Human Resource Management


This is a dedicated web page for the standard course on Human Resource Management. The course is designed for BBA/MBA students with a focus on managerial models, implications and issues. A 3 credit hours course designed for 45 lectures in 15 weeks, it takes the audience through a systematic journey in the field of HRM.


This unit aims to ensure that students acquire a managerial perspective on how to manage people in the organizations. Students will develop the ability to integrate the use of human resource management into day-to-day operations and to participate in the creation of long-term impact of HR decision aligned with business strategy. All managers require a working knowledge of managing people through systematic activities to ensure that investments and business decisions revolving around people are soundly based and of benefit to the organization. In addition, an understanding of the use of human resource management techniques can be a major factor in improving organizational and personal productivity.  This course provides the participants with an understanding of HRM concepts, frameworks, and models for defining business models,  managing complex HR activities, and describing technical and conceptual compositions of human resource management. Learning will be accomplished through lectures, case studies, group presentation, and research.

Upon completion of the course the students will be able to:

Have a general understanding of the current state of HRM
Beware of the desired approaches and Business challenges
Be familiar with the state of the art research in the field of HRM


Course: Human Resource Management

Class: MBA & BBA

Instructor: Mr. Farhan Azmat Mir



The purpose of this course is to help students acquire the specific knowledge, skills, and abilities associated with human resource management so they are actually prepared to perform the essential functions that human resource professionals are expected to perform. There is a dual focus in this course. The first focus is on the various human resource policies as recruitment, selection, performance management, rewards, staffing and development. Students will get insight into the basic challenges, strategic approaches and tools within these fields. The second focus covers the more holistic view on HRM. We go deeper into the relation and fit between HRM and the strategy, culture and capabilities of an organization and the balance between organizational goals and individual goals. 

Specific Objectives

Upon Successful completion of the course, the students will be able to:

Sr. No. CLO Domain Taxonomy level
1 Invoke understanding on the Importance and dynamics of Human Resource Management in organizations Cognitive 2
2 Develop conceptualization of Human Resource Practices/functions Cognitive 2
3 Evaluate the contribution of different models and theories related to HR Cognitive 1
4 Generate Analyses on how current challenges faced by organizations influence modern organizations and how HRM could respond to these challenges Affective 4
5 Identify and demonstrate through projects the major organizational HR challenges, which the student teams will work with businesses to audit current practices, study the environment and develop a report on a specific topic, as a critical part of this course. Affective 4

Detailed Course Outline:

 Weeks Topics
Week 1 Day 1:   Introduction of the Course and Requirement – Overview of HRM

Day 2:   Introduction to HRM -Definitions, components & concepts – HRM Framework


Chapter 1: Lloyd L. Byars & Leslie W. Rue . (13th  Edition). “Human Resource Management”.  McGraw Hill Book Company

Week 2 Day 3:    HRM Functions – Challenges faced by modern firms and implications for HRM

Day 4:    Cases and Videos on Introduction – Society for HRM


Chapter 1: Lloyd L. Byars & Leslie W. Rue . (13th  Edition). “Human Resource Management”.  McGraw Hill Book Company

Week 3 Day 5:   Challenges for HR Managers – Legal Side of HRM

Day 6:     EEO as a philosophy – EEO Laws


Chapter 1 & 2: Lloyd L. Byars & Leslie W. Rue . (13th  Edition). “Human Resource Management”.  McGraw Hill Book Company

Week 4 Day 7:   Discrimination issues in modern firms and Legal Aspects of Discrimination – Cases on Discrimination and Video Illustrations

Day 8:    Implementing EEO- EEO Pakistani Perspective – Pakistani HR laws and Challenges


Chapter 3: Lloyd L. Byars & Leslie W. Rue . (13th  Edition). “Human Resource Management”.  McGraw Hill Book Company

Week 5 Day 9:  Acquisition Phase of HR – Job Analysis & Design Overview – Job Analysis Model

Day 10:  Job Analysis Methods – Job Specification and Description


Chapter 4: Lloyd L. Byars & Leslie W. Rue . (13th  Edition). “Human Resource Management”.  McGraw Hill Book Company


Week 6 Day 11:  Assignment 1 overview and discussion – O*Net introduction – Job Design Overview

Day 12:   Alternative to Traditional Job Designing approaches – Flexi timing and Compressed Workweek – Teleworking – Teleworking trends and tools


Chapter 4: Lloyd L. Byars & Leslie W. Rue . (13th  Edition). “Human Resource Management”.  McGraw Hill Book Company


Week 7 Day 13:  HR Planning Overview – SHRM – Linking HR Planning with Strategic Planning

Day 14:  HR Demand Forecasting Methods – HR Supply Forecasting Techniques


Chapter 5: Lloyd L. Byars & Leslie W. Rue . (13th  Edition). “Human Resource Management”.  McGraw Hill Book Company

Week 8 Day 15   HR Planning Cases and Role of HRIS

Day 16:  Paper Discussion and Revision for Mid


Chapter 5: Lloyd L. Byars & Leslie W. Rue . (13th  Edition). “Human Resource Management”.  McGraw Hill Book Company

Week 9 Day 17:   Return of Papers and Discussion on Future Items


Day 18:   Case Study Guidelines and Discussion on Projects


Week 10 Day 19:  Recruitment Overview – Internal vs External recruitment Methods

Day 20:  Recruitment Trends and Overview of Selection Process


Chapter 6: Lloyd L. Byars & Leslie W. Rue . (13th  Edition). “Human Resource Management”.  McGraw Hill Book Company

Week 11 Day 21:  Reliability and Validity challenges for selection devices – Selection Methods

Day 22:   Interviews as major selection technique – Cases on Selection


Chapter 6 & 7: Lloyd L. Byars & Leslie W. Rue . (13th  Edition). “Human Resource Management”.  McGraw Hill Book Company

Week 12 Day 23     Orientation and Role of Diversity Disclosures – Orientation Vs Training – Videos on Top Companies Orientation Programs

Day 24:     Training Overview – Instructional Design approach – Need Assessment and Training Methods


Chapter 8: Lloyd L. Byars & Leslie W. Rue. (13th  Edition). “Human Resource Management”.  McGraw Hill Book Company

Week 13 Day 25:  Training Methods Conclusion – LG Case Study on Game based Learning

Day 26:    Overview of performance Evaluation Process – Performance Evaluation Methods – Overview of Compensation and Benefit Management


Chapter 8,9 & 10: Lloyd L. Byars & Leslie W. Rue . (13th  Edition). “Human Resource Management”.  McGraw Hill Book Company

Week 14 Day 27:  Case Study Presentations

Day 28:  Case Study Presentations


Week 15 Day 29:  Case Study Presentations

Day 30:  Revision

Sessional Finalization

Course Revision

Exam Review




  • Lloyd L. Byars & Leslie W. Rue . (11th Edition). “Human Resource Management”. McGraw Hill Book Company (2016).

Introduction to HRM: HRM overview, Importance and Scope, HRM Model, Challenges and Issues, Trends and Future Directions

Power Point Slides

Video on Society for Human Resource Management (SHRM) advocates importance of HRM

EEO and Legal Environment: EEO overview, Importance and Scope, Cases on EEO Issues, Discrimination and Anti discrimination Laws, Enforcing the Law, Affirmative Action Plans

Power Point Slides

EEO and Legal Environment: EEO crises in Pakistan, Pakistan Labor Law, Summary and Suggestions

Power Point Slides

Acquiring HR: Job Analysis & Design, Key building blocks of Job, Job Analysis Methods from PAQ to FJA, Job Description and Specification, Job Design Techniques, Flexi-Timings to Teleworkers

Power Point Slides

Acquiring HR: Human Resource Planning & SHRM, Introduction to HRP, Link between HRP and Organizational Planning, SHRM, Human Resource Planning Process, Techniques of HR Demand and Supply, Role of HRIS in HRP

Power Point Slides

Acquiring HR: Human Resource Recruitment & Selection, Introduction to Recruitment, Link between Recruitment and Other HR Functions, Recruitment Methods, Realistic Job Preview, Recruitment Websites, Introduction to Selection, Challenges faced during Selection Phase, Selection Methods, Reliability and Validity, Cases For Discussion

Power Point Slides

Developing HR: Human Resource Training and Development, Introduction to Orientation, Diversity Training, Orientation Resource Pack and Requirements, Instructional Design Framework, Training Need Assessment, Training Methods, Cases in Training and Development: LG and DuoPont

Power Point Slides

Maintaining HR: Human Resource Performance Appraisal Systems, Introduction to Performance Appraisal, Influences on Performance Appraisal, Methods and Techniques, Sources of Performance Appraisal, Biases and Errors.

Power Point Slides

Rewarding HR: Compensation and Benefits Management, Difference between direct Vs indirect incentives, Influences on compensation systems, success factors for compensation and benefit systems, methods of compensation in modern organizations

Power Point Slides

Featured Instructor

Farhan Mir

Course Features

Systematic progression through the concepts of HRM
Case study approach using scenarios and examples from top international firms
Local case studies and examples to contextualize the themes based on local situations
Practical assignments and activities to invoke learning
In class and online discussions to bring on surface key issues, controversies and hot debates

Assignments & Projects

This section is dedicated to the major assignments and projects in this course. The assignments and projects build up the important percentage of the assessment as the students are required to translate the learning from the course contents to practical scenarios and develop understanding on the managerial implications.

HRM Assignment 1

Presenting a job Analysis of your linking

  • Students will be selecting at least a Middle Level Job (They believe they are targeting in upcoming years)
  • Highlight the Introduction, Scope and Future prospects of the Job
  • Present the Job Specification and Job Description of the Selected Job
  • Highlight any Useful insights regarding the situational and add up factors for the job
  • Finally write a short summary of your own findings and understanding about this Job Analysis in a paragraph


  • Must be printed and formally presented
  • Use 3-5 Pages only
  • A maximum font of 12 for text and 14 for heading

Due Date : 24th June Till 11:59 pm

  • Note:

You can start from the O* Net (DOT

Major Projects

Case Study Presentations

A Group task using the standard case study approach, students need to demonstrate understanding on the evolutionary developments in a selected organization


Students need to develop a proper case study using the case study development guidelines

Case Study Presentation Guidelines

Eventually will present their findings in the shape of a Presentation in front of the class or classes on Multimedia
Assignment Details

Students in groups of 8-10 will be assigned an organization (Preferably local organization)
Case should be developed on one of the topics of Human Resource Management in the Selected Organization
Students need to submit both Hard (Printed) and Soft copies (Computer files) of the Case itself and that of the PowerPoint Presentation
This is day 1 so you can start working now!
I will myself present at least one Case Study well before the presentation schedule so that you people have an idea

Listed Topics and Example Case Studies

1 – “Impact of Technological Solutions on HR Management – Using technology to manage the 21st Century Workforce”

  • Example: Orange Company using virtual reality for training on Safety


2 – Employee Training and Development for Increased Productivity – Adjusting Training approaches according to Business Needs

  • Example: Motorola Training and Development Initiatives since 1920 – A story of training evolution to meet business objectives

( content/uploads/2017/09/Motorola-Case-Study-For-Discussion.pdf)

3 – “Revitalizing Performance Appraisal Programs: Incorporating modern performance aspects for better workforce”

  • Example: Agilent Technologies using high performance work systems to include measures for individual performance based on creativity with rewards for improved performance

4 – “Compensation and Benefits Management as one of the key motivators in a highly diversified workforce: Implementing a successful Compensation and Benefit Management Program”

  • Example: Coca Cola Compensation Management Program: Linking Compensation with Innovation


Due Date:

Submission of proposals in the first week right after the Mid term exams
Presentation will start in the 4th week after Mid term exams

Past Case Studies

Career Development at Mobilink 

Recruitment and Selection at CCPBL

HRIS at Shell Pakistan