V373 HUMAN RESOURCES MANAGMENT IN THE PUBLIC SECTOR FALL 2010 SECTIONS & COURSE SYLLABUS

Transcription

1 V373 HUMAN RESOURCES MANAGMENT IN THE PUBLIC SECTOR FALL 2010 SECTIONS & COURSE SYLLABUS School of Public and Environmental Affairs (WH 009) Tuesday/Thursday 2:30 PM to 3:45 PM Instructor: Daniel Grundmann, SPHR Office Hours: By appointment Office Phone: Secretary: Jennifer Mitchner (Rm. 341) Home Phone: Course Description and Objective The purpose of this class is to provide you with an understanding of critical issues, concepts, and functions of human resources for both public and private sector employers. The intent, in part, is to improve your chances of success in the workplace through understanding of the business practice and regulatory factors that influence and direct the personnel actions of employers. The class will provide you with a foundation of knowledge of human resources methods and practices from the perspective of managers and HR practitioners. You will gain unique perspective that is public sector specific through current, real-life examples from a practicing HR manager. Additionally, this class will help you develop critical analysis skills by encouraging you to deconstruct policies and positions, understand opposing viewpoints, and communicate a position. Text and Course Reading Packet Selected readings will be assigned from the text Fundamentals of Human Resource Management, 10 th Edition by Decenzo and Robbins (2010) and posted on Oncourse. It provides a foundation of human resources concepts and practices in both the public and private sectors. Additional reading assignments are available in the Course Reader, which is required. As the field of Human Resources is dynamic, current articles provide valuable insight into recent developments in HR. The Course Reader contains cases and articles written by and for HR practitioners. You will be responsible for the content of all assigned reading, any materials distributed in class or on Oncourse, and all information discussed in class. Guest Speakers Public and private sector officials and executives may be invited to speak to the class. The dates and subjects will be announced according to their availability, and the schedule and syllabus will be revised accordingly.

2 Class Participation and Attendance Daily attendance is expected, recorded, and critical to your understanding of the presented material over which you will be tested. The format of the class focuses on student participation and your level of engagement and participation directly influences your grade. Each student is allowed three (3) absences, after which three (3) points will be subtracted from the total attendance grade for each absence. For those students who regularly contribute to class discussion, points may be added at the instructor s discretion. In no case can the maximum of 30 points be exceeded. The tests and assignments are based primarily on material distributed in class and/or covered in class. Accordingly, it will be very difficult to perform well in the course without participating in class. Examinations and Test Makeup Exams will cover material presented in class and through reading assignments. Specific material included for each exam will be announced before the exam is administered. Generally, tests cannot be made up. Under exceptional circumstances, with documentation, opportunity for make-up tests may be considered. A more rigorous grading standard may be used in such circumstances (e.g. a one-grade penalty may be assigned). THE FINAL WILL BE ADMINISTERED ACCORDING TO UNIVERSITY SCHEDULING. Extra Credit Students can earn extra credit with active, ongoing participation in IUHRA. Students can also receive credit for viewing and summarizing public sector meetings (e.g. City Council meetings, Plan Commission Meetings, Utilities Service Board meetings, etc.). Viewing two events and writing brief summaries will allow you to earn 6 points toward your cumulative total. Alternatively, credit can be attained for volunteer community service as it contributes to positive intellectual, social, and professional development, and can provide you with valuable insight into organizational behavior. Documented service of at least six (6) hours with an agency during the semester along with a brief summary of that service will earn 6 points toward your cumulative total. A maximum of 6 extra credit points can be earned during the semester. ALL extra credit is due by the date listed in the table below. Exercises Exercises will require you to apply your HR knowledge by completing tasks as if you were an HR practitioner. A list of exercises will be distributed after we have covered some HR basics. Exercises are due at the beginning of class on the date in the table below. Early completions are accepted and encouraged. Students are expected to turn in hard copies of the assignment in class or before in my mailbox in SPEA 341. Electronically transmitted assignments are only (and rarely) accepted due to special circumstances and with permission. 2

3 Grading Policy Graded items are valued as follows: Exams 100 points each) Exercises 5 points each) Class participation/attendance Total 300 points 15 points 30 points 345 points The final course grade is determined by an accumulation of points as follows: GRADE POINTS A A A B B B C C C D D D F 206 and below Note: These thresholds are set and exceptions will not be considered. Student Conduct and Academic Honesty Academic and personal misconduct by students in this class are defined and dealt with according to the procedures in the Code of Student Ethics. A student caught cheating will be reported to the SPEA Dean of Undergraduate Studies and could receive penalties up to and including a failing grade for the course. Examples of cheating include, but are not limited to, plagiarism, theft or acquisition of examination or quiz answers with or without use of such information, provision of such information to others, and deliberately observing another student s work during an exam or quiz. Cheating diminishes those who do it, devalues their academic performance, and unfairly compromises those students who act honorably. Cheating in any form will not be tolerated. 3

4 Important Dates Exercise 1 Examination 1 Exercise 2 Examination 2 Exercise 3 Extra Credit Final Examination Event Due Date Thursday, September 30 th Tuesday, October 12 th Thursday, November 4 th Tuesday, November 16 th Thursday, December 2 nd Thursday, December 9 th Thursday, December 16 th, 2:45 4:45 PM Class Schedule While it may vary based on amount of discussion and guest speaker scheduling, this is the anticipated order of topics covered in class: Lecture Number Topic 0 Introduction/class outline 1 The Role of Human Resources Readings (titles from the e-reader in italics) Text Chapt.1 2 Workforce Changes Text Chapt.2 3 Job Analysis, Job Descriptions, and Job Enrichment 10 Changes that Rocked HR How the Law Changed HR Culture Mgmt and Mergers and Acquisitions Cooking Up Innovation Building Speak-Up in Corporations 4 HR Planning Text Chapt.5, Putting Forecasting in Focus Mapping Out a Game Plan for Change 5 Recruitment, Selection and Interviewing Developing a Recruiting Strategy Generations Agree, Disagree on What Keeps Them Engaged 4

5 6 Recruitment, Selection and Interviewing 7 Recruitment, Selection and Interviewing 8 Equal Employment Opportunity 9 Equal Employment Opportunity (cont d) 10 Equal Employment Opportunity (cont d) 11 Orientation, Training, and Development 12 Orientation, Training, and Development 13 Managing for Improved Performance 14 Managing for Improved Performance 15 Compensation Strategies And Legislation 16 Employee Benefits and Worker s Compensation Fraud Factories The Truth About Integrity Testing Are You Ignoring Older Workers? Hiring and Supporting People with Disabilities Short description of ADA ADAAA in Line with Amendments to Local Disability Bias Statute Religion at Work Say HOLA! To the Majority Minority Amendment Designed To Promote English in Workplace USERRA poster Labor Dept. Finalizes Sweeping USERRA Regs. Aging Baby Boomers Brings Sexual Equity in the Workplace Not Funny Keep Pace w/older Workers Study Suggests Bias Against Black Names I-9 Form East of Eden (excerpt) Gap Analysis Text Chapt.8 15 Ways to Train on the Job Caught in the Web Employee Internet Mgmt Clocking Out Fair Pay Formal Recognition Doesn t Work To Keep Employees Keeping Employees Engaged White-Collar Wrinkles Text Chapt.12 Getting the Weight Of The 5

6 17 Employee Benefits and Worker s Comp 18 Employee Rights, Discipline, and Termination 19 Employee Rights, Discipline, and Termination Family and Medical Leave Act What is ERISA Elder Care at Work FAQs about COBRA Do Your Family Friendly Programs Make Cents? Domestic Partners Plan Trends in Health Care Costs and Spending Health Care Reform article TBA Text Chapt.4, Court Clarifies Application of 1 st Amendment Company s Smoking Ban T-Shirt Rights Cardinal Rules of Termination U.S.:Employment at Will Prevails A Legal Dichotomy 20 Safety and Health Easing Back Pain 21 Labor Relations and Collect. Bargaining 22 Labor Relations and Collect. Bargaining Text Chapt.14, Good-Faith Bargaining SHRM Case Study: Outsourcing and Collective Bargaining Workplace Visions: The Future of Unions Solidarity Forgotten 6