シラバス Syllabus

授業名 Human Resources Management
Course Title Human Resources Management
担当教員 Instructor Name Ray Tak-Yin Hui
コード Couse Code NUC429_N22A
授業形態 Class Type 講義 Regular course
授業形式 Class Format On Campus
単位 Credits 2
言語 Language EN
科目区分 Course Category 専門教育科目 / Specialized Subject
学位 Degree BBA
開講情報 Terms / Location 2022 UG Nisshin Term2

授業の概要 Course Overview

Aligning with the NUCB Business School's mission statement, this course aims to nurture innovative, ethical leaders who possess a ‘Frontier Spirit’ in managing valuable human resource in response to the contemporary challenges in New Asian and global context.
The course aims to equip students with fundamental knowledge of human resource management (HRM) – its meaning and scope, its objectives, and its basic functions and practices. It also gives ideas to students on how to work as a competent and ethical HR professional. Overall, the course is designed to arouse students’ awareness on the importance of the human aspect of organization and how organizational competitive advantage can be derived from nice design of organizational HRM system.
By taking part in this course, students will deepen their understanding the following areas in human resource management:
system’s perspective of HRM, recruitment and selection, training and development, performance management, compensation, labor relations, and global HRM.

本授業の該当ラーニングゴール Learning Goals


LG1 Critical Thinking
LG2 Diversity Awareness
LG3 Ethical Decision Making
LG4 Effective Communication
LG6 Managerial Perspectives (BBA)

受講後得られる具体的スキルや知識 Learning Outcomes

Upon completing this course, students are able to:
1. Examine and evaluate the role of HRM in the strategic pursuit and operation of business organizations.
2. Outline the basic components of the organizational HRM system and explain their linkages.
3. Establish the criteria to be a competent HR professional in the modern business environment.

SDGsとの関連性 Relevance to Sustainable Development Goals

Goal 8 働きがいも経済成長も(Decent Work and Economic Growth)

教育手法 Teaching Method

教育手法 Teaching Method % of Course Time
インプット型 Traditional 20 %
参加者中心型 Participant-Centered Learning ケースメソッド Case Method 80 %
フィールドメソッド Field Method 0 %
合計 Total 100 %

学習方法、レポート、課題に対するフィードバック方法 Course Approach, Report, Feedback methods

"Pre-class Preparation"
Students are expected to study each case and prepare their own answers to the questions in the assignment files. Participants should allow at least 3 hours of preparation time per case.
A laptop computer is required for the electronic distribution of handouts on the day of the class.

"Class Discussion"
The class is based on open discussions and students are facilitated to exchange their opinions with their classmates. During the open discussions, students are expected to think flexibly and adjust their opinions. No specific comment may be given to each student's opinion, but students will know if their opinions are appreciated by listening to their classmates' feedback.

"Preparation report"
Case: Any 1 case in Session 2 to 7
Assignment: Answer all assignment questions of the case.
Due date: Before the class of the chosen case.
Submission method: Please submit to Google Classroom.
Feedback: The comment will be discussed in class.

"Final Report"
Theme: Reflective essay
Assignment: Please refer to the instructions posted on Google Classroom.
Deadline: Approximately 1 week after the course has ended.
Submission method: Please submit to Google Classroom.
Feedback: Marked assessment rubrics will be returned to participants.

Students are encouraged to use the Central Information Center (Library) for assessing relevant material about this course for self-study and final report writing.

授業スケジュール Course Schedule


Small group discussion and class discussion

Themes: A system’s perspective of HRM

Main contents:
The first class introduces students to a system’s perspective of HRM. HRM is never a standalone function of an organization; instead, it is closely linked and interdependent with other organizational functions and features. Students will discuss the scalability of people management practices in relation to recruitment and selection, training and development, performance management, compensation, and career management. The case can also be used to illustrate the role of human resource management practices in supporting organizational goals.

Apigee: People Management Practices and the Challenge of Growth (W17400-PDF-ENG, Ivey Publishing) (related to SDG Goal#8 Decent Work and Economic Growth)


Small group discussion and class discussion

Themes: Recruitment and Selection

Main contents:
The second class examines some of the innovative ways companies attempt to attract young talent. Specifically, students will discuss and evaluate the pros and cons of using social media platforms and gamification to attract young talent. Characteristics and demands of the young talent per se as well as the global challenge of talent shortage will also be examined.

Beyond Resumes: Marriott Using Gamification to Recruit Top Talent in Hospitality (415-096-1, IBS Center for Management Research) (related to SDG Goal#8 Decent Work and Economic Growth)


Small group discussion and class discussion

Themes: Training and Development

Main contents:
The third class discusses a training dilemma faced by a global fast-food company so as to arouse students’ awareness of and enhance their understanding of the appropriate design of organizational training programmes. The case provides students with a global perspective on training and development, highlighting some of the cultural and social issues in it.

Training Dilemma at Hardee’s (414-070-1, Case Center) (related to SDG Goal#8 Decent Work and Economic Growth)


Small group discussion and class discussion

Themes: Performance management

Main contents:
The fourth class facilitates students to critically analyze how organizations can design effective performance appraisal (PA) and performance management (PM) systems, while taking into consideration ethical issues in managing people. The case also demonstrates how PA and PM systems relate to other HR domains.

Ouch! When performance management hurts: Gregory Anderson and the Yahoo controversy (418-0043-1, Case Center) (related to SDG Goal#8 Decent Work and Economic Growth)


Small group discussion and class discussion

Themes: Compensation

Main contents:
The fifth class facilitates students to assess both the internal and external factors that an organization takes into consideration when designing employee compensation. Students will also evaluate the choices of different compensation strategies to improve employee motivation and satisfaction besides monetary incentives.

Xiamen Airlines: Pay for Performance (W15163-PDF-ENG, Ivey Publishing) (related to SDG Goal#8 Decent Work and Economic Growth)


Small group discussion and class discussion

Themes: Labor relations

Main contents:
The sixth class highlights the issue of labor relations in HRM. It deals with how companies handle employee disputes and thus maintain a long-term and harmonious cooperative relationship with their employees. Students will learn to distinguish the differences between employees and independent contractors, and to develop alternative courses of action and new policies to better address workers' concerns, keep them engaged with the company, and assure high-quality service to its customers.

Uber and its Driver-Partners: Labor Challenges in the On-Demand Transportation Networking Sector (NA0429-PDF-ENG, North American Case Research Association (NACRA)) (related to SDG Goal#17 Peace, Justice, and Strong Institutions)


Small group discussion and class discussion

Themes: Global HRM

Main contents:
The seventh brings a global perspective of HRM to students. Through discussions of two short cases, students will analyze some potential challenges in global HRM. Specifically, the cases highlight the critical issues of organizational language and expatriation.

Global Human Resource Management: Two Short Cases (410-024-1, Case Center) (related to SDG Goal#8 Decent Work and Economic Growth)

成績評価方法 Evaluation Criteria

講師用内規準拠 Method of Assessment Weights
コールドコール Cold Call 0 %
授業内での挙手発言 Class Contribution 50 %
クラス貢献度合計 Class Contribution Total 50 %
予習レポート Preparation Report 10 %
小テスト Quizzes / Tests 0 %
シミュレーション成績 Simulation 0 %
ケース試験 Case Exam 0 %
最終レポート Final Report 40 %
期末試験 Final Exam 0 %
参加者による相互評価 Peer Assessment 0 %
合計 Total 100 %

評価の留意事項 Notes on Evaluation Criteria

Preparation before class and active participation in both small-group and open-class discussion is expected. The preparation report and final report will be graded by the comprehensiveness and depth of the content.

使用ケース一覧 List of Cases


教科書 Textbook

  • 「The textbook is not necessary for this course」 ()

参考文献・資料 Additional Readings and Resource

There is no set textbook for this course, but students can refer to an open-source textbook by the following weblink:

Human Resource Management

Additional readings and videos will be distributed and shown in class.

授業調査に対するコメント Comment on Course Evaluation

Assessment has been updated in response to the previous participants' comments and suggestions.
Class discussion will continue to follow the structured and theoretically based manner as suggested by previous participants.

担当教員のプロフィール About the Instructor 

Dr. Hui is an Associate Professor in the area of management at NUCB. He obtained his Doctor of Philosophy (Organizational Behavior and Management) from City University of Hong Kong. His academic interests include leadership, employee coaching, HRM, work motivation, and employee adaptation in organizational contexts. His research work has been published in numerous international refereed journals, such as Journal of Organizational Behavior, International Journal of Human Resource Management, Australian Journal of Management, and Career Development International.

(実務経験 Work experience)

Prior to joining NUCB, Dr. Hui taught in five different universities in Hong Kong and Macau, including the City University of Hong Kong, the Hong Kong Polytechnic University, University of Macau, Hang Seng University of Hong Kong, and Open University of Hong Kong. He has extensive experiences in delivering Business Management and Human Resource Management (HRM) courses, in English, at both the undergraduate and postgraduate levels.