MAN 6305 Summer, 2016 CRN Dr. Jerry Schoenfeld

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1 MAN 6305 Summer, 2016 CRN Instructor: Phone: Dr. Jerry Schoenfeld (office) (cell) Office: Lutgert Hall room 3359 Office Hours: By arrangement during the summer (you have my cell!) Faculty Information Jerry Schoenfeld is a founding faculty member and an Associate Professor of Human Resource Management. He is the past Chair of the Management Department and the M.B.A. program in the Lutgert College of Business at Florida Gulf Coast University (FGCU). Jerry earned his doctorate degree in the areas of Human Resource Management and Strategic Management from the University of Pittsburgh. Jerry has been consulting extensively for over twenty-five years and his employment history includes having worked for one of the largest International Human Resource Management consulting firms. A partial client list includes: United States Steel, Westinghouse, Coca-Cola, New York City Police Department, Wacoal (Japan), General Motors of Canada, PPG Industries, the FDIC, and Xerox. In the state of Florida, Jerry has consulted with the Barron Collier Corporation, Bonita Bay Group, Broward County School District, Collier County Government, Colonial Bank of Southwest Florida, Florida Department of Health, Lee County Sheriff's Department, Lee Memorial Health System, Moorings Park, and Wilson Miller, among many others. His work with these organizations has included, but is not limited to: strategic planning, cultural change, the development of a wide array of selection devices (e.g., interviewing skill training, assessment centers, structured interviewing guides and training), performance appraisal development and implementation, career development systems, team building, human resource planning, quality of work life programs, total quality management, 1

2 and numerous customized training programs and workshops. Jerry teaches courses in the Executive MBA, MBA, and undergraduate levels including the Contemporary Management Concepts and Challenge of Leadership courses as part of the College of Business MBA core and within the Management department teaches Introduction to Human Resource Management and many HRM electives. His principal research interests are in the areas of performance appraisal, human resource strategy, and entrepreneurship. Jerry has authored numerous academic and practitioner articles on business management and human resource management and has presented his work at many professional conferences and meetings. Jerry is active in a number of professional organizations including the Society of Human Resource Management at the national, local (HRMA of SWFL, Collier County HRA), student (where he is the advisor of the FGCU chapter) levels, Southern Management Association, Academy of Management, Industrial Relations Research Association, American Psychological Association, and Society of Industrial and Organizational Psychology. Teaching Philosophy My approach to teaching incorporates five key objectives: making the content relevant to the learner, maintaining a sincere level of enthusiasm for the topic, preparing for each session, setting challenging expectations for class participants, and being fair with and interested in each student. My main goal is for students to achieve the necessary level of understanding of the pertinent concepts and techniques relevant to the course domain while, simultaneously developing the needed skills and abilities needed for success in the business world. To achieve these objectives and for my own self-development, I continually seek to incorporate new and innovative learning methodologies for course content delivery. I feel every class has its own ""personality"" and based on perceived class capabilities and size, I customize each course to maximize student interest and participation. By structuring this class so that students can be actively involved, the course becomes an avenue for critical thinking and the experimentation of new ideas. I believe students deserve material which is current, relevant and practical as possible. To maintain currency and enthusiasm in the content domain of courses taught, I believe that I have a responsibility to remain current in the field and remain professionally active. As a professor, I feel that I also have an obligation to contribute to the larger academic environment and support activities which promote student development. 2

3 Course Description MAN Human Resource Management - 3 credit(s) Provides a broad exposure to the policies, functions (such as recruitment, selection, compensation, evaluation, and development), and current issues involved in managing a firm's employees. The strategic role of HRM will be emphasized. Prerequisite(s): MAN This course is concerned with the management of an organization's most vital asset - its employees. How an organization interacts with its employees can greatly affect its bottom line success. The human resource management function is therefore a critical area for business management. Over the course of this semester, we will explore the multitude of human resource management issues faced by organizations in creating and maintaining a skilled, motivated, and satisfied workforce. External influences on an organization's management of human resources will be discussed through sessions devoted to public policy, human resource planning, and labor relations. Traditional personnel areas such as job analysis, recruitment and selection, performance appraisal, compensation, and training and development will also be covered in depth. College of Business Curriculum Placement This is an elective course in the MBA program. The knowledge and skills of this course will be useful in all other graduate courses. Prerequisite MAN 6051 Management/Marketing Concepts Key Calendar Dates May 9 First day of summer C session May 11 Last day of Add/ Drop (100% refund) May 17 Cancellation for non-payment begins June 3 Last day to drop (25% refund) June 10 Last day to drop without academic penalty July 18 Last Day of the semester. Lutgert College of Business Mission Statement The Lutgert College of Business educates students from Southwest Florida and beyond to address local and global business challenges. We are dedicated to student learning, scholarship, service, and community relationships that foster entrepreneurship and economic growth. 3

4 Course Objectives The LCOB has established Learning Goals and Learning Outcomes for all graduates of its Graduate programs. Learning Goals and our course Learning Objectives are listed below. Learning Goal Learning outcome Graduates will be able to: Leadership Have leadership abilities Global Awareness Have global awareness Assess leadership skills Develop personal leadership plan Evaluate the global impact of business decisions. Examine the environmental impact of business decisions Analyze the ethical implications of business decisions Course Learning Objectives: Compare global differences in the implementation of HR practices and policies. Provide ethical Human Resource Management solutions to business problems. Assurance of Learning Current Issues in HR HR in Practice Center Learning Module Learning Modules Cases Exams Strategic Perspective Have a strategic perspective Synthesize interdisciplinary knowledge to make strategic decisions. Formulate effective Human Resource Management policies, practices and programs that facilitate the achievement of the organization s strategy. Learning Modules Cases Exams 4

5 Communication skills Demonstrate effective communication skills. Critical thinking Critical thinking & problems solving. Demonstrate effective written communication skills Demonstrate effective oral communication skills Solve business problems using critical thinking skills. Prepare and present reports that are clear and concise. Formulate effective Human Resource Management solutions to business problems. Cases Exams Learning Modules Cases Exams Required Text Greg Stewart and Kenneth Brown, Human Resource Management - Linking Strategy to Practice, third edition, Wiley Publishing, 2014 Binder Ready Version available in FGCU bookstore: This book can be bought used from multiple sources. Available versions also available from the publishers website: EHEP html#purchase Student Companion Website (free): 5

6 Course Website Course announcements and changes to the syllabi will be posted on the CANVAS website. Please visit this site frequently throughout the semester. You will be responsible for this content. Grading Two (2) essay exams: Mid-term Exam will be due on June 19, 2016 (covers modules 1 5) -worth 20% Final Exam will be due on July 18, 2016 (covers modules 6 10) - worth 25% Two Case Analyses : page detailed analysis of an assigned human resource management case Case 1 will be due on May 29, worth 20% Case 2 will be due on July 3, worth 20% On- Line Discussion Participation Answering and Posting questions on the Canvas discussion boards (module assignment, current issues in HR, etc.). Discussion posting should be done weekly as you proceed through learning modules and participate on discussion boards. - worth 15% Course grades will be based on the following criteria: points = A points = C points = A points = C points = A points = C points = B points = D points = B < 60.0 points = F points = B- 6

7 Weekly Hour Workload For this course you should expect on average to spend 2 hours per credit hour preparing class each week. Therefore, for this 3 credit hour course you should expect to spend approximately 6 hours per week averaged across the semester. Learning Strategies One of the most challenging aspects of distance education is to provide students who are not on campus with experiences that are equivalent to those of a student in a traditional classroom. This distance course will include: A resource center (learning modules) that includes materials prepared and posted by the instructor with links to other data sources accessible through the World Wide Web. This course will utilize a web board collaboration center, which will allow members of the class to ask questions and post responses asynchronously in the process of developing deliverables on learning projects. A HR in practice center where participants respond to faculty questions and interact with the instructor and other participants to develop solutions to real HR problems. Students are encouraged to visit FGCU's Technical Support site to learn more about how to be successful in a distance learning course and to assess their distance learning readiness. Learning Modules Module 1 Creating Value Through Human Resources Making Human Resources Strategic Read: Chapters 1 and 2 Module 2 Ensuring Equal Employment Opportunity and Safety Read: Chapter 3 and Appendix D 7

8 Module 3 Designing Productive and Satisfying Work Read: Chapter 4 Module 4 Recruiting Talented Employees Read: Chapter 5 Module 5 Selection and Interviewing Read: Chapter 6 Module 6 Measuring Performance and Providing Feedback Read: Chapter 8 Module 7 Training for Improved Performance and Career Development Read: Chapters 9 and 10 Module 8 Motivating Employees through Compensation Designing Compensation and Benefits Packages Read: Chapters 11 and 12 Module 9 Working Effectively with Labor Read: Chapter 13 8

9 Module 10 Managing Employee Retention and Separation Aligning Strategy with HR Practice Read: Chapters 7 and 14 Course Policies General Students have a responsibility to actively participate and engage in the work presented in this course. Because this is an online course, attendance will be measured via the steady progression of completed work and involvement in the online classroom. You should strive for work habits that are conducive to completion of assignments on time, attention to detail, and organization of work. Assignments, Projects, and Examinations: All projects and assignments are to be submitted to the course instructor in a timely manner. Late submission of assignments and projects may result in lowered grades. Courtesy You are expected to follow rules of common courtesy in all , threaded discussion, and other interactions that take place in the online classroom. In addition, you are expected to be nonjudgmental and open to the opinions of other students. Safeguards For your protection, be sure to back up all work that is completed as technology sometimes fails. If you experience computer difficulties, you are responsible for solving your own technical problems. Time Involvement There is a misconception that an online course requires less time than an onsite course. This is not true! This course will require a great deal of work and discipline on your part. It is most important that you stay on track with assignments and make every attempt to meet all deadlines. University Statements Academic Behavior Standards and Academic Dishonesty All students are expected to demonstrate honesty in their academic pursuits. The university policies regarding issues of honesty can be found in the FGCU Student 9

10 Guidebook under the Student Code of Conduct and Policies and Procedures sections. All students are expected to study this document which outlines their responsibilities and consequences for violations of the policy. The FGCU Student Guidebook is available online at Disability Accommodations Services Florida Gulf Coast University, in accordance with the Americans with Disabilities Act and the university s guiding principles, will provide classroom and academic accommodations to students with documented disabilities. If you need to request an accommodation in this class due to a disability, or you suspect that your academic performance is affected by a disability, please contact the Office of Adaptive Services. The Office of Adaptive Services is located in Howard Hall 137. The phone number is or TTY Student Observance of Religious Holidays All students at Florida Gulf Coast University have a right to expect that the University will reasonably accommodate their religious observances, practices, and beliefs. Students, upon prior notification to their instructors, shall be excused from class or other scheduled academic activity to observe a religious holy day of their faith. Students shall be permitted a reasonable amount of time to make up the material or activities covered in their absence. Students shall not be penalized due to absence from class or other scheduled academic activity because of religious observances. Where practicable, major examinations, major assignments, and University ceremonies will not be scheduled on a major religious holy day. A student who is to be excused from class for a religious observance is not required to provide a second party certification of the reason for the absence. Distance Learning Information on distance learning courses is available online at Online Tutorials Information on online tutorials to assist students is available online at Canvas Learning Management System Information on Canvas is available online at Library Resources Main page: Tutorials & Handouts: Research Guides: 10

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