The course consists of eight units. More specifically, in the first unit, we investigate the inseparable relationship between human resources and innovation. We characterize this relationship as “inseparable” because the innovativeness of employees can lead the organization, to gain a sustainable competitive advantage, which in turn will renders it market leader.
In the second unit, we introduce the notion of ”Strategy”. We examine the main strategic priorities of an organization and we investigate the relations which developed between the Corporate Strategy, the employees and the function of strategic management. Furthermore, we focusing on the internal environment of an organization, seeking to discern the main functions.
In the third unit, we focus on methods that can be used to attract employees, particularly for attracting "talented employees." Two key questions dominate: 1. How the company can attract prospective employees, and how to choose, from them, the appropriate one. The section concludes with the presentation of new types of employment, such as subletting workers, the outsourcing, as well as off shoring.
In the fourth unit, we try to present the main methods used by organization in order to select the appropriate candidates. More specifically, we refer to key characteristics of effective employee selection methods, such as the reliability of the evaluation tests, the importance and effectiveness of the interviews as a way of personal choice and the other techniques used.
In the fourth section, we try to present the main methods used by the organization to select from suitable candidates. More specifically, we refer to key features of effective employee selection methods, such as the reliability of the evaluation tests, the importance and effectiveness of the interviews as a way of personal choice.
In the fifth section of the course, we attempt an overview of the historical evolution of human resource management. Starting from F. Taylor, we present the theories of Owen, Rowntree and Boot, H. Ford and H. Münsterberg. Also, we refer to the various social systems and schools of thoughts , such as, the School of Human Relations, the School of Human Behavior.
In the sixth section we present the basic responsibilities and obligations as well as the characteristics of HRM department. Also investigate the responsibilities of this department during the years. Finally, we try to present the crucial role of personnel manager.
In the seventh section, we define the concept of "Human Resources Management" and distinguished from the concept of "Human Resource". We identify the crucial points that differentiate human capital from other productive factors and analyze the basic functions of Human Resource Management.
Given that the organization is an open system, affects and is affected by the environment. In the eighth unit we try to identify the environmental influences on their functions.
