N_SRLZ Strategic Human Resource Management

University of Finance and Administration
Winter 2025
Extent and Intensity
2/1/0. 6 credit(s). Type of Completion: zk (examination).
Guaranteed by
Ing. Juraj Eisel, Ph.D.
Department of Economics and Management – Departments – University of Finance and Administration
Contact Person: Bc. Kateřina Konupková
Prerequisites
There are no prerequisites for this course.
Course Enrolment Limitations
The course is offered to students of any study field.
Course objectives
Aims of the subject: The aim of the subject is to explain the basics of modern approaches, theories, trends and current models of strategic human resources management (SHRM) to students. Students are introduced to the concept of effective human resource management, including creating a dynamic coherence between the number and structure of work tasks, evaluation, compensation, motivation and development of staff training, strengthening their participation in the process control enterprise and creating good working relationships and the development of social responsibility of organizations, including practical applications of presented problems. The basic objective of study are: a) To acquaint students with the principles and approaches to the management of human resources in relation to the strategy formulated in the current turbulent competitive environment. b) To provide students with the necessary amount of basic information on strategic change management trends in human resource development, the concept of enterprise systems training and development of staff. c) To highlight the role of human resources in management processes and team work and intergenerational cooperation. d) To acquaint students with the structure and content of the human resource management company in terms of the effects of globalization.
Learning outcomes
Upon successful completion of this course, students will be able to: - understand the basic concepts of SHRC, - explain the content, meaning and importance of individual HRM processes in companies and understand the interconnection of processes, especially in relation to strategies, - master theoretically every separate SHRT process and will be able to prepare basic documents of SHRT - create "plans" including measures taken on the basis of personnel strategy or realized research and research in the company, - implement some of the more sophisticated HRM tools, - identify the basic barriers to SHRM in companies and minimize the risks of inefficient organizational and management work, - manage basic personnel interviews (selection, performance evaluation, moral failure, termination of employment, etc.), - work with current professional literature.
Syllabus
  • 1. Strategic Approach to HRM in 21th century
  • 2. Employees and organization: job analysis
  • 3. Motivation and Engagement
  • 4. Recruitment, Career Management Life Cycle, Talent Management
  • 5. Knowledge Management
  • 6. Managing the Performance of Individuals and Organizations with Respect to Corporate Strategy
  • 7. Strategic relationships between employees
  • 8. Care of Employees within the Corporate Strategy
  • 9. Specifics of SHRM in Multicultural Companies and SME
  • 10. HR Information Systems and Personnel Controlling in Relation to Company Strategy
  • 11. Process of Project Management and Team and Intergenerational Cooperation
  • 12. Performance Management
Literature
    required literature
  • FARKAČOVÁ, Lenka. Strategické řízení lidských zdrojů - modely a trendy (Strategic human resources management - models and trends). 1st ed. Praha: Vysoká škola finanční a správní, a.s., 2022, 77 pp. ISBN 978-80-7408-236-8. URL info
  • ARMSTRONG, Michael. Armstrong`s Handbook of Human Resource Management Practic.14th edition. UK: Ashford Colour Press Ltd., 2017. 776 p. ISBN 978-0749474119.
    recommended literature
  • ŘÍHOVÁ, Lenka. Možnosti využití vybraných metod hodnocení prací pro aplikaci ve veřejných službách a u státních zaměstnanců. In: FÓRUM sociální politiky. - ISSN 1802-5854 - Roč. 12, č. 1 (2018), s. 20-25 (6 s.).
  • BRYSON, Alex & WHITE, Michael, 2017. HRM and Small-Firm Employee Motivation Before and after the Recession, IZA Discussion Papers 10737, Institute of Labor Economics (IZA).
  • FARKAČOVÁ, Lenka. Umělá inteligence, nové technologie a s nimi související vývoj náplně práce zaměstnanců. Práce a mzda. Praha: Wolters Kluwer ČR, a. s., 2020, roč. 2021, č. 1. ISSN 0032-6208.
  • FARKAČOVÁ, Lenka. Pracovní výkon zaměstnanců a faktory, které ho ovlivňují. Práce a mzda. Praha: Wolters Kluwer ČR, a. s., 2020, roč. 2020, č. 11, s. 41-46. ISSN 0032-6208.
  • ŠIKÝŘ, Martin, Personalistika pro manažery a personalisty. 2. akt. a doplněné vyd. Praha: Grada Publishing, a.s., 2016. 205 s. ISBN 978-80-247-5870-1.
  • KOLEKTTIV. Abeceda personalisty 2021. Praha: ANAG. 2021. ISBN 978-80-7554-309-7.
Teaching methods
Lectures and seminars in full-time study; tutorials in part-time study; compulsory seminar participation is 75% in full-time study, compulsory tutorial participation in 50% in part-time study. Students who fail to meet the mandatory level of participation may be given additional study obligations.
Assessment methods
The course is completed with a credit and written exam. A specific written study (60% point’s min) is required to award the credit. To pass the exam it is required to answer correctly at least 60% of questions.
Language of instruction
Czech
Further Comments
The course can also be completed outside the examination period.
The course is also listed under the following terms Winter 2014, Winter 2015, Winter 2016, Winter 2017, Winter 2018, Winter 2019, Winter 2020, Winter 2021, Winter 2022, Winter 2023, Winter 2024.
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