HUMAN RESOURCES MANAGEMENT BUS Credit Hours

Transcription

1 HUMAN RESOURCES MANAGEMENT BUS Credit Hours COURSE INFORMATION Course Description: This course is the study of the organization, functions, and administration of a human resources management department. Topics include personnel recruitment, selection, training, placement, and promotion; employee compensation and benefits; employee performance appraisal; and the laws affecting the human resources function. Student Learning Outcomes: Upon successful completion of this course, the student should be able to: 1. Explain how a firm s human resources influence its performance. 2. Describe how firms can use HR initiatives to cope with workplace changes and trends such as a more diverse workforce, the global economy, downsizing, and new legislation. 3. Distinguish between the role of the HR department and the role of the firm s managers in utilizing human resources effectively. 4. Formulate and implement HR strategies that can help the firm achieve a sustained competitive advantage. 5. Identify HR strategies that fit corporate and business unit strategies. 6. Describe bureaucratic, flat, and boundaryless organizational structures and the business environments in which each is most appropriate. 7. List the factors influencing worker motivation that are under managers control. 8. Conduct job analysis and prepare job descriptions and specifications. 9. Apply flexible work designs to situations in which employees have conflicts between work and family, or employers face fluctuating demand for their products. 10. Develop policies and procedures to protect human resource information system data so that employees privacy rights are maintained. 11. Explain why compliance with HR law is an important part of doing business. 12. Follow changes in HR law, regulation, and court decisions. 13. Manage within equal employment opportunity laws and understand the rationale and requirements of affirmative action. 14. Make managerial decisions that will avoid legal liability. 15. Know when to seek the advice of legal counsel on HRM matters. 16. Link affirmative action programs to employee diversity programs to ensure that the two support each other. 17. Identify the forces that contribute to the successful management of diversity within the firm.

2 18. Reduce potential conflict among employees resulting from cultural clashes and misunderstandings. 19. Draw a profile of employee groups that are less likely to be part of the corporate mainstream and develop policies specifically targeted to these groups needs. 20. Implement HR systems that assist the firm in successfully managing diversity. 21. Understand the supply and demand of HR. 22. Weigh the advantages and disadvantages of internal and external recruiting. 23. Distinguish among the major selection methods and use the most legally defensible of them. 24. Make staffing decisions that maximize the hiring and promotion of the best people. 25. Understand the legal constraints on the hiring process. 26. Identify the cost and benefits associated with employee separations. 27. Understand the differences between voluntary and involuntary separations. 28. Avoid problems in the design of early retirement policies. 29. Design HRM policies for downsizing the organization that are alternatives to a layoff; and, when all else fails, develop a layoff program that is effective and fair to the firm s stakeholders. 30. Understand the significance and value of outplacement programs. 31. Explain why performance appraisal is important and describe its components. 32. Discuss the advantages and disadvantages of different performance rating systems. 33. Manage the impact of rating errors and bias on performance appraisals. 34. Discuss the potential role of emotion in performance appraisal and how to manage its impact. 35. Identify the major legal requirements for appraisal. 36. Use performance appraisals to manage and develop employee performance. 37. Determine when employees need training and the best type of training given a company s circumstances. 38. Recognize the characteristics that make training programs successful. 39. Weigh the cost and benefits of a computer-based training program. 40. Design job aids as complements of alternatives to training. 41. Understand how to socialize new employees effectively. 42. Establish a sound process for helping employees develop their careers. 43. Understand how to develop your own career. 44. Identify the negative aspects of an overemphasis on career development. 45. Understand the importance of dual-career issues in career development. 46. Develop a skills inventory and a career path. 47. Establish an organizational culture that supports career development. 48. Identify the compensation policies and practices that are most appropriate for a particular firm. 49. Weigh the strategic advantages and disadvantages of the different compensation options. 50. Establish a job-based compensation scheme that is internally consistent and linked to the labor market. 51. Understand the difference between a compensation system in which employees are paid for the skills they use and one in which they are paid for the job they hold. 52. Make compensation decisions that comply with the legal framework. 53. Recognize individual and group contributions to the firm by rewarding high performers.

3 54. Develop pay-for-performance plans that are appropriate for different levels in an organization. 55. Identify the potential benefits and drawbacks of different pay-for-performance systems and choose the plan that is most appropriate for a particular firm. 56. Design an executive compensation package that motivates executives to make decisions that are in the firm s best interests. 57. Weigh the pros and cons of different compensation methods for sales personnel and create an incentive plan that is consistent with the firm s marketing strategy. 58. Design an incentive system to reward excellence in customer service. 59. Explain the significance of employee benefits to both employers and employees. 60. Design a benefits package that supports the firm s overall compensation strategy and other HRM policies. 61. Distinguish between a defined benefit retirement; pan and a defined contribution retirement plan and recognize the situations in which each is most appropriate. 62. Discuss how traditional health insurance plans and managed=care health insurance plans work and the advantages and disadvantages of each. 63. Develop cost-containment strategies for the different types of employee benefits. 64. Understand the administrative complexities of providing a full array of benefits to the work force and suggest ways to deliver benefits effectively. 65. Recognize the HR department s key role in keeping accurate records of employee benefits and informing employees about their benefits. 66. Outline how good employee relations and communications can contribute to business goals. 67. Describe the three types of programs used facilitate employee communications. 68. Explain the various appeals procedures through which employees can challenge management actions. 69. Understand how employee assistance programs can help employees deal with personal problems that may interfere with job performance. 70. Summarize the technological innovations that allow managers to disseminate information quickly and explain how information dissemination influences an organization s employee relations. 71. Understand the origins and the scope of employee rights and management rights. 72. Explain why the HR department must balance management s rights and employees right when designing employment policies. 73. Describe the employment-at-will doctrine. 74. Distinguish between progressive discipline procedures and positive discipline procedures. Prerequisites and/or Co-requisites: BUS 1210 or permission of the Business & Technology Department Chair.

4 Course Outline/Topics: Week Content to be Covered Assignments I. Introduction II. Meeting Present and Emerging Strategic Human Resource Challenges Post introduction to discussion board Read Chapter 1; Complete III. IV. Managing Work Flows and Conducting Job Analysis Understanding Equal Opportunity and the Legal Environment Read Chapter 2; Complete Read Chapter 3; Complete V. Managing Diversity Read Chapter 4; Complete VI. Exam I (Ch. 1-4) VII. Recruiting and Selecting Employees Read Chapter 5; Complete VIII. IX. Managing Compensation Rewarding Performance; Designing and Administering Benefits Read Chapter 10; Complete Read Chapters 11 & 12; Complete Homework & Quiz as X. Exam II (Ch. 5, 10-12); Managing Employee Separations, Downsizing, and Outplacement Read Chapter 6; Complete

5 XI. Appraising and Managing Performance; Training the Workforce Read Chapters 7 & 8; Complete Homework & Quiz as XII. Exam III (Ch. 6-8); Developing Careers Read Chapter 9; Complete XIII. Developing Employee Relations Read Chapter 13; Complete XIV. Respecting Employee Rights and Managing Discipline Read Chapter 14; Complete XV. Final exam (Ch. 9, 13-14) Special Course Requirements: None. TEXTBOOKS, SUPPLEMENTARY MATERIALS, HARDWARE/SOFTWARE REQUIREMENTS Required Textbook(s): Managing Human Resources; Luis R. Gomez-Mejia, David B. Balkin, and Robert L. Cardy, 7 th Edition, 2012, Pearson Prentice Hall, New Jersey. This book can be purchased from the MSCC online bookstore. A link is provided at the college's homepage. Supplementary Materials: None required Hardware/Software Requirements: Since this is an online class, students must have basic keyboarding and computer skills as well as a reliable internet connection. Students must use a current web browser that is

6 compatible with D2L. Additionally, students should complete the systems check found on the Desire2Learn login screen. Adobe Reader software is required. It is available as a free download at INSTRUCTOR INFORMATION Please see the course homepage for instructor contact information. ASSESSMENT AND GRADING Grade Determination: Homework 10.0% HR Reports/Discussions Quizzes 10.0% 10.0% Exam I (Ch. 1-4) 17.5% Exam II (Ch. 5, 10-12) 17.5% Exam III (Ch. 6-8) 17.5% Final Exam (Ch. 9, 10-12) 17.5% 100% ASSIGNMENTS AND REPORTS Homework is due weekly over the material covered that week. Homework will consist of endof-the chapter cases to which you are asked to respond. For most of the cases, there is no one correct answer. Student responses will vary based on individual perception and experience. To receive full credit for the assignment, you must present a well-written response that shows that an adequate understanding and an educated opinion of the situation presented. Also over the course of the semester you will be small research projects which can be completed relatively quickly over the internet. You will prepare a short report on the topic and post your report to the Discussion Board set up for that assignment. In addition, you will be asked to complete reports responding to questions about human resource issues depicted in contemporary films. These exercises are designed to give a frame of reference to students who may not have significant personal work experience and the insight which it brings. Specific details of all assignments are posted under the Dropbox link. All assignments will be graded for spelling and grammatical accuracy.

7 You must work without any assistance from other students. Due dates for all assignments will typically be on Tuesdays at 9:00 a.m. Please refer to the Course Outline/Topics above for an overall timeline. For a specific schedule, please print and follow the Course Schedule posted on the course homepage. PARTICIPATION Regular participation is a must for success in this class; students need to be logging in regularly, completing assignments, and asking questions in order to master the material presented in this course. As in any online course, the bulk of the communication for this class will be written. We will communicate with each other through and the discussion board. If you wish to speak directly to the instructor, you may phone the number provided on the homepage and leave a message or the instructor with a request to call you and she will respond as soon as possible. The course will observe regularly scheduled breaks and holidays; no assignments will be due on those days, and the instructor will not necessarily be available to you. We will not alter our schedule for inclement weather day. PUNCTUALITY Students are solely responsible for watching the Calendar and submitting assignments and taking exams in a timely manner. The due dates for all assignments are included in the course outline on the homepage. The common due date is Tuesdays at 9:00 a.m. Assignments that are late for any reason will be penalized 20% per calendar day. You are expected to manage your time wisely and be prepared for contingencies. Technical difficulties on your end do not excuse you from having to turn work in on time. COURSE GROUND RULES Student integrity: You are required to do your own work at all times. You are permitted to post discussion questions asking for clarification of details, but the final work must be your own. You may not discuss homework, assignments, or exams with other students prior to the deadline for these assignments. Any breach of these rules constitutes cheating, and cheaters will receive an F for the course. GUIDELINES FOR COMMUNICATIONS Always include a subject line.

8 If you are enrolled in more than one online class for this instructor, please include in your the name of the course with which you have a concern. D2L does not segregate incoming s from students enrolled in two or courses with the same instructor. If you are responding to a previous , always use the Quote feature which copies the prior into the body of the message. Your instructor communicates with many, many students throughout the course of the semester, and will not necessarily remember what you are talking about without the prior context. Remember, without facial expressions some comments may be taken the wrong way. Please be considerate of others' feelings and be careful in wording your s. Use standard fonts. Do not send extremely large attachments without prior permission. Use standard formatting unless necessary to complete an assignment or special communication. Respect the privacy of other class members. Discussion Groups: Review the discussion threads thoroughly before entering the discussion. Try to maintain threads by using the "Reply" button rather than starting a new topic. Do not make insulting or inflammatory statements to other members of the discussion group. Be respectful of other ideas. Be patient and read the comments of other group members thoroughly before responding. Be cooperative with group leaders in completing tasks. Be positive and constructive in group discussions. Respond in a thoughtful and timely manner. LIBRARY The Crouch Library at Motlow College is available to all students enrolled at the college. Links to library materials, e.g., electronic journals, databases, interlibrary loans, digital reserves, dictionaries, encyclopedias, maps, and library support services, are available at STUDENTS WITH DISABILITIES If you have a documented disability, you can arrange for accommodations by contacting the Office of Disability Services at or by at shood@mscc.edu. Students needing academic accommodations are required to register with Disability Services and provide required disability related documentation. Although you may request an accommodation at any time, we recommend that you do so at the beginning of the semester. The Office of Disability Services is strongly committed to the needs of student with disabilities.

9 SYLLABUS CHANGES The instructor reserves the right to make changes as necessary to this syllabus. If changes are required during the term, the instructor will immediately notify students of such changes both by individual communications and by posting both the notification and the nature of the change(s) on the course bulletin board. TECHNICAL SUPPORT If you are having problems logging into your course, timing out of your course, using your course web site tools, or other technical problems, please contact the MSCC Technology Help Desk at or go to the Help Desk website at: (toll free), Ext. #1510.