plans can be achieved. In this part you will learn about The importance of HR planning, the basic approach to HR

21、planning (HRP), the ways of forecasting and HR requirements. CHAPTER 3 HRM information systems The puipose of the HRIMS is to assist both the HR manager and line managers in decision making. This chapter explains the use of HRIMS in contemporary HR functions, decision-making processes that nee

22、d to be followed when introducing HRIMS, key issues determining success or failure of an HRIMS, and how an effective HRIMS facilitates the achievement of HRM objectives. CHAPTER 4 Job analysis and design HR managers therefore need a good understanding of work and how ii' s organised. This chapte

23、r highlights what is meant by job analysis and design , the uses of job analysis, the content and format of a job description and specification, the collection of job analysis data,explains the major job analysis techniques,competency profiling,thc major methods of job design and quality of work

24、 life. CHAPTER 5 Recruitment, selection and EEO Recruitment is a form of business competition. This chapter describes strategic recruitment, discusses the major internal and external sources of human resources; explains the major recruitment methods and their advantages and disadvantages; discus

25、ses the recruitment of women, people with disabilities, older workers and minorities; explains strategic selection, the need for validation of employee selection procedures, the major research findings on selection.the factors that make for successful selection intcrvicwing;discusses the compensa

26、tory and successive hurdles approaches to selections CHAPTER 6 Performance management Perfbimance management is possibly management's most powerful tool in controlling human resources and productivity. This chapter discusses the relationship between strategy, performance management and performa

27、nce appraisal, identify the objectives of performance appraisal, the sources of error, the major types of systems, the importance of goal setting, and the impact of EEO. CHAPTER 7 Learning and development Accelerating rates of change and global competition have meant that HRD has become an impo

28、rtant organisational and national issue.This chapter explains the importance of humanresource development (HRD) to organisational success, the meaning of strategic HRD,and the need for a systematic approach to training and development; distinguishes between training and dcvelopmcnt;outlincs major

29、 HRD methods and tcchniqucs;dcscribcs the key characteristics of an effective orientation program and the main principles of learning psychology. CHAPTER 8 Career planning and management Increasing competition, accelerating change and relentless restructuring have made career planning and develo

30、pment critical for both organisations and employees.This chapter describes the importance of career planning and development, identifies (he responsibility fbr career planning and development.discusses the HR department' s role in career planning and development, some of the major factors contrib

31、uting to successful career dcvclopmcnt,and the preparation desirable for a career in HRM. CHAPTER 9 Rewarding human resources Remuneration is a critical part of SHRM.This chapter describes the need to link remuneration policies and practices with an organisation, s strategic business objectives,

32、 identifies the key objectives of employee remuneration, explains the components of a systematic remuneration program, the mechanics of common job evaluation systems, current issues in executive remuneration, and how to link pay to performance. CHAPTER 10 Occupational health and safety Organisa

33、tions have ethical, legal and business obligations to provide their employees with a safe and healthy working environnicnt.This chapter explains the importance of a healthy work environment, describes what management and employees must do to create a safe and healthy work environment, discusses t

34、he contribution of TQM to improved occupational health and safety performance and some major current health and safety issues, lists the resources of job stress and the possible remedies. 三、章節(jié)學(xué)時(shí)分配 章次 總課時(shí) 課堂講授 實(shí)驗(yàn) 上機(jī) 實(shí)踐 備注 1 2 2 2 4 4 3 2 2 4 4 4

35、 5 4 4 6 4 4 7 4 4 8 2 2 9 4 4 10 2 2 總計(jì) 32 32 四、教材與主要參考資料 教材 [I ]Raymond.J.Stone. Managing human resource. John Wiley & Sons Australia, Ltd, 2009. 參考資料 [1]德斯靳，曾湘泉.人力資源管理.北京：中國(guó)人民大學(xué)出版社，2007. ⑵伊萬(wàn)切維奇，趙曙明，程德俊.人力資源管理.北京：機(jī)械工業(yè)出版社，2011. 執(zhí)筆: 審核: 批準(zhǔn):