Human Resource Management Courses Research Articles

Pharmacy Students' Perspectives on Human Resource Management: An Examination of Knowledge and Attitudes.

(1) Background: This study aims to examine pharmacy students' perceptions of their knowledge and competencies in human resource management (HRM) while also investigating their attitudes toward the educational content provided in a didactic HRM course. (2) Methods: A survey evaluating both course knowledge (pre and post) and attitudes was administered to students enrolled in an HRM class. Data were analyzed using descriptive statistics and measures of associations. (3) Results: All 98 course enrollees completed the survey (N = 98), revealing statistically significant knowledge growth across HRM topics from pre- to post-survey (p < 0.05). Notably, emotional intelligence, workforce diversity, conflict resolution, and recruitment strategies exhibited the most substantial increases. The expert panel session proved highly effective, with 71% reporting it as the most knowledge-enhancing activity. "Global and cultural effectiveness" emerged as the most valued competency, reflecting a positive overall attitude towards HRM. (4) Conclusions: HRM competency is one of the most fundamental skills for pharmacists, as many problems faced by pharmacy organizations and their solutions stem from the workforce. Pharmacy schools should therefore assess their curriculum to ensure that HRM is adequately addressed to meet accreditation standards and to prepare students to navigate HRM challenges in their workplaces post-graduation.

The Application of Statistical Analysis Method in the Effectiveness Evaluation of Ideological and Political Reform in the Course of Human Resource Management

Abstract Based on the student-oriented teaching practice in the ideological and political reform of the Human Resource Management course, this paper established a teaching evaluation index system with four dimensions: teaching context, teaching input, teaching process and teaching product. Kehlenbach alpha coefficient and split-half reliability were utilized to test the reliability of indicators, and expert validity and content validity were adopted to examine the validity of indicators. Multivariate statistical analysis was used for principal component analysis and factor load matrix estimation to construct a comprehensive evaluation based on principal component analysis and an educational evaluation based on the factor analysis method.

Moving In-Class Debates Online: Deliberating Contentious Issues in an Asynchronous Classroom

Ensuring that students in asynchronous classrooms are afforded similar opportunities to develop business-relevant skills and knowledge has become an increasingly important area as many universities have expanded their online course offerings. In this article, I document a format translation of an in-class debate into a highly flexible and generalizable exercise for an asynchronous classroom. Drawing on previous work on in-class debates and rhetorical strategies, I adapt the in-class group debate format, to an asynchronous undergraduate Human Resource Management course, to foster active learning among students while tackling contentious subjects within the field. Moreover, this versatile exercise can be applied effectively in a wide variety of management courses. I begin by outlining the benefits of debates in a business education context, describe the learning objectives of the exercise, offer numerous sample debate questions, and conclude by providing all relevant teaching notes and instructions.

Talent trouble at a start-up: the case of TechShlok

Learning outcomes This case study aims to understand the criticalities of hiring in a knowledge-based start-up; the various ways of retaining talent in a knowledge-based start-up; the competency requirements of human resource professionals in start-up organizations; the trade-off between business profitability and the R&amp;D drive of the company; and the various organizational structures available for a knowledge-based start-up. Case overview/synopsis Ayush Jain, a first-generation entrepreneur, is facing a challenge with his start-up, TechShlok. TechShlok is an IT solution provider with its headquarters in Jaipur, India. The company is doing very well and is able to achieve many accolades. As the company grows in business and employee strength, it is facing talent acquisition and retention challenges. Ayush is in a fix to solve the talent issue and retain the key talent of the organization. Complexity academic level The case can be taught in a Human Resource Management course, including “talent management” and “human resource planning”. The case may be taught at upper undergraduate levels. It can also be taught in courses of entrepreneurship and knowledge-based start-ups. Supplementary materials Teaching notes are available for educators only. Subject code CSS 11: Strategy.

Lakhpati Kisan programme: boosting the income of marginal farmers through women empowerment

Learning outcomes This case will help students to analyse and develop insights into the concepts of servant leadership; to analyse and develop insights into women’s empowerment and a process to achieve such empowerment; and to explore the social business models for scaling up. Case overview/synopsis The Lakhpati Kisan programme under the aegis of Tata Trusts focussed on empowering women marginal farmers in the tribal belts in India to significantly increase their income from 2015. Ganesh Neelam, Executive Director, Collectives for Integrated Livelihood Initiatives (CInI), a nodal agency of Tata Trusts, advocated various livelihood options in agriculture, livestock, non-timber forest resources and water conversation. Initially, CInI faced the challenge of getting the farmers to sign up for the programme due to lack of trust. CInI facilitators educated the farmers about the purpose of the initiative and the benefits they would accrue and built trust. CInI created awareness through knowledge-sharing sessions on best practices in agriculture. They formed self-help groups of farmers for decision-making and for easy access to capital. CInI established farmer producer organisations (FPOs) to bring in a business perspective among farmers. The farmers as Board members and executives ran the FPOs like commercial organisations. CInI built capabilities to create a sustainable and autonomous ecosystem that looked impressive. But still the programme was falling short of the desired target. The farmers were so far reluctant to move forward independently. Ganesh felt that the social business model that CInI had evolved needed a re-look to achieve a significant and lasting impact on the majority of the marginal farmers in India. Complexity academic level The case can be used in the organisation behaviour, human resource management courses and courses on social enterprises as part of the MBA or post-graduate management programme or in executive education programmes. Supplementary materials Teaching notes are available for educators only. Subject code CSS 6: Human Resource Management.

Are We Advancing a “People-First” Culture? Nonprofit Human Resource Management Education in the U.S.

While earlier research in nonprofit and philanthropic studies (NPS) tracks the field’s evolution, this study focuses on resource management courses, namely human resources and philanthropy, in graduate nonprofit curricula. Drawing on publicly accessible data, I examine the availability and content of human resource management (HRM) courses between 2018 and 2021. The study examines existing HRM knowledge devel-opment essential to building nonprofit management skills and overcoming nonprofit HRM challenges. Findings highlight declining availability of nonprofit HRM courses compared to increased emphasis on philanthropic studies, alongside HRM course content that closely reflects NACC curricular guidelines. Declining HRM course availability suggests future nonprofit leaders may be ill equipped to respond to nonprofit HRM challenges, thereby limiting recruitment and retention capacity and generating associated organizational performance impacts. By examining resource management topics in graduate nonprofit curricula, the study contributes to ongoing debates regarding NPS program content.

Research on the Teaching Reform of Human Resource Management Curriculum Based on the Ideological and Political Education in the Course

Curriculum ideology and politics is an important measure and fundamental task to combine professional courses with ideological and political courses to carry out moral education and cultivate people in Chinese colleges and universities. Traditional teaching of human resource management neglects the cultivation of moral character. Therefore, it is necessary to reform the teaching of human resource management, and integrate ideological and political education into the whole process of teaching to improve the ideological and moral level of students. On the basis of analyzing the necessity of human resource management in curriculum ideology and politics construction, curriculum teaching reform is carried out. A new curriculum ideological and political education model that includes "teaching objective -- ideological and political content -- teaching means -- teaching evaluation" has been constructed. The content of the course is divided into 8 chapters, and the multi-level teaching objectives including "knowledge - skills - ideology and politics" have been clearly defined, and the triple teaching objectives of each chapter are clearly set. The ideological and political content has been integrated into the process of knowledge teaching by chapters. The modern educational technology and Internet platform technology are made full use of to optimize teaching methods, and heuristic and experiential teaching means are adopted, the combination of classroom and society is increased, and an assessment and evaluation system with diversified subjects is built with diversified subjects, a comprehensive assessment process, and diverse assessment methods, comprehensively evaluating students' learning outcomes from multiple dimensions, in order to improve the effectiveness of ideological and political education in human resource management courses. It is expected to provide a reference and basis for the construction of curriculum, ideological and political reform, the practice of socialist core values, and the realization of goals.

Nontraditional Teaching Methods in a Human Resource Management Course: Delivery and Effectiveness

Nontraditional Teaching Methods in a Human Resource Management Course: Delivery and Effectiveness

Where theory and practice meet: Good government, merit-based civil service, and HRM courses

ABSTRACT MPA programs are the only place where public sector human resource management (HRM) is taught. When HRM is not among the list of required courses, programs forgo their responsibility to teach the next generation of public servants why merit-based civil service is crucial to a functioning democracy. The danger of ignorance is reflected in an Executive Order issued in 2020 that would have removed job protections from thousands of federal civil servants. While the Order was rescinded in 2021, it has many advocates and remains on the agenda. This is a wake-up call to MPA programs to require students to learn why job protections are the bedrock of good government, a bedrock as foundational as a free press and more foundational than budgeting skills. However, 97% of MPA programs require a budgeting course but only 72% require an HRM course. If theory and practice meet in MPA classrooms, then HRM has to be there.

Creating a Significant Learning Experience When Introducing Labor Relations to Students

Despite declines in private-sector union membership in the United States, labor relations remains an essential topic within the field of human resource management. However, most undergraduate students have little experience with labor unions, making it difficult to enhance learning by applying labor relations concepts to their prior experiences. The current lesson addresses this gap by teaching students about labor relations through the exploration of an authentic collective bargaining agreement (CBA) and an analysis of an actual work stoppage (i.e., strike or lockout). Students will learn about how different elements of the CBA influenced negotiations and factors that contributed to a work stoppage, leading to a basic understanding of how the human resource management decisions they make as managers can directly impact organizational outcomes. The lesson also serves as a tool for synthesizing content from throughout the semester in an undergraduate human resource management course.

Fair chances for work: examining hiring practices for background checks and disparate impact

Research methodology This case was developed from both secondary and primary sources. The secondary sources include journal and newspaper articles. Primary sources include court proceedings, industry reports and EEOC recommendations regarding disparate impact for major retailers. This case has been classroom tested with undergraduate BBA students in an introductory undergraduate Human Resources course. Case overview/synopsis In August 2019, Ms Ramos applied for an entry-level position at Stockworld; however, despite receiving an initial offer, Ms Ramos was notified soon after beginning the position that her job offer was being rescinded as a result of a completed background check. The Fair Chances Act for employment has challenged employers to “Ban the Box” that asks about criminal past acts before conditional employment offers. With increased demand for qualified applicants following and amid current labor shortages, proponents of “Ban the Box” challenge that including background checks before and even following conditional offers lead to disparate impact with Title VII protected classifications of employees. Can employers Ban the Box to prevent Disparate Impact for entry-level positions? What are the implications for eliminating criminal background checks? Complexity academic level This case was written for use in an undergraduate introductory human resource management course or general business law course. The focus of the case supports classroom discussion for online and face-to-face instruction regarding equal employment opportunity and employment decisions. The case also has strong application in course content regarding discrimination and strategic plans for organizational success. Educators who use critical thinking methods to apply hiring strategies or talent pipeline assessment can use this case to explore additional avenues for external recruitment and talent development.

Research on the Optimization of the Teaching System of Human Resource Management Course of "New Business" under the Psychological Analysis of the Phenomenon of "Valuing Learning over Thinking"

Research on the Optimization of the Teaching System of Human Resource Management Course of "New Business" under the Psychological Analysis of the Phenomenon of "Valuing Learning over Thinking"

Research on Teaching Strategies for Human Resource Management Courses in Higher Education Institutions under the Course Ideology of Integrating Politics and Values

Research on Teaching Strategies for Human Resource Management Courses in Higher Education Institutions under the Course Ideology of Integrating Politics and Values

Exploration of Case-Based Collaborative Participatory Learning in International Human Resource Management Course

This study aims to explore learning with case-based learning (CBL) approach to increase student participation individually and collaboratively. This method was implemented in International Human Resource Management (HRMI) lectures. As 125 respondents filled out a response questionnaire to see students' perceptions of the case-based learning process. The following are the results of the research: 1) lecturers deliver lecture materials communicatively and have an essentials role as an opening in the learning process to stimulate enthusiasm, participation, and understanding that leads to how far the level of student satisfaction in the learning process; 2) student participation in the discussion of the material was only 59.2% of the total respondents, this happened due to the reduction in the duration of lectures during the pandemic. To coping this phenomenon, lecturers prepared video material for each chapter in each meeting to be accessed independently. 3) less than half of the respondents were active in discussing cases (48.8%). It is relevant to the findings of students feeling afraid/anxious to show up/talk in discussing cases. Next, the CBL method has a significant effect on students' enthusiasm, participation, understanding, and satisfaction more and less with a percentage range from 12.9% to 43.1%. Also, the level of students' understanding that emerged from this case-based learning method was as much as 30.9%, which was understood from the beginning to involved in the value component other than the mid-term and final exams. Study for the future is the need to pay attention to class ratios, learning media (face-to-face or virtual), the readiness of the technology used by teachers and class participants, and how relevant the cases with the lecture material delivered.

Formulasi Pemenuhan Standar Pelayanan Minimal Pendidikan Anak Usia Dini Berdasarkan Regulasi Permendikbud 32 Tahun 2018 Di Kabupaten Lamongan

Indonesia's quality human development starts with Early Childhood Education (PAUD). PAUD development has entered the stage of national quality standardization in 2015–2025. However, PAUD still faces problems with participation and equitable access. This study aims to describe (1) how to determine PAUD target candidates who are entitled to receive PAUD SPM assistance, (2) determine the proportion of budget allocations for fulfilling PAUD SPM which is the responsibility of local governments, and (3) procedures for compiling reports on the implementation and achievement of PAUD SPM.&#x0D; The research data was collected through a qualitative approach. The key informants were the Head of the PAUD Division of the Lamongan Regency Education Office, the Head of the Family Social Protection and Security Section of the Lamongan Regency Social Service, and the Section Head of the Social Welfare and People's Welfare Section of the Lamongan Regency Bappeda. Data collection techniques were carried out through interviews, observation, and documentation. The data collected were analyzed through comparative descriptive analysis techniques.&#x0D; The results of the study indicate that (1) the determination of PAUD Target Students who are entitled to receive PAUD SPM Assistance requires data, including (a) a List of Names of PAUD Education Unit Students available at the District Education Office, (b) List of Names of Children aged 5-6 year the Poor Group available at the District Social Service. Determination of the proportion of the budget allocation for the fulfillment of the PAUD SPM which is the responsibility of the Regional Government. Determining the Proportion of Budget Locations for Fulfillment of SPM PAUD requires a collection of data, including (a). List of Prospective Students Recipient of PAUD SPM Assistance, (b) List of Profiles of all PAUD Unit Names, and (c) List of PAUD Educators and Education Personnel. Preparation of Reports on the Implementation and Achievement of PAUD MSS. In the preparation of reporting on the implementation and achievement of the PAUD SPM, it is the end result of a series of activities for the implementation of the PAUD SPM. From the results of mapping the needs for fulfilling the SPM PAUD, a strategy for fulfilling it is realized in a program of activities in the current fiscal year or the following fiscal year.&#x0D; Lamongan Regency should continue to improve the quality of PAUD according to Permendikbud 32 of 2018. Education policy observers and educators of Human Resource Management courses in the field of education can refer to the results of this study for further development.

Designing Mobile Education for Postgraduate Human Resource Management Courses

The postgraduate programs in human resource management at PGRI University Semarang include only the teaching materials provided by the lecturer. No form of media is used to improve students’ learning interests. Thus, this study explores a mixed reality-based educational mobile application that enables students to see the real world based on virtual and augmented realities, displaying information in 3D to ultimately increase their motivation and learning outcomes. The current research uses the R&amp;D model ADDIE (Analysis, Design, Develop, Disseminate). In their first year of research, the authors have developed a mobile education product based on mixed reality for the postgraduate human resources management course. The product has been validated by a material expert with an average score of 93 and a media expert with an average score of 92. This shows that a mobile education product is effective in improving students’ learning interests and outcomes.&#x0D; Keywords: design, educational games, courses, education human resource management

Spiraling impact of discrepancies in sales accounting on a booming business: a case study of T.M. Exports

Learning Outcomes By reading and understanding this case study, students are expected to: 1.Able to understand and review the impact of unethical practices from accounting perspective; 2.Able to make an analysis of how one unethical act triggers a series of forced unethical acts (ripple effect); 3.Identify the unfair practices as well as be proactive in preventing unfair practices in the business day to day affairs; 4.Able to relate the function of various ratios (current ratio, quick ration, debt to asset ratio, debt to equity ratio etc.) and its impact on the business performance; and 5.Able to apply various lean quality tools, doing the root cause analysis in identifying and solving problems. Case Overview/Synopsis T.M. Exports (TME) was an India-based privately owned and operated enterprise. The company had a brilliant employee named Sanjay, who was a 12-year veteran. TME’s Business Intelligence (BI) department at TME head office, Kanpur, India, ostensibly learned on April 8, 2019, from the rumors about a brand-new vehicle dished out to Sanjay by his friend who made fortune worth of millions from certain transactions. To add fuel to the fire, another incident surfaced concerning a warehouse keeper, Mohit, who was also involved in embezzlement in one of the sales offices. On May 16, 2019, BI reported these two incidents to the internal auditor who launched an internal investigation to get to root of this case. Consequently, the company owner, Tariq Mahmood got himself caught up in a dilemma to fire both Sanjay and Mohit only or restructure the organization for better transparency and integrative approach in future. Moreover, the newly appointed Chief Executive Officer had the dilemma of keeping high safety stock to maximize service level or keeping conservative safety stock and rely on-spot market-buying if demand spiked. He decided and instructed all the warehouses to keep higher inventories to meet the forecasted demand, considering unexpected spikes in demand witnessed historically. Thus, increase in inventory caused panic in the sales department as demand was sluggish. He, therefore, offered high discounted prices to liquidate the stock. This study integrated the theories of accounting/financial ratio metrics, accounts reconciliation, business ethics and lean tools. It was demonstrated in this case that the irregularities in sales accounting and their inability of reconciliation had a serious impact on business performance. The concept of total reward was also invoked to understand the disruptive and unscrupulous practices. Complexity Academic Level This case has been particularly focused on undergraduate and postgraduate early-stage-level students pursuing business or commerce program, particularly those specializing in accounting (sales accounting) and human resource management courses. Supplementary materials Teaching notes are available for educators only. Subject Code CSS 1: Accounting and Finance.

Fun POAC, A Learning Media for Human Resources Course

This type, of course, consists of compulsory courses, prerequisites, concentrations, and electives. Human Resource Management courses are compulsory courses that must be followed by all undergraduate students of the Department of Management at the Faculty of Economics, Malang State University. The development of Fun POAC Human Resources Application as an e-learning medium in this human resource management course is to create and develop electronic learning media which will be able to make it easier for students to understand how planning, organizing, moving, and controlling human resources in an organization, Making learning in resource management courses is not boring and interesting because it is not only encouraged in listening to what lecturers say but is packed with application devices with various accessories and interesting features that can make students motivated to open, read and understand learning materials, assignments and practices. The material on the application is packaged for one semester lectures. The e-learning media developed consists of fun planning HR, Fun Organizing HR, Fun Actuating HR, and fun controlling desktop-based menus so that students or those who want to use this application can install it on their respective computers or laptops. The development method carried out is the Borg &amp;Gall development model (2005) using waterfall grooves(waterfall)at the stage of development. The development stages start from needs analysis, product planning, product development, trial/implementation (validation), revision, and report creation. The product results in the form of the "Fun POAC Human Resources" Application as a learning medium in human resource management courses and will be equipped with media application videos, as well as media usage instructions.

Developing Workforce Planning Skills in Human Resource Management Courses: A Data-Driven Exercise

Workforce planning is prevalent and recognized as a good strategic practice in many organizations. However, business students may have little experience with workforce planning or workforce analytics. The purpose of this article is to present a workforce planning exercise for use in a face-to-face or online classroom setting. In this exercise, students practice applying workforce planning concepts to calculate internal employment data, find and collect external employment data, and combine multiple, sometimes conflicting, data to make workforce predictions and recommendations for a hypothetical organization. This exercise is designed to help students develop career-relevant skills and is intended for use in human resource management, talent acquisition, talent management, staffing, and/or selection classes.

Who Gets Time Off? Prioritizing Planned, Family Responsibility Leave Requests

This role play focuses on team decision making and is designed for undergraduate and graduate human resource management (HRM) and organizational behavior (OB) courses. It can also support management seminars. Working within Employee Teams, Department Teams, or Manager Teams, students decide which three of five employees will obtain family responsibility leave. For HRM courses, the exercise focuses on interpreting and applying family responsibility leave, which illustrates day-to-day personnel planning. For OB courses, the debriefing centers on comparing decision-making models and discussing how beliefs and attitudes influence decision making; it also supports exchanges about the influence of conflict, domination, and groupthink on team decision making. For both OB and HRM courses, the exercise helps students compare individual and team decisions, discuss the effects of team composition on decision making, and analyze the fairness of their decisions. Instructors can conduct the activity in class or online.