THE OPEN UNIVERSITY OF TANZANIA
FACULTY OF BUSINESS MANAGEMENT
OLG 111: PRINCIPLES OF HUMAN RESOURCE MANAGEMENT AND
ADMINISTRATION
COURSE OUTLINE
1.0
INTRODUCTION
Human resource is a very important resource in all work organizations, which needs to
be properly managed. In this regard, Human Resource Management (HRM) as a field of
study has gained recognition and wide acceptance for managing employees. The
discipline is very useful in all work organizations as long as human resource exists.
Therefore this course has been designed to give students adequate knowledge and skills
in managing human resources in work organizations.
2.0
COURSE AIM
The aim of this course is to provide students with the principles, knowledge and skills on
the functions of human resource management and administration
3.0
COURSE CONTENT
3.1
TOPIC ONE: INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
Learning Objectives
By the end of this topic, you should be able to:
i) Define HRM, and related key concepts
ii) Describe the objectives of HRM
iii) Discuss the evolution of HRM
iv) Discuss the importance of HRM in the
organizational performance processes
v) Differentiate HRM from Personnel Management
management
3.1.1 Sub-Topics
a) Definition of human resource management
b) Difference of Human Resources management and Personnel Management
c) Evolution of Human Resources Management
c) Objectives of human Resources Management
d) Reasons for studying human resources management
e) Place and Role of Human Resource Department
f) Duties of Human Resource Manager
g) Functions of Human Resources Management
h) Challenges of Human Resources management
of
Readings
Milkovich and Boundreau(1997), chapt. 16: pg 640-662
Ngirwa C. A. (2006) Chapter 1
Cole, G.(2002), chapt. 1: pg 1-27
3.2
TOPIC TWO: HUMAN RESOURCES PLANNING (HRP)
Human Resources Planning is the HR function that ensures the forecasting and
maintenance of the right numbers and capabilities of HRs in ensuring continued
performance of work organizations.
Learning Objectives
After learning this topic, you should be able to:
i) Define Human Resources Planning
ii) Discuss the importance of or advantages of Human Resources Planning in
the functioning of work organizations.
iii) Outline the factors, which influence the demand for human resources in
the work organization.
iv) Identify the common problems facing the human resources planning
function in the work organizations in your country
3.2.1 Sub-Topics
a) Definition of Human Resource Planning
b) Relationship between Human resources planning and Organisational strategic plan
c) Advantages of Human Resource planning
d) Factors influencing human resources planning
e) Human Resources planning process
f) Forecusting Human Resources Needs
g) Managing overstaffing problem
i) Meaning of overstaffing
ii) Symptoms of overstaffing
iii) Problems associated with overstaffing in an organization
iv) Measures of managing overstaffing
h) Problems facing human Resources Planning
Readings
Shaun, T and York, A: chapt. 6pg 79-91
Ngirwa C. A. (2006) Chapter Five
Ian Beardwell and Len Holden, chap. 4
Daft(1997), chapt 13: pg 412-445
Torrington and Hall(1998), chapt. 4, pd 63-72
Cole(1996), chapt. 20, pg 154-154
3.3
TOPIC THREE: JOB DESIGN AND ANALYSIS
Learning Objectives
After going through this topic, you should be able to:
Define the terms micromotion, element, task, job, job position, occupation, job
family and career job design and job analysis.
i)
Discuss the main considerations that should be well thought-out in
designing a job.
ii) Evaluate the common methods of designing jobs and apply them to
solve specific developments in the socio-economic dynamics of your
society.
iii) Explain the main purposes of job analysis
iv) Describe the importance of job analysis
v) Explain the methods used in job analysis.
vi) Explicate job description and specification
vii) Discuss the common problems encountered by organisations in
designing jobs.
3.3.1 Sub-Topics
a) Definition of job design and Job Analysis
b) Considerations in Job Design
c) Methods of Job Design
d) The Purposes of Job Analysis
e) Job Description and Specification
f) Job Analysis Techniques
g) Problems in designing jobs.
Readings
Beardwell and Holden (2001), chapt. 5.
Ngirwa C. A. (2006) Chapter 4
De Cenzo and Robbins, Chapt. Chapt. 5.
Tyson and York (2002), chapt. 7,
Tyson and York,(2002) chapt. 6, pg 93-105.
3.4
TOPIC FOUR: RECRUITMENT
Learning Objectives
At the end of this topic you should be able to:i) Define HR recruitment
ii) Discuss the sources of applicants for vacant jobs in the organizations
iii) Outline the advantages and disadvantages of recruiting within the
organizations
iv) Mention and explain the advantages and disadvantages of recruiting
from outside the organizations
v) Discuss the need for recruitment in organizations
vi) Explain the process of human resources recruitment
vii) State two sources of applicants for vacant jobs in the organizations
(Recruiting from internal sources from external sources).
3.4.1 Topics
a) Definition of human resources recruitment
b) The need for recruitment in work organizations
c) Human resources recruitment process
d) Sources of applicants for vacant jobs in the organizations(Recruiting from internal or
external sources)
e) Advantages and disadvantages of recruiting within the organization.
f) Advantages and disadvantages of recruiting from outside the organization.
g) Challenges affecting the recruitment function
Readings
Ngirwa C. A. (2006) chapter 6
Beardwell and Holden (2001), chapt. 6
Tyson (2002), chapter. 8&9
Cole (1997), chapts. 14 & 15
3.5 TOPIC FIVE: TRAINING AND DEVELOPMENT
Learning Objectives
After learning this topic you should be able to:
i) Define staff training and development, and training needs assessment
ii) Distinguish between training and development
iii) Describe factors that give rise to the need of employee training and
development
iv) Account for the benefits accrued to organization out of training efforts
v) Mention the benefits accrued to the employees out of the training
efforts
vi) Describe the methods used in training and development
vii) Discuss the common problems facing training and development.
3.5.1 Sub-Topics
a) Definition of training and development, and Training Needs Assessment
b) Difference between training and development
c) The need fo training
d) Training and development methods
e) Benefits accrued to organization out of training
f) Benefits accrued to the employees out of training
g) Problems facing training and development in Tanzania
Readings:
Ngirwa C. A. (2006), chapter 8
Beardwell and Holden (2001), chapt. 8
Tyson (2000), chapt.12,pg 161-176
Cole (1997), chapt.27,pg 329-397
3.6
TOPIC SIX: PERFORMANCE APPRAISAL
Learning Objectives
After learning this topic you should be able to:
i) Define Performance Appraisal
ii) Explain the objectives of a performance appraisal programme in a
work organization
iii) Outline the essential steps of preparing a performance appraisal
programme
iv) Discuss the methods of appraising employee performance
v) Outline the guidelines of conducting a successful appraisal interview.
vi) Discuss the reasons why many performance appraisal programmes
fail
vii) Explain the errors commonly made by raters.
viii) Explain the weakness of confidential system
ix) Describe OPRAS and explain its strength over confidential system
x) Outline the challenges facing performance appraisal in Tanzania
3.6.1 Sub-Topics
a) Definition of performance Appraisal and appraisal interview
b) Purposes of performance Appraisal
c) Benefits of Performance Appraisal
d) Performance Standards
e) Methods of Appraising Employee Performance
f) Guidelines of appraisal interview
g) Types of appraisals
h) Weaknesses of the confidential system
i) OPRAS
j) Benefits of OPRAS
k) The OPRAS cycle
l) Challenges facing OPRAS in Tanzania
m) Problems facing the management of performance appraisal in Tanzania
3.7
TOPIC SEVEN: COMPENSATION
Learning Objectives
After studying this topic, a student should be able to:i)
Describe
the concept, objectives and process of compensation
management
ii) Identify the various factors that influence the setting of wages.
iii) Describe the mechanism and methods of job evaluation
iv) Explain employer concerns in developing a strategic compensation
program.
v) Discuss management concerns about the costs of employee benefits
and discuss ways to control costs.
vi) Suggest ways to control the costs of health care programs.
vii) Describe service benefits that employers may provide.
viii) Explain the factors which influence compensation
3.7.1 Sub- Topics
a) Definition of Compensation related terms; Wage and Salary, Incentives, Fringe,
Benefits, Perquisites
b) Objectives of Compensation
c) Pay Structure
d) Factors influencing pay structure (External and Internal influences on pay)
e) Job Evaluation
→ Purpose and objective of job evaluation
→ Job Evaluation Methods
→ Importance of job evaluation in compensation
f)
g)
Pay Systems
Salary Administration
→ Principles of Wage and Salary Management
→ Managing Labor Costs
h) Factors Affecting Compensation
3.8
TOPIC EIGHT: HEALTH AND SAFETY
Learning Objectives
After passing through this topic you should be able to:
i) Explain the concept of health and safety.
ii) Discuss the role of employers in maintaining health and safety in work
organisation
iii) Identify the measures that organizations can take in order to maintain a
healthy and safe work environment.
iv) Explain the nature and causes of Industrial Accidents.
v) Describe the types of industrial accidents and their effects on employees,
the work organisation, and society at large.
vi) Define stress, assess its causes and suggest measures to control it.
vii) Explain the role of counseling in solving stress and other problems of
employees.
viii) 0utline the main problems, which frustrate the effective
implementation of health and safety programmes in work organisation
3.8.1 Sub- Topics
a) Definition of Health, Safety and welfare
b) The importance of health and safety
c) Benefits of health and safety
d) Roles of management (employers) and employees in health and safety at work place
e) Management of a safe and healthy work environment
→ Causes of accidents
→ Safety Measures to maintain a safe work environment
f) Management of industrial hazards
g) Health and safety Laws
h) Welfare assistance, Job stress and Employee counseling
i) Challenges facing health and safety
3.9 TOPIC NINE: LABOUR RELATIONS
Learning Objectives
After studying this topic you should be able to:i)
ii)
iii)
iv)
v)
Define labour relation
Explain the importance of labour relation
Explain the history and development of trade unions in Tanzania
Explain different negotiation techniques used in work organization.
Outline the challenges facing labour relations
3.9.1 Sub-Topics
a) Definition of labour relation and labour unions
b) Objectives of Labour Unions
c) Importance of labour relation
d) History and development of trade unions in Tanzania
e) Types of Labour Organisations
f) Negotiation techniques
g) Challenges facing labour relations
Suggested Readings
Tyson(2000), chpt 16-22
Cole, 1996, chapter 49
Milkovich and boudreau (2007) chapt. 14&15
Ngirwa, C 2006, chapter 16
3.10 TOPIC TEN: PRINCIPLES OF ADMINISTRATION
In topic ten we are going to discuss the principles of administration. Administration in
most cases is used synonymously to Management. We are going to discuss how
administration operates in organisations through its core principles. Special interest is on
Tanzania context.
Learning Objectives
At the end of this Lecture a student should be able to:i) Define the key terms of administration and Management
ii) ii) Differentiate and explain the similarities between Administration and
Management
iii) Explain the origin background and theory of administration
iv) Mention and discuss the functions of administrative Officer or Manager
v) Discuss the basic principles of Administration as they are used in
management science
3.10.1 Sub topics
a)
b)
c)
d)
e)
f)
g)
h)
Definition of Administration
Difference between Administration and Management
Administrative Theories
Function of Administrative Manager
Principles of Management
Decision Making Process
Factors Affecting Organizing Decisions
General Challenges Facing Administration
Suggested Readings
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Cardinal, Laura B., Sim B. Sitkin, and Chris P. Long. "Balancing and Rebalancing in the
Creation and Evolution of Organizational Control." Organization Science 15, no. 4
(2004): 411–32.
Gooderham, P.N., and O. Nordhaug. International Management: Cross-Boundary
Challenges. Malden, MA: Blackwell Publishing, 2004.
Fayol, Henri. General and Industrial Administration. London: Sir Issac Pitman & Sons,
Ltd., 1949.
Hansen, M.T., and N. Nohria. "How to Build Collaborative Advantage." MIT Sloan
Management Review 46, no. 1 (2004): 22–31.
Hitt, Michael, Stewart Black, and Lyman W. Porter. Management. Englewood Cliffs, NJ:
Prentice Hall, 2004.
Jones, Gareth R. Organizational Theory, Design, and Change. Upper Saddle River, NJ:
Prentice Hall, 2004.
Judge, Timothy A., and Herbert G. Heneman, III. Staffing Organizations. Boston, MA:
McGraw-Hill-Irwin, 2006.
Ongnecker, Justin G. Principles of Management and Organizational Behavior. 4th ed.
Columbus, OH: Charles E. Merrill Publishing Company, 1977.
Pearce, C.L. "The Future of Leadership: Combining Vertical and Shared Leadership to
Transform Knowledge Work." Academy of Management Executive 18, no. 1 (2004): 47–
58.
Weber, Max. The Theory of Social and Economic Organization. trans. A.M. Henderson
and T. Parsons. New York: Oxford University Press, 1947.
Wren, Daniel A. The Evolution of Management Thought. 4th ed. New York: John Wiley
& Sons, Inc., 1994.
Young, Gary J., Martin P. Charns, and Timothy C. Heeren. "Product-Line Management
in Professional Organizations: An Empirical Test of Competing Theoretical
Perspectives." Academy of Management Journal 47, no. 5: 723–735.