COLLEGE OF BUSINESS AND OFFICE ADMINISTRATION

Course Title: HUMAN RESOURCE MANAGEMENT

Course Code: MNGT 312
Credit Units 3 UNITS
Course Prerequisite: NONE
Course Description: This course provides an introduction to Human Resource Management (HRM) as a key
function in an educational institution. It covers fundamental concepts, principles, and
practices related to recruitment, selection, training, development, performance
management, compensation, and employee relations. The course emphasizes the
strategic role of HRM in achieving organizational objectives and fostering a
productive work environment.
Vision Statement:
As an institution, Coland Systems Technology Incorporated envisions to:
 Inculcate patriotisms, nationalism, love of humanity and environment, respect for human rights, personal discipline
and critical thinking.
 Constantly strive in making a positive difference in the lives of the graduates and the people in the community.

Mission Statement:
 Provide, promote and protect the rights of students to quality education at all levels and shall take appropriate and
concrete steps to make education accessible, as well as affordable to all.
 Establish, maintain and support adequate, complete and integrated system of education, catering the relevant needs
of Filipino people at present time.
 Institute and maintain a system of scholarship grants, loan program and other form of incentives, which shall be
available to the marginalized, underprivileged and most especially to the poorest of the poor, but deserving
students.
 Encourage non - formal, informal, indigenous learning's, as well as self - learning systems, and out - of - study
programs, responsive to the needs of the community.
 Provide adult education to the disabled, out - of - school youth with trainings in civics, vocational efficiency and
other skills.
Institutional Learning Outcomes G.E. Learning Outcomes Course Outcomes
1. Creative and Critical Thinking I. Understand human resource  Define and describe the various
Graduates use their imaginative as management from a systemic, functions and activities involved
well as rational thinking abilities to strategic perspective. in human resource management.
life situations in order to push  Illustrate how HRM contributes
boundaries, realize possibilities, and II. Describe the field of "human to the overall success and
deepen their interdisciplinary and resource management" and sustainability of an organization.
general understanding of the world. understand its relevance to  Conduct job analysis and design
2. Effective Communication managers and employees in effective recruitment and
Graduates are proficient in the four work organizations especially selection processes.
macro skills in communication in a global economy.  Develop training programs that
(reading, writing, listening and meet the needs of both employees
speaking) and are able to use these III. Conduct a basic job analysis and the organization.
skills in solving problems. Making and apply this understanding
decisions and articulating thoughts of job requirements to other  Implement performance appraisal
when engaging with people in human resource management systems that align with
various circumstances. systems such as selection, organizational goals.
3. Strong Service Orientation performance appraisal, and
Graduates exemplify the compensation. Recognize  Design compensation and
potentialities of an efficient, well – contemporary human resource benefits packages that attract,
rounded and responsible professional management tools and motivate, and retain talent.
deeply committed to service understand some of the
excellence. technical details of human  Analyze and resolve workplace
4. Community Engagement resource management issues related to employee
Graduates take an active role in the practices. relations and compliance with
promotion and fulfillment of various labor laws.
advocacies (educational, social and IV. Apply relevant theories to the
 environmental) for the advancement management of people in  Formulate HRM policies and
of community welfare. organizations. practices that enhance
5. Adeptness in the Responsible Use of organizational effectiveness and
Technology V. Analyze business challenges employee well-being.
Graduates demonstrate optimized use involving human resource
of digital learning abilities, including systems.
technical and numerical skills.
6. Passion to Lifelong Learning VI. Critically assess and evaluate
Graduates are enabled to perform and human resource policies and
function in the society by taking practices.
responsibility in their quest to know
more about the world through VII. Be aware of current
lifelong learning. international HM trends,
7. High Level of Leadership and management practices can
Organizational Skills support organizational
Graduates are developed to become strategy explain how human
the best professionals in their resource especially in a global
respective disciplines by manifesting environment.
the appropriate skills and leadership
qualities. VIII. Describe sound practice in the
8. Sense of Personal and Professional areas of recruitment,
Ethics selection, training,
Graduates show desirable attitudes performance appraisal,
and behavior either in their personal remuneration, and retention.
and professional circumstances.
9. Sense of National and Global IX. Apply knowledge of HM to
Responsiveness critique existing HR practices
Graduates deep sense of national in a client organization and to
compliments the need to live in a global develop improved practices
village where one’s culture and other and tools to suit the client's
people culture are respected. specific needs.

Course Plan
Week Topic Learning Outcomes Methodology Resources Assessment
PART ONETHE ROLE Discuss the importance of Lecture Crispina C.: Quizzes
IF HUMAN HRM. Human
RESOURCES IN AN Focus Group Resource Recitation
ORGANIZATION Discuss the scope of Discussion Management
HRM and compare HRM 3rd edition, Long Test
I. Importance of Human with personnel c2009
Resource management Assignment

A. Scope of HRM Discussion boxes

B. Comparison of
HRM and
personnel
management
II. History of HRM in Explain the periods in Lecture Derek Quizzes
the Philippines Philippine History in Torrington,
relation to HRM. Analyze the Laura Hall, Recitation
A. Periods in environmental Stephen
Philippine Discuss the environmental factors affecting Taylor and Chapter test
History and factors affecting HRM. HRM Carol
HRM Atkinson, Assignments
Human
B. Environmen Resource Case study
tal Factors Management.
affecting 9th edition, Discussion boxes
HRM c2014.
III. Success stories of Discuss the success Lecture Quizzes
firms through Human stories of firms thru Brooks, Susan.
Resource HRM. Report on 1995. Graded recitation
success stories "Managing a
A. Cost reduction Identify factory cost of Horizontal Long test
and profit adjustments. firms/organizati Revolution"
increase thru ons HR Magazine, Assignments
HRM Enumerate and explain June.
operating cost. Discussion boxes
B. Factory cost
adjustments

C. Operating cost
IV. Organization Describes the Lecture/ Mathis, Robert Quizzes
Structure of HRD place/structure of HRD in Discussion L., Jackson,
an organization. John H., Graded Recitation
A. The place of Evaluate the Valentine,
HRD in the Discuss the dimensions of organizational Sean R. and Long Test
organizations organizational structure. structure of Meglich,
HRD of an Patricia. Workshop
B. Dimensions of organization. Human
organizational Resource Discussion boxes
structure Management,
c2016
V. Functions and Describe the functions of Lecture/ Bloom, Matt. Quizzes
compositions of the the HRD. Discussion 1999. "The
HRD and the Performance Graded Recitation
qualifications of its Compare the duties of Prepare the Efects of Pay
Staff. HRD Manager of private qualifications of Dispersion on Long Test
and public sector. HRD Manager Individuals
A. Functions of of an and Assignments
HRD Discuss the qualifications organization Organizations.
of HRD Manager " Academy of Case Study Presentation
B. The duties of Management
HRD Manager Journal.
of private and
public sector

C. Qualifications
of HRD
Manager
VI. Job Organization Lecture/ Bowin, Robert Quizzes
and Information Discuss the uses of Job discussion Bruce and
Analysis Donald Graded Recitation
A. Job analysis, Prepare Job Harvey. 2001.
Job Description Distinguish Job Design analysis for a Human Long Test
and Job from Jib Evaluation. particular Resource
Specification position Management. Assignments
Explain the methods used
B. Uses of Job in Job Evaluation. Case Analysis Case Study Presentation
Analysis
Records and Discussion boxes
Information

C. Job design

D. Job Evaluation

E. Methods used in
job evaluation
VII. Acquisition of HR Discuss the importance of Lecture/ Brooks, Susan. Recitation
HRD. discussion 1995.
 A. Human Explain recruitment "Managing a Long Test Quizzes
Resources process. Research Work Horizontal
Planning Revolution" Assignments
B. Recruitment Describe screening Case study HR Magazine,
C. Screening methods. June. Case report
D. Selection
E. Placement Discuss selection Discussion Boxes
procedure.

Explain placement of
employees.
VIII. Maintenance of Discuss the types of Lecture/ Blake, Robert. Assignments
Employees orientation. Discussion 1995.
"Memories of Case Study Presentation
A. Orientation Discuss the scope of Case Analysis HRD"
B. Physical physical working Training and Results of Inteview
working condition. Development,
condition March.
C. Motivation Explain the theories of
D. Performance motivation.
evaluation
E. Compensation Discuss the purposes of
Administration performance evaluation.
F. Management
labor relations Explain types of rewards.
G. Movements
Explain the rights of
workers.

Discuss the reasons for

movement of employees.
IX. Development of Identify the different Lecture/ Bacal, Robert. Quizzes
human resources types of training. Discussion 2006. How to
Manage Graded Recitation
A. Training and Explain the career growth Research work Performance.
development cycle. McGraw Hill. Long Test
B. Career planning Case Analysis
Counseling Discuss counselling cases. Research work

Case study Presentation

Discussion boxes
Reading
And  Atienza, Alfonso C. 2000. Voluntary Arbitration and Collective Bargaining in the
Referen Philippines. National Academy on Voluntary Arbitration and American Center
ces for International Labor Solidarity.

 Bacal, Robert. 2006. How to Manage Performance. McGraw Hill.

 Blake, Robert. 1995. "Memories of HRD" Training and Development, March.

 Bloom, Matt. 1999. "The Performance Efects of Pay Dispersion on Individuals and
Organizations." Academy of Management Journal.

 Bowin, Robert Bruce and Donald Harvey. 2001. Human Resource Management.
 New Jersey: Prentice Hall.

 Brooks, Susan. 1995. "Managing a Horizontal Revolution" HR Magazine, June.

 Cavite Farmers' Feedmilling and Marketing Cooperative Employees' Handbook. 2000. CAFFMACO
Personnel Office.
  Derek Torrington, Laura Hall, Stephen Taylor and Carol Atkinson, Human Resource Management. 9th
edition, c2014.
 R.C Sharman and Nipun Sharma, Human Resource Management: Theory and Practice, c2018.
 Lussier, Robert N. and Hendon John R., Human Resource Management Functions, Applications, and Skill
Development 3rd
 Edition, c2017.
 Mathis, Robert L., Jackson, John H., Valentine, Sean R. and Meglich, Patricia. Human Resource
Management, c2016

Prepared By: Date Reviewed By: Date

RYA VICTORIA D. LORENZO, LPT IRISH BOGACIA,

Faculty LPT, MBA
Dean, College of
Business and Office
Administration
Noted By: Date Date

IRISH BOGACIA, LPT, MBA

Dean, College of Business and Office Administration
Approved By: Date

ENGR. RIGE MAE G. MUESCO, MIM, MAED

Academic Program Head