Tony Keenanis Professor of Human Resource Management at Edinburgh Business School, Heriot-Watt University. Professor Keenan has published many papers on recruitment, managerial stress and the education, training and career development of professional engineers. He has also acted as consultant to a number of international organisations in these fields. He has held the posts of Dean, Director of the Business School and Head of Department. Contents Module 1 The Origins and Nature of Human Resource Management 1/1 1.1 What is Human Resource Management? 1/1 1.2 The Origins and Evolution of HRM 1/2 1.3 Philosophical and Theoretical Perspectives of HRM 1/5 1.4 HRM as a Strategic Activity 1/7 1.5 HRM as an Operational Level Activity 1/9 1.6 Summary 1/11 Module 2 Models of Human Resource Management 2/1 2.1 Defining Characteristics of HRM Models 2/1 2.2 Matching Models 2/3 2.3 Harvard-type Models 2/7 2.4 Summary 2/12 Module 3 Key Themes in HRM 3/1 3.1 HRM Themes 3/2 3.2 Quality 3/2 3.3 Organisational Structures 3/7 3.4 Flexibility 3/10 3.5 Team Working 3/15 3.6 The Learning Organisation 3/18 3.7 Organisational Commitment 3/20 3.8 Culture 3/23 3.9 Summary 3/27 3.10 Strategic and Operational HRM 3/28 Module 4 Analysis of Performance Requirements 4/1 4.1 Specifying Performance Requirements 4/2 4.2 Core Abilities, Skills and Motivational Characteristics 4/5 4.3 Trait Versus Behavioural Indicators of Performance 4/7 4.4 Job Analysis Techniques 4/10 4.5 Job Analysis and Strategic HRM 4/15 4.6 Competencies 4/16 4.7 Performance and Pay 4/21 4.8 Summary 4/29 Module 5 Recruitment and Selection 5/1 5.1 Selection in Context 5/2 5.2 The Selection Paradigm 5/3 5.3 The Process of Validation 5/6 5.4 The Usefulness of Selection Devices 5/10 5.5 Selection Tools 5/10 5.6 Summary 5/22 Module 6 Performance Appraisal and Performance Management 6/1 6.1 Determinants of Performance 6/2 6.2 The Performance Appraisal Process 6/3 6.3 Recording Appraisal Information 6/9 6.4 Carrying Out Appraisals 6/12 6.5 Performance Appraisal in Practice 6/15 6.6 Performance Management 6/16 6.7 Summary 6/18 Module 7 Training and Development 7/1 7.1 Training, Development and Strategic HRM 7/2 7.2 Determining Training Needs and Priorities 7/3 7.3 Design of Training Programmes 7/6 7.4 Evaluation of Training Effectiveness 7/12 7.5 The Relationship between Training and Development 7/19 7.6 Methods of Employee Development 7/20 7.7 Development for Employability 7/23 7.8 Summary 7/23 Module 8 Careers and Career Management 8/1 8.1 The Concept of Career Management 8/2 8.2 Individual Perspectives 8/2 8.3 Organisational Perspectives 8/9 8.4 Gender and Careers 8/18 8.5 Summary 8/22 Module 9 Employee Relations 9/1 9.1 What is Employee Relations? 9/2 9.2 Philosophical Approaches to Employee Relations 9/3 9.3 The Legal Framework 9/6 9.4 Employee Relations Themes 9/7 9.5 Unions and Collective Representation 9/9 9.6 Grievance and Discipline 9/13 9.7 Health and Well-being 9/14 9.8 Techniques for Increasing Involvement at Work 9/20 9.9 Summary 9/24 Appendix 1 Answers to Review Questions A1/1 Appendix 2 Practice Final Examinations and Solutions A2/1
Posted on: Tue, 27 Aug 2013 01:49:31 +0000
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