VSFS:BA_HRM Human Resources Management - Informace o předmětu

BA_HRM Human Resources Management

Rozsah

2/1/0. 16 hodin KS/semestr. 6 kr. Ukončení: zk.

Vyučující

Ing. Vladimír Mikel (cvičící)

Garance

Ing. Vladimír Mikel
Katedra ekonomie a managementu (FES, KEM) – Katedry – Vysoká škola finanční a správní
Kontaktní osoba: Bc. Kateřina Konupková

Rozvrh seminárních/paralelních skupin

BA_HRM/cECPH: každé sudé pondělí 15:45–16:29 E404, každé sudé pondělí 16:30–17:15 E404, V. Mikel
BA_HRM/pECPH: Po 14:00–14:44 E404, Po 14:45–15:30 E404, V. Mikel

Předpoklady

There are no prerequisites for this course.

Omezení zápisu do předmětu

Předmět je otevřen studentům libovolného oboru.

Cíle předmětu

The objective of the course is to provide students with comprehensive knowledge and practical skills in the field of Human Resource Management (HRM) as a key component of organizational success. Students will become familiar with the principles, methods, and tools of HRM, including workforce planning, recruitment and selection, onboarding, training and development, performance management, motivation, compensation, and career planning. Emphasis will be placed on the role of HR in supporting organizational strategy, creating a strong corporate culture, managing diversity, and addressing legal and ethical issues in HR practice. Special attention will be given to the impact of digitalization, people analytics, and HR technologies on modern HRM, as well as to the challenges of managing people in an international and intercultural environment. Students will be encouraged to apply theoretical knowledge to real company situations, critically evaluate HR practices, and propose innovative solutions that enhance organizational performance and sustainability.

Výstupy z učení

After completing the course, the student will be able to: • Define the basic concepts, functions, and historical development of Human Resource Management. • Explain the principles of HR strategy, planning, recruitment, and selection, and apply them to real organizational contexts. • Design effective onboarding and employee adaptation programs to support integration and early engagement. • Develop training and development programs, evaluate their effectiveness, and link them to organizational goals. • Analyze and apply methods of performance appraisal, feedback, and motivation to improve employee performance. • Explain remuneration systems, benefits, and compensation strategies, and assess their impact on employee satisfaction. • Propose career planning, talent management, and succession strategies for sustainable organizational growth. • Interpret the role of organizational culture, workplace relations, and conflict resolution in HRM practice. • Apply relevant labor law principles and diversity and inclusion policies in HRM practice. • Evaluate challenges and opportunities of international and intercultural HRM in global organizations. • Assess the impact of digitalization, HR technologies, and people analytics on modern HRM practices. • Critically reflect on current trends and propose innovative HR solutions to improve organizational effectiveness.

Osnova

• Lectures
• 1. Introduction to Human Resource Management – definition, historical development of HRM, and the role of HRM in modern organizations.
• 2. Human Resource Strategy, Planning, Recruitment, and Selection – workforce planning, job analysis, recruitment channels, selection methods, and alignment of HR with business strategy.
• 3. Employee Adaptation and Integration – onboarding processes, socialization, probation periods, and building early engagement.
• 4. Training, Development, and Lifelong Learning – methods of training, employee development programs, learning organizations, and knowledge transfer.
• 5. Performance Appraisal and Feedback – evaluation methods, key performance indicators (KPIs), 360-degree feedback, and linking appraisal with development.
• 6. Remuneration, Benefits, and Compensation Systems – wage structures, incentive systems, employee benefits, and fair pay principles.
• 7. Motivation, Engagement, and Job Satisfaction – theories of motivation, employee engagement drivers, and tools for increasing productivity and satisfaction.
• 8. Career Planning, Succession, and Talent Management – identifying high-potential employees, succession planning, mentoring, and leadership pipeline.
• 9. Organizational Culture and Workplace Relations – building culture, communication, team dynamics, and resolving workplace conflicts.
• 10. Labor Law and HRM – employment contracts, labor legislation, employee rights and responsibilities, diversity and inclusion policies.
• 11. International and Intercultural Dimensions of HRM – managing global teams, expatriates, cross-cultural communication, and HR challenges in multinational companies.
• 12. Trends in HRM, Digitalization, and HR Analytics – HR technologies, people analytics, digital HR tools, remote and hybrid work, AI in HR, and future directions.
• Exercises
• 1. HR Strategy and Recruitment Case Study. Task: In groups, students select a real company (international or from their home country) and analyze its recruitment strategy. They prepare a short presentation on how the company attracts and selects talent, including employer branding and recruitment channels. Output: Group presentation with a critical evaluation of the company’s recruitment approach.
• 2. Onboarding and Employee Adaptation Simulation. Task: Students design a structured onboarding plan for a new employee in a chosen company. They must include steps for integration, training, and building early engagement. Output: Written onboarding plan + role-play simulation of the first week at work.
• 3. Training and Development Program Design. Task: Groups propose a training or development program (e.g., leadership development, digital skills, or cross-cultural training) for employees of a selected company. Output: Project document including objectives, methods (workshops, e-learning, mentoring), and evaluation metrics.
• 4. Performance Appraisal and Motivation Analysis. Task: Students analyze how a chosen company evaluates employee performance and motivates its workforce. They assess the system’s strengths and weaknesses and propose improvements. Output: Comparative analysis + suggestions for improvement (short written report).
• 5. Talent Management and Succession Planning Project. Task: Groups choose a company and develop a basic succession plan for one key managerial role. They identify required competencies, potential successors, and training paths. Output: Succession plan document including a timeline and competency framework.
• 6. HR Trends, Digitalization, and Analytics Case Study. Task: Students research how a selected company uses digital HR tools (e.g., AI in recruitment, HR analytics, remote work systems). They evaluate benefits, risks, and ethical challenges. Output: Group presentation with visual examples (dashboards, case examples, HR tech solutions).

Literatura

povinná literatura
• FARKAČOVÁ, Lenka. Human Resource Management for Managers: HR Processes and Strategies. Praha: Vysoká škola finanční a správní, 2023. Edice EDUCOpress. ISBN 978-80-7408- 264-1.
• Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2024). Fundamentals of Human Resource Management (2024 Release). McGraw-Hill Education. ISBN 978-1265803025

doporučená literatura
• Sharma, S. (2022). Human Resource Management: An Applied Approach (3rd ed.). Northridge Press. ISBN 978-1948426234.

Výukové metody

Lectures.
Lectures will combine theoretical presentations of key HRM concepts with practical examples from international practice. They will include analysis of case studies, real company practices, and discussion of current HRM trends. Students will be encouraged to critically evaluate HR theories and link them to real organizational challenges.

Seminars/Exercises – Application of Knowledge and Skills Development. Exercises will be focused on the practical application of HRM knowledge through teamwork, case studies, role-playing, and simulations (e.g., recruitment interviews, onboarding scenarios, performance appraisal discussions). Students will work in groups on projects related to real companies, including analysis of HR practices, designing HR solutions, and presenting their findings. Emphasis will be placed on data analysis, critical thinking, and problem-solving skills.

Modern Methods (Supported by Technologies). Interactive tools and digital platforms will be used to increase student engagement and motivation. This includes online HR analytics tools, collaborative platforms (e.g., MS Teams, Miro), interactive quizzes (Mentimeter, Kahoot), and digital simulations. Students will also prepare individual and group presentations on selected HRM topics to develop their communication, presentation, and argumentation skills.

Metody hodnocení

The course is completed with a credit and an examination. Credit is awarded based on: • at least 70% attendance in seminars (attendance is assessed not only as physical presence, but primarily as active participation – discussions, presentations, teamwork), continuous active work in seminars, including solving practical tasks and case studies related to human resource management (e.g., recruitment, selection, employee evaluation, motivation, training), submission of required assignments according to the instructor’s instructions via the IS Assignment Folder. If a student does not meet the required attendance or has an ISP status, they are obliged to complete the assigned “substitute tasks for missed classes” and submit them via the Assignment Folder. Examination consists of two parts: written part – a test or a written project on a selected topic in the field of human resource management (e.g., proposal of a performance appraisal and motivation system, design of a training program, HR strategy of a company), oral part – presentation of the written project and subsequent professional discussion on the proposed solution.

Vyučovací jazyk

Angličtina

Informace učitele

The crucial step in meeting the objectives of the course is the student´s independent work throughout the course. The extensive individual preparation is needed.

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