Public University of Navarre



Academic year: 2017/2018 | Previous academic years:  2016/2017  |  2015/2016 
Master’s degree in Business Economics, Organisation and Management
Course code: 71835 Subject title: Human Resources
Credits: 3 Type of subject: Mandatory Year: 1 Period: 2º S
Department: Business Administration
Lecturers
BAYO MORIONES, JOSÉ ALBERTO LARRAZA QUINTANA, MARTIN (Resp)

Partes de este texto:

 

Module/Subject matter

Behavior, Contracts, Organizations and Human Resources

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Descriptors

Human Resource Management; Employment Relationship; Organisational Fit.

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General proficiencies

GP1 Analyse business cases from a theoretical perspective with the aim of better understanding organizational behaviors.

GP2 Develop a critical and a constructive attitude to one's work and that of others.

GP3 Develop an ethical, social and environmental commitment.

GP4 Explain and motivate the analyses, interpret the results and present all these clearly and concisely in English.

GP5 Present research results to various audiences using the different media available.

GP6 Work in multidisciplinary international teams.

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Specific proficiencies

SP1 Analyse the different practices and strategies in human resources from the perspective of economic rationality.

SP2 Interpret the most recent theoretical debates about forms of contracting, management and administration of organisations.

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Learning outcomes

1 Analyse the different practices and strategies in human resources from an economic perspective.

2 Design optimal human resource policies.

3 Develop am ethical, social and environmental commitment.

4 Interpret organizational decisions by applying criteria of business efficiency and equity.

5 Investigate the design and organizational culture of the business.

6 Know efficient practices in human resources.

7 Present research to various audiences using the different media available.

8 Recognize the difference between the different theories.

9 Understand the concept of social equity and its complexity in the business environment.

10 Work in multidisciplinary international teams.

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Methodology

Activity Hours ECTS
1- Lectures, discussions and case presentations 40 1,6
2- Training and monitoring of work in progress and cases 10 0,4
3- Reading related cases and articles and practical preparation 25 1

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Relationship between formative activities and proficiencies

Competences Formative activities
GP1, GP4, GP5, SP1, SP2 1
GP1, GP2, GP3, GP4, GP5, GP6, SP1, SP2 2
GP1, GP2, GP3, GP4, GP6, SP1, SP2 3

GP1 Analyse business cases from a theoretical perspective with the aim of better understanding organizational behaviors.

GP2 Develop a critical and a constructive attitude to one's work and that of others.

GP3 Develop an ethical, social and environmental commitment.

GP4 Explain and motivate the analyses, interpret the results and present all these clearly and concisely in English.

GP5 Present research results to various audiences using the different media available.

GP6 Work in multidisciplinary international teams.

SP1 Analyse the different practices and strategies in human resources from the perspective of economic rationality.

SP2 Interpret the most recent theoretical debates about forms of contracting, management and administration of organisations.

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Languages

English.

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Evaluation

Learning outcome Method Weight
1, 2, 4, 5, 6, 8, 9 Exam 40%
1, 2, 3, 4, 5, 6, 7, 8, 9 Individual work 30%
1, 2, 3, 4, 5, 6, 7, 8, 9, 10 Team work 30%

1 Analyse the different practices and strategies in human resources from an economic perspective.

2 Design optimal human resource policies.

3 Develop aN ethical, social and environmental commitment.

4 Interpret organizational decisions by applying criteria of business efficiency and equity.

5 Investigate the design and organizational culture of the business.

6 Know efficient practices in human resources.

7 Present research to various audiences using the different media available.

8 Recognize the difference between the different theories.

9 Understand the concept of social equity and its complexity in the business environment.

10 Work in multidisciplinary international teams.

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Contents

1. Economic and Social Aspects of HRM. Employment relationship: hierarchy and reputation. Employment relationship in the long term. The psychology of attribution and motivation. Procedural and distributive justice. Reciprocity and trust.

2. The Five Factors. The external context: social, political, legal and economic. The workforce. The organisation¿s culture. The organisation¿s strategy. The technology of production and the organization of work.

3. Consistent HR Practices. What is consistency: definition and measurement. Span of consistency. Time consistency and organizational inertia.

4. High Commitment HR Practices. Job design. What are high commitment HRM systems? High commitment HRM and TQM. High commitment HRM systems and performance: contingency vs universalism. Mechanisms linking high commitment HRM systems and performance.

5. Internal Labor Markets. Forces leading to the emergence of ILMs. Critiques of ILMs. The diffusion of ILMs. Effects and implications of ILMs. The context for ILMs.

6. Employee representation. The context of industrial relations. The impact of employee representation.

7. HRM and flexibility. Typology of HRM flexibility. Causes and effects of downsizing. The process of downsizing. Outsourcing.

8. Organizing HR. What are the HR tasks to be done? HRM department vs line management. HRM in corporations. Process issues.

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Agenda

Topic 1. Economic and Social Aspects of HRM.

Topic 2. The Five Factors.

Topic 3. Consistent HR Practices.

Topic 4. High Commitment HR Practices.

Topic 5. Internal Labor Markets.

Topic 6. Employee representation.

Topic 7. HRM and flexibility.

Topic 8. Organizing HR.

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Bibliography

Acceda a la bibliografía que su profesor ha solicitado a la Biblioteca.


Basic

Baron, J.N. & Kreps, D.M. (1999): Strategic Human Resources. Frameworks for General Managers, John Wiley & Sons.

Complementary

Baker, G.; Gibbs, M., and Holmstrom, B. (1994): ¿Internal Economics of the Firm: Evidence from Personnel Data¿, Quarterly Journal of Economics, vol. 109, no. 4, pp- 881-919.

Bidwell, M. (1994): ¿Paying More to Get Less. The Effects of External Hiring versus Internal Mobility¿, Administrative Science Quarterly, vol. 56, no. 3, pp. 369-407.

Collins, C.J. & Smith, K.G. (2006). ¿Knowledge Exchange and Combination: the Role of Human Resource Practices in the Performance of High-Technology Firms¿, Academy of Management Journal, vol. 49, no. 3, pp. 544-560.

Datta, D.K., Guthrie, J.P. &Wright, P.M. (2005). ¿Human Resource Management and Labor Productivity: Does Industry Matter?¿, Academy of Management Journal, vol. 48, no. 1, 135-145.

Frege, C., & Kelly, J. (2013): Comparative Employment Relations in the Global Economy, Routledge.

Haeck, C., and Verboven, F. (2012): ¿The Internal Economics of a University: Evidence from Personnel Data¿, Journal of Labour Economics, vol. 30, no. 3, pp. 591-626.

Ichniowsik, C., Shaw, K. & Prennushi, G. (1997). ¿The Effects of Human Resource Management Practices on Productivity: A Study of Steel Finishing Lines¿, American Economic Review, vol. 87, no. 3, pp. 219-313.

Jiang, K., Lepak, D.P., Hu, J. & Baer, J.C. (2012). ¿How Does Human Resource Management Influence Organizational Outcomes? A Meta-Analytic Investigation of Mediating Mechanisms¿, Academy of Management Journal, vol. 55, no. 6, pp. 1264-1294.

Kehoe, R.R. & Wright, P.M. (20103. ¿The Impact of High-Performance Human Resource Practices on Employees¿ Attitudes and Behaviors¿, Journal of Management, vol. 39, no. 2, pp. 366-391.

Lazear, E.P., and Oyer, P. (2004): ¿Internal and External Labor Markets: A Personnel Economics Approach¿, Labour Economics, vol. 11, no. 5, pp. 527-554.

McPhail, R., and Fisher, R. (2008): ¿It¿s More than Wages: Analysis of the Impact of Internal Labour Markets on the Quality of Jobs¿, International Journal of Human Resource Management, vol. 19, no. 3, pp. 461-472.

Nishii, L.H., Lepak, D.P. & Schneider, B. (2008). ¿Employee Attributions of the ¿Why¿ of HR Practices: Their Effects on Employee Attitudes and Behaviors, and Customer Satisfaction¿, Personnel Psychology, vol. 61, pp. 503-545.

Salamon, M. (2000): Industrial Relations. Theory and Practice, Pearson Education.

Takeuchi, R., Chen, G. & Lepak, D.P. (2009). ¿Through the Looking Glass of a Social System: Cross-level Effects on High-Performance Work Systems on Employees¿ Attitudes¿, Personnel Psychology, vol. 62, no. 1, pp. 1-29.

Treble, J.; van Gameren, E., Bridges, S., and Barmby, T. (2001): ¿The Internal Economics of the Firm: Further Evidence from Personnel Data¿, Labour Economics, vol. 8, no. 5, pp. 531-552.

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Location

Universidad Pública de Navarra.

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