Universidad Pública de Navarra - Nafarroako Univertsitate Publikoa
Public University of Navarre
| Course code: 710411 | Subject title: Human Resources | ||||
| Credits: 3 | Type of subject: | Year: NULL_VALUE | Period: 2º S | ||
| Department: Gestión de Empresas | |||||
| Lecturers: | |||||
| BAYO MORIONES, JOSÉ ALBERTO (Resp) [Mentoring ] | BARRENECHEA MENDEZ, MARCO ANTONIO [Mentoring ] | ||||
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. Recruitment. Setting hiring standards. Recruitment tools: screening
(credentials, tests, and interviews), signals (probation), and
self-selection mechanisms (performance pay).
6. Job Design. Decision-making: single vs. multistage decision. Creativity,
control, and the shape of the organization. Teams and the free-rider
problem. Optimal implementation of teams.
7. Compensation. Fixed salary. Benefits. Incentives: performance evaluation
and performance pay.
8. Career-Based Incentives. Promotions. Seniority pay and incentives.
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.
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.
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.
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 |
Evaluation
| Learning outcome |
Assessment activity |
Weight (%) | It allows test resit |
Minimum required grade |
|---|---|---|---|---|
| 1, 2, 4, 5, 6, 8, 9 | Exam | 40% | Yes | No |
| 1, 2, 3, 4, 5, 6, 7, 8, 9 | Individual work | 30% | Yes | No |
| 1, 2, 3, 4, 5, 6, 7, 8, 9, 10 | Team work | 30% | No | No |
Agenda
MODULE 1. HRM FOUNDATIONS
Topic 1. Economic and Social Aspects of HRM & The Five Factors.
Topic 2. Consistent HR Practices: High Commitment HR Practices.
MODULE 2. HIRING
Topic 3. Setting Hiring Standards: The Cost-Effectiveness Analysis.
Topic 4. Recruitment Tools.
MODULE 3. COMPENSATION
Topic 5. Fixed Salary.
Topic 6. Benefits.
Topic 7. Incentives.
Bibliography
Access the bibliography that your professor has requested from the Library.
Access the bibliography that your professor has requested from the Library.
Basic
Baron, J.N. & Kreps, D.M. (1999): Strategic Human Resources. Frameworks for General Managers, John Wiley & Sons.
Complementary
Bandiera, O., Prat, A., Hansen, S., & Sadun, R. (2020). CEO behavior and firm performance. Journal of Political Economy, 128(4), 1325-1369.
Bloom, N., Eifert, B., Mahajan, A., McKenzie, D., & Roberts, J. (2013). Does management matter? Evidence from India. The Quarterly journal of economics, 128(1), 1-51.
Bandiera, O., Barankay, I., & Rasul, I. (2009). Social connections and incentives in the workplace: Evidence from personnel data. Econometrica, 77(4), 1047-1094.
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, 55(6), 1264-1294.
Lazear, E. P. (2000). Performance pay and productivity. American Economic Review, 90(5), 1346-1361.
Luo, B.N., Sun, T., Lin, C.H., Luo, D., Qin, G. & Pan, J. (2021). The human resource architecture model: A twenty-year review and future research directions, International Journal of Human Resource Management, 32(2), 241-278.
Mas, A., & Moretti, E. (2009). Peers at work. American Economic Review, 99(1), 112-45.
Meuer, J. (2016). Exploring the complementarities within high-performance work systems: a set-theoretic analysis of UK firms, Human Resource Management, 56(4), pp. 651-672.
Rabl, T., Jayasinghe, M., Gerhart, B. & KUhlmann, T.M. (2014). A meta-analysis of country differences in the high-performance work system-business performance relationship. The roles of national culture and managerial discretion, Journal of Applied Psychology, 99(6), 1011-1041.
Shearer, B. (2004). Piece rates, fixed wages and incentives: Evidence from a field experiment. The Review of Economic Studies, 71(2), 513-534.
Wang, Y., Kin, S., Rafferty, A. & Sanders, K. (2020). Employee perceptions of HR practices: A critical review and future directions, International Journal of Human Resource Management, 31(1), 128-173.