HRM and labor law

Academic year: 2008-2009 Course code module FTEBABK210 Credits: 6 Study load (hours) 168 Theory (hours): Practice/Exercises(hours): Other (hours): Part-time program: Instructor(s) Erik Henderickx Ria Janvier Language of instruction: Dutch Semester exam information: Contract restriction information: 1. Prerequisites *Algemene competenties you are supposed to have sufficient knowledge of definitions pertaining to organization, management and law principles *Sequentiality 2. Objectives (expected learning outcomes) knowledge and understanding of the main application areas and instruments of HRM  understanding the impact of the HR Practices on operational and financial performance of organizations  knowledge and understanding of the legal rules of the (Belgium) individual and collectively labor law and the impact from them on the 'workspace' for HRM  knowledge and understanding of organization strategy and strategic HRM within the global organization policy  knowledge of the most recent (international) research concerning HRM and performance  development of a critical attitude towards 'new' developments and trends within HR being aware of your own weaknesses and strengths as an employee, based on self assessment techniques and test tools, and setting a personal development plan 3. Course content The central issue of this course is: how can work behavior (competencies, motivation, and work environment) be a competitive advantage for organizations, in this continuing changing and global environment? What are high performance organizations or high involvement work systems? How can you make a difference with employees? A definition of HRM; the planned pattern of human resource (workforce) and human resource management (functional) developments and activities intended to enable the organization to meet organizational goals and objectives (McMahan, Birick &Wright, 1999: 99-122). In this course the following topics will be treated: definition of HRM: enviroment, organization and behavior  HRM paradigms  different roles of HRM and 'first line' management  HRM card  recruitment & selection and 'on boarding'  turnover and exit interviews  coaching of workbehavior (objectives, feedback)  appraisal and reward systems  workdesign & engagement The central line of this course is; What are the possible conceptual, theoretical and practical opportunities to translate people (labor) into a competitive organization? Furthermore, we will take a closer look at the framework of the employment and labor law. We will look at the dynamic and the authenticity of labor law, in an individual and collective way, within the different areas of HRM. Hereby, you must think about; the legal requirements within recruitment & selection of new employees, the different types of employment contracts, de opportunities and restrictions of flexibility and the role of social partners. The theoretical part of the course will be illustrated by recent scientific research, audiovisual materials and self assessments 4. Teaching method Direct contact: Lectures Tutorials Personal work: Assignments - individual Supervised self-study 5. Assessment method Exam: Open book Multiple choice Open questions 6. Compulsory reading – study material HENDERICKX, E., JANVIER, R., VAN BEIRENDONCK, L. en HUMBLET, P., HRM, competentiemanagement en arbeidsrecht, Leuven, Acco, 2009. Supplemental study material, offered by Blackboard (University of Antwerp). 7. Recommended reading - study material See Blackboard (University of Antwerp). - 50 lessons (audiovisual) - recent articls 8. Tutoring You can contact the professors by email: Erik Henderickx (erik.henderickx@ua.ac.be)   Ria Janvier (ria.janvier@ua.ac.be)   laatste aanpassing: last update: 13/11/2008 10:00 erik.henderickx