1. The nature of Strategic Human Resource Management
2. Introduction and Overview, SHRM and Business Strategy, Conceptualization of SHRM, Strategic Human resource Management model.
3. Human Resource Planning: Introduction and importance of Human Resource Planning, HRP and strategic organizational Planning, HRP process and techniques, factors effecting HRP.
4. Management in Diverse workplace: Definitions and strategy options, Affirmative Action and Equal Employment Opportunity, Diversity management and discrimination acts.
5. Job Requirements in a changing workplace: Relationship between Job analysis and HRM, Job analysis and HR functions (Recruitment, selection, training and development, performance appraisal, compensation), Job analysis process, Job Descriptions and Job Specifications, Job Design strategies.
6. Recruitment Strategies: Defining the strategic perspective, Recruitment from within, Recruiting from outside the organization.
7. Employee selection: Selection of candidates, matching people with jobs, selection process, and employment interviews, employment tests.
8. Training, developing and educating employees: Introduction and definition, training and development programs, principles of learning and TNA, On-the-Job training, off-the-job training, Career development
9. Management of Performance: Performance appraisal programs, techniques and methods of performance appraisal, MBO, Appraisal interviews, Employee counseling and employee assistance programs.
Students are supposed to select an organization from Public or Private sector. Visit the selected organization and interview the Human resource personnel (preferably head of the department) to evaluate the Human Resource policies. In the light of the learned theories and practical approaches, identify the strengths and shortcomings of their HR policies based on the knowledge they gained from this course. Also make recommendations for the organization in order to inculcate a more strategic sense in their policies.
Note: All documents must be supported with authenticated reference.
Many managers and organizations now recognize that a critical source of competitive advantage often comes not from having the most ingenious product design, the best marketing strategy, or the most state-of-the-art production technology, but rather from having an effective system for obtaining, mobilizing, and managing the organization’s human assets. Objective of this course to understand number of recent developments, including demographic changes in the labor force, increased global competition, experiments with new organizational arrangements, and public policy attention to work force issues that have made strategic human resource management increasingly important for organizations.
Course Learning Outcomes
The students should be able to:
• Understand the origin and evolution of the field of strategic human resource management
• Understand the importance of SHRM in context of the overall organizational strategy.
• Comprehend the competing SHRM viewpoints and issues related to its practical application.
• To think systematically and strategically about aspects of managing the organization's human assets
• To understand what really needs to be done to implement these policies and to achieve competitive advantage through people.
• Evaluate the contemporary system of SHRM and its significance in the modern organizations.
• Evaluate the nature and contributions of SHRM in in different contexts for better understanding and overall organizational performances.
HRM in Pakistan
Recruitment in Pakistan
selection in Pakistan
training in Pakistan
training in Pakistan 2
performance management in Pakistan
employee performance appraisal
employee performance appraisal 2
Book Title : Strategic Human Resource Management
Author : Alan Nankervis, Robert Compton & Marian Braid
Edition : Latest
Publisher : Nelson Thomson Learning, 2001
Book Title : Armstrong’s Handbook of Strategic Human Resource Management
Author : Michael Armstrong
Edition : Latest Edition.
Publisher : Kogan Page