HOUSTON COMMUNITY COLLEGE SOUTHWEST

Transcription

1 HOUSTON COMMUNITY COLLEGE SOUTHWEST PeopleSoft Applications, Intermediate Human Resources Special Topics in Office Supervision and Management BMGT 1094 Date and Time of Class: Class CRN: Instructor's Name: School Site: Phone Number:

2 HOUSTON COMMUNITY COLLEGE SOUTHWEST COURSE SYLLABUS PeopleSoft Applications, Intermediate Human Resources/Special Topics in Office Supervision and Management BMGT 1094 PeopleSoft Applications Software will be used to illustrate how an Enterprise Resource Program can have a far-reaching effect on the Human Resource Management structure of an organization. Emphasis will be placed on gaining practical hands-on knowledge, with various modules of an Enterprise Software Program, through the application of theory in a classroom/lab setting. Topics address recently identified current events, skill, knowledge, and/or attitudes and behaviors pertinent to the technology or occupation and relevant to the professional development of the student. COURSE OBJECTIVE: The student will learn the theoretical and practical aspects of using an Enterprise Software Program to manage Human Resource functions and demonstrate basic knowledge of simple procedures. GOALS/LEARNING OUTCOMES: Upon completion of this program the student will successfully: Use PeopleSoft to facilitate HR decision making Understand the PeopleSoft application environment Develop a training/development plan to continually update employee knowledge/skills Complete the firing process in a humane fashion Prepare a compensation/benefits plan that will facilitate employee recruiting/retention Discuss the changing nature of the field of Human Resource/Financial Management To complete the required training assignments. Demonstrate the ability to work in a self-paced, individualized instructional environment utilizing time-management and work organizational skills. LEARNING OUTCOMES: Demonstrate knowledge of what an Enterprise Software Program does and how it can impact an organization s Human Resource functions. Demonstrate knowledge of what pages and processes are used for typical HR functions. Demonstrate basic understanding of various HR processes Demonstrate how to navigate the PeopleSoft interface and how to move from page to page within the program PREREQUISITES: The student must have basic computer knowledge, experience navigating through MS Windows, some experience in MS Excel and/or MS Access and completed BMGT 1091 or gain approval for enrollment. -2- Rev May 17, 2006

3 OTHER ADMISSION REQUIREMENTS: All courses taught in the Contract Training and Continuing Education Department are open to individuals who are 17 years of age or older. REQUIRED TEXTBOOK: Lecture notes, training materials, and additional on-line reading assignments will be given in class. The following books are suggested as additional reading materials. PeopleSoft Developer s Handbook (1 st X edition), Gillespie & Gillespie (1999). McGraw-Hill ISBN: PeopleSoft Application Development Tools (1 st edition), Clott, Jami & Raff, Stephen (2000) McGraw-Hill ISBN: Sam s Teach Yourself PeopleSoft in 10 Minutes. Sam s Publishing, Buchanan, T. (1999). ISBN: COURSE REQUIREMENTS AND EXPECTATIONS A. Type of Class This is a 80-hour instructor guided course. Students will complete hands-on, in-class assignments. There will be lab time to complete assignments. B. Attendance Policy Regular and punctual attendance is required at all lecture/laboratory sessions. Although this is a non-credit continuing education class, roll will still be taken. Absences must be explained to the instructor on the day of the absence by telephone, , or a personal visit. If an absence is anticipated, the student is to make scheduling arrangements in advance with the instructor. Students may be withdrawn from the class by the instructor for excessive absences. C. CEU's Students will receive Continuing Education Units in a 10 to 1 ratio. (i.e. for every 10 hours of class time a student will receive 1 transcriptable CEU). Students must attend 80% of all class time to be eligible to receive Continuing Education Units. Students must also be able to demonstrate 80% competency on the exit review to receive CEU credit. D. Cell Phones and Pagers Cell phones and pagers are very disruptive to class. They must be turned off or set to mute while in the classroom/laboratory. E. Opportunities for Student - Faculty Interaction Students are encouraged to ask questions and request clarification or guidance as needed during class. A question and answer period is always provided. F. Opportunities for Career Exploration -3- Rev May 17, 2006

4 Topics relevant to future employment and career exploration opportunities will be presented to the students, including certification and degree prospects. G. Opportunities for Supplemental Instruction Students are informed of instructional aids and resources, including books, other publications, and web sites relevant to the course. H. Speaker's Forum At the discretion of the instructor, speakers may be invited to address the class on pertinent topics. SPECIAL STUDENT LABORATORY REQUIREMENTS It is the responsibility of the student to prepare for each lecture/laboratory session. If available, laboratory exercises must be read prior to attending the laboratory period to provide the student with the basic understanding of what will be expected of him/her during the laboratory session. Each student is responsible for his/her own work and for the cleaning up of his or her workstation. Students may be asked to help return their pop out hard drive to the assigned cabinet at the end of each classroom/laboratory session. No student will be allowed to remove the pop-out hard drives from Houston Community College premises. Removal of a pop-out or transferring of PeopleSoft files off of HCCS property is a violation of HCCS discipline policy. Eating, drinking, gum chewing, or the application of cosmetics will not be permitted in the classroom/laboratory. Any computer malfunctions are to be reported immediately to the instructor. STUDENT EVALUATION: This course is nonacademic. You will not receive semester hours as credit for the course nor will you receive a letter grade upon completion. You will either pass the course (complete) or not pass (withdrawn). If a grade of pass is received you will earn 3.0 transcriptable CEU's. WITHDRAWAL AND REFUND POLICY: Please refer to your schedule for withdrawal and refund policy. DISABILITY SERVICES: Any student with a documented disability (e.g. physical, learning, psychiatric, vision, hearing, etc.) who needs to arrange reasonable accommodations must contact the Disability Services Office at the respective college at the beginning of each semester. Faculty is authorized to provide only the accommodations requested by the Disability Support Services Office. The Southeast College Disability Services Office phone number is Rev May 17, 2006

5 "PeopleSoft On-Campus HR Special Topics in Office Supervision and Management BMGT 1094 Lesson 1: Introduction Lesson 2: Overview of Human Resource Management Lesson 3: Chapter 3 HRMS Managing Employee and Role Competencies Describing the Concepts That Are Associated With Managing Employee and Role Competencies Activity 1: Adding a Competency Type Activity 2: Adding a Competency Activity 3: Assigning Competencies to an Employee and Transferring to Career Planning Activity 4: Performing a Competency Search Activity 5: Adding an Employee Team Lesson 4: Chapter 4 HRMS Comparing Employees to Roles Describing the Concepts That Are Associated With Comparing Employees to Roles Activity 1: Matching Employees to Roles Activity 2: Adding an Employee Team Activity 3: Matching a Team to a Job Task Activity 4: Performing a Competency Search Activity 5: Adding an Employee Team Lesson 5: Chapter 8 HRMS Administering Workforce Hire Describing the Concepts That Are Associated With Administering Workforce Hire Activity 1: Hiring an Employee Activity 2: Adding a Non-Employee Activity 3: Hiring an Employee -5- Rev May 17, 2006

6 Lesson 6: Chapter 9 HRMS Administering Workforce - Maintain Objective Describing the Concepts that are associated with Maintaining a workforce Activity 1: Viewing a Job Summary Activity 2: Entering a Departmental Transfer Activity 3: Entering a Leave of Absence - Outgoing Activity 4: Entering Two Actions on the Same Day Activity 5: Entering an FTE Change Activity 6: Entering a Future Dated Return From Leave Lesson 7: Chapter 10 HRMS Administering Workforce Compensating Employees Describing the Concepts That Are Associated With Administering Workforce Compensating Employees Activity 1: Entering a Pay Increase Using Change Percent Activity 2: Entering a Pay Increase Using Steps Activity 3: Entering a Promotion and a Merit Increase Activity 4: Entering a Pay Increase Using Comp Rate Codes Lesson 8: Chapter 11 HRMS Administering Workforce - Terminate/Rehire Describing the Concepts That Are Associated With Administering Workforce Terminate/Rehire Activity 1: Entering an Employee Termination Activity 2: Entering an Employee Rehire Activity 3: Entering an Employee Termination Lesson 9: Chapter 12 HRMS Monitoring Health and Safety Table Maintenance Describing the Concepts That Are Associated With Monitoring Health and Safety Table Maintenance Activity 1: Adding Company Property Activity 2: Adding an Accident Type Activity 3: Updating Company Property Activity 4: Adding Company Property -6- Rev May 17, 2006

7 Lesson 10: Chapter 13 HRMS Monitoring Health and Safety Data Entry Describing the Concepts That Are Associated With Monitoring Health and Safety Data Entry Activity 1: Entering Incident Details Activity 2: Entering Non-Employee Details Activity 3: Entering Injury Details Activity 4: Entering Vehicle and Equipment Details Activity 5: Entering Consequent Actions Activity 6: Entering Claims Management Activity 7: Entering Incident Details Lesson 11: Chapter 14 HRMS Monitoring Absence Describing the Concepts That Are Associated With Monitoring Absence Activity 1: Enrolling Employees Into A Vacation Plan Activity 2: Entering an Employee New Work Schedule Activity 3: Accruing Vacation Entitlements Activity 4: Entering Employee Absences Lesson 12: Chapter 15 HRMS Managing Labor Relations Describing the Concepts That Are Associated With Managing Labor Relations Activity 1: Entering a Disciplinary Action Activity 2: Entering an Employee Grievance Activity 3: Entering a Disciplinary Action Lesson 13: Chapter 16 Managing Careers Describing the Concepts That Are Associated With Managing Careers Activity 1: Entering a Career Plan Lesson 14: Chapter 20 Administering Benefits -7- Rev May 17, 2006

8 Describing the Concepts That Are Associated With Administering Benefits Activity 1: Entering Dependent and Beneficiary Information Activity 2: Entering Employee Health Benefits Information Activity 3: Updating Employee Life and AD/D Benefits Information Activity 4: Updating Employee Disability Benefits Information Activity 5: Terminating Life and AD/D Benefits Information Activity 6: Entering Dependent and Beneficiary Information Lesson 15: Chapter 21 HRMS Administering Benefits Calculations Describing the Concepts That Are Associated With Administering Benefits Calculation Activity 1: Linking a Pay Run ID to Pay Calendar Activity 2: Calculating Employee Deductions Activity 3: Viewing Benefit Calculations Lesson 16: Chapter 22 HRMS Administering Benefits Billing Describing the Concepts That Are Associated With Administering Benefits Billing Activity 1: Enrolling Employees in the Benefits Billing System Activity 2: Entering a Billing Charge Manually Activity 3: Reviewing Billing Charges Activity 4: Entering a Payment Activity 5: Entering a Billing Charge Manually Lesson 17: Chapter 23 HRMS Managing Multiple Jobs Describing the Concepts That Are Associated With Managing Multiple Jobs Activity 1: Adding Concurrent Job and Combining With Original Job Into a Single Benefit Track Activity 2: Changing the Job Indicator Activity 3: Viewing Multiple Jobs Summary Activity 4: Designing Which Job is the Primary Job for Benefits Exit Exam -8- Rev May 17, 2006

9 PRE-COURSE EVALUATION "PeopleSoft On-Campus" HR/Special Topics in Office Supervision and Management BMGT 1094 This evaluation is designed to measure your current knowledge of PeopleSoft applications and your ability to navigate through a windows/microsoft environment. The test is designed to help determine if this course is appropriate for your current skill level. Please answer the following by placing a check mark in the appropriate box. I have little or no knowledge of PeopleSoft Applications (If you check this box, do not continue.) Can you perform the following tasks? ο Can perform Can perform with help Cannot perform Access PeopleSoft? ο ο ο Navigate the PeopleSoft interface? Use PeopleSoft panels? ο ο ο Edit files on a desktop computer? ο ο ο Open programs in the Microsoft Office Suite? ο ο ο Use Microsoft navigational tools such as Explorer? ο ο ο Can you use an internet browser? ο ο ο Can you download an application off of the web? ο ο ο Use the PeopleSoft Process Scheduler? ο ο ο Use the PeopleSoft Process Monitor? ο ο ο Perform simple Queries in PeopleSoft? ο ο ο Run Queries to Excel, nvision and Crystal Reports? ο ο ο Create a new Query? ο ο ο Perform a simple data sort in Microsoft Excel? ο ο ο Understand the concept of Cache? ο ο ο Can you find help in PeopleSoft? ο ο ο Can you work independently ο ο ο Can you work cooperatively with diverse groups ο ο ο Do you have a high tolerance for frustration ο ο ο Phone: Name: Date: -9- Rev May 17, 2006

10 POST-COURSE EVALUATION "PeopleSoft On-Campus HR/ Special Topics in Office Supervision and Management BMGT 1094 Perform a list of skills, at the instructors discretion, that demonstrate knowledge of the computer software, subjects, and tasks reviewed in class. Sample tasks may include: building a table, entering employee data, running a pay cycle, running HR reports, creating a job requisition, hiring a new employee, and recording benefits Rev May 17, 2006