Study programmes / C-EM Economics and Management / Human Resource Management
Course code:RLZ
Course title in language of instruction:Řízení lidských zdrojů
Course title in Czech:Řízení lidských zdrojů
Course title in English:Human Resource Management
Mode of completion and number of credits:Exam (3 credits)
(1 ECTS credit = 28 hours of workload)
Mode of delivery/Timetabled classes:full-time, 2/0; part-time, 16/0
(full-time, hours of lectures per week / hours of seminars per week; part-time, lectures per period / seminars per period)
Language of instruction:Czech
Level of course:master continuing; doctor
Semester:WS 2019/2020 - FBE
Name of lecturer:prof. Ing. Pavel Tomšík, CSc. (supervisor)
Prerequisites:Final Bachelor Exam
Aims of the course:The aim of the Human Resource Management course is to teach students to understand that workers and their steady development in organizations is source that significantly influences contributions to the goals of the organizations at a real-time, regardless of its form.
The HRM highlights the needs to pursue the issue of human resource management as a strategic activity that is not only ensured by specialists - personnel managers, but also by line managers and other stakeholders in the context of the effects of external and internal environment.
Lectures point out that by using human capital management, knowledge development, performance management, compensation, employee relations, meeting the different needs of employees, this discipline contributes to the long-term effectiveness of the organization.
Training course of human resource management is a strategic discipline based on proven scientific knowledge, attitudes, approaches, principles and recommended methods for managing HR processes and activities. Knowledge of the objectives, content and scope of human resources management is desirable from the perspective of a comprehensive management education.
Course contents:
1.Introduction of Human Resources Management (allowance 2/0)
a.Human resources management systém. Objectives and policies of human resources management.
b.Characteristics of Human Resource Management.
c.Models of Human Resource Management (Compliance model, Harvard model). The ethical aspects.

2.Strategic management and human resources planning; External conditions and HRM (allowance 4/0)
a.International business environmental conditions. The impact of demographic trends and migration. The approaches to groups threatened by unemployment.
b.National business environmental conditions and the employment policy.
c.The influence of Multinational corporations on human resources management and cultural diversity,

3.Internal conditions and their impact on HRM (allowance 4/0)
a.Factors of internal business environment - financial conditions, technology, strategy, leadership style. The work environment, organization of working time and working time arrangements.
b.Management of health and safety at work, its significance, organization of health and safety at work, risk assessment and inspection of work safety, health programs, work-life balance, stress management, accident prevention, measurement and indicators of health and safety at work.
c.Organizational culture. The definition and importance of culture, creating and constituents of culture, promotion / changing / enhancing of organizational culture.

4.Job performance management (allowance 3/0)
a.Definitions and principles of jog performance management. Evaluation and classification of job performance, employee evaluation methods.
b.Influences on work behavior, working attitudes of generations X, Y and Zero. Theory and types of motivation, motivational process. Instrumentality theory, the theory of needs, theories focused on process, Herzberg's' two-factor model.
c.The relationship among motivation, job satisfaction and performance.

5.Recruitment, selection and adaptation process of employees (allowance 4/0)
a.Searching and recruitment, e-recruitment, employment and staffing agencies, headhunting.
b.Methods of employee selection, types of selection interviews, impact of references. Selection tests, psychological tests, interpretation and implementation of results, organization of selection interviews.
c.The adaptation process of employees

6.HRM based on the capabilities - placement, staff development (allowance 3/0)
a.Career Management - the types and capabilities system, analysis of the team roles, skills and abilities.
Talent management.
b.Planning and implementation of training programs and employee development. Learning organization - theory, process, styles and the learning curve. E-learning, Evaluation of education.
c.Managers Development - requirements, dispositions and the elements. Emotional intelligence and leadership qualities.

7.Strategic management of employees' remunerations and benefits (allowance 4/0)
a.Definition and objectives of remuneration management, analytical job evaluation, Ingredients of effective remuneration strategy, model of total remuneration. Wages, salaries, payroll systems. Tariffs and supplemental forms of remuneration. Employees' benefits.
b.Management of remuneration of directors and senior executive employees. Remuneration of manual workers. Merit reward based on performance, capabilities, benefits, skills and length of service.
c.Team remuneration.

8.Management of employee relations (allowance 2/0)
a.HRM approach to employee relations. Unitaristic and pluralistic opinions, Individualism and collectivism, Voluntariness and its retreat.
b.Informal processes into employee relations. The issue of ethnic minorities. Personal Data protection.
c.Collective labor relations and collective bargaining.

9.International Human Resources Management (allowance 2/0)
a.HRM in multinational companies.
b.Strategies for international human resource management.
c.Human resources management in small businesses.

Learning outcomes and competences:
Generic competences:
-ability to solve problems
-ethical commitment
-interpersonal skills
-leadership skills
-work in team

Specific competences:
-Student can use the evaluation methods of HRM
-Student can use the method of analyse company environment
-Student has an overview of the information systems used at HRM
-Student is able to deal with Human Resource Management tools
-Student is able to set HRM company strategy and goals
-Student know the evaluation methods of HRM

Type of course unit:required
Year of study:Not applicable - the subject could be chosen at anytime during the course of the programme.
Work placement:There is no compulsory work placement in the course unit.
Recommended study modules:none
Assessment methods:Final course examination is in verbal form, from the course content, which is defined by lectures and recommended literature. The student draws 3 exam questions. The rating is in the range of scale A to F with the possibility of correction according to the examination code of Mendel University in Brno.
Learning activities and study load (hours of study load)
Type of teaching methodDaily attendanceCombined form
Direct teaching
     lecture28 h0 h
     consultation0 h16 h
     preparation for exam56 h56 h
     preparation of presentation0 h4 h
     elaboration of reports0 h8 h
Total84 h84 h

Basic reading list
  • TOMŠÍK, P. -- DUDA, J. Řízení lidských zdrojů. 1st ed. 266 p. ISBN 978-80-7375-556-0.
  • ARMSTRONG, M. Řízení lidských zdrojů: nejnovější trendy a postupy. 1st ed. Praha: Grada, 2007. 789 p. ISBN 978-80-247-1407-3.
  • ARMSTRONG, M. Odměňování pracovníků. 1st ed. Praha: Grada, 2009. 442 p. Expert. ISBN 978-80-247-2890-2.
  • ARMSTRONG, M. A Handbook of Human Resource Management Practice . London: Kogan Page, 2006. 1024 p. ISBN 978-07-4944-105-0.
  • DVOŘÁKOVÁ, Z. et al. Management lidských zdrojů. 1st ed. Praha: C.H. Beck, 2007. 485 p. Beckovy ekonomické učebnice. ISBN 978-80-7179-893-4.
  • KOUBEK, J. Personální práce v malých a středních firmách. Praha: Grada Publishing, a. s., 2007. 261 p. ISBN 978-80-247-2202-3.