|
|
|
|
|
|
|
|
|
Ato
provide students with a perspective on the integration of the functional areas
of business, while maximizing the use of analytical skills and knowledge for
decision making in a contemporary global business environment@
DEPARTMENT
OF MANAGEMENT AND GENERAL BUSINESS
MGT
121 -Human Resource Management
Undergraduate Spring 2003
Instructor=s Name: Janet
Lenaghan
Office
hrs: Tuesday/Thursday
Office
Location: Rm 053, Weller Hall
Phone
Extension: 36574
E-mail
address: PERJAL@HOFSTRA.EDU
Department of Management & General
Business
Weller
Hall, Room 228
Phone:
463-5726
Department
Chair -- Dr. Bruce H. Charnov
DESCRIPTION OF COURSE Human resources function as it relates to
industrial, service, and not-for-profit organizations: selection and placement
of workers, supervision, wage and salary administration, union-management
relations, management development.
PREREQUISITES OF COURSE
MGT 101 and junior class standing or above
REQUIRED TEXT David A. De Cenzo and Stephen P. Robbins, Human Resource Management, 7th Edition,
John Wiley & Sons, New York 2002.
ASSIGNED
OUTCOME OBJECTIVES AND
METHODS OF ACHIEVING THE OBJECTIVES
1. To provide students with a clear understanding
of how human resource management fits into
the structure of organizations.
2. To
provide students with a clear understanding of how effective workforce management facilitates the
achievement of organizational goals and objectives.
3. To inculcate the skills and
understandings needed to solve human resource management problems, particularly within the
context of organizational strategy.
4 To develop a pragmatic understanding
of how government regulations and the political
process shape the human resource management function and how the institution of collective
bargaining impacts on human resource management.
5. To understand the importance of linking
strategic business matters with human resource planning
and the concomitant need to integrate effectively the systems, structures, processes and people comprising the
organization.
6. To understand how other countries
manage their human resources and the impact of foreign
cultures on international human resource management.
7. To provide students with an
understanding of the ethical considerations underlying human resource management.
8. To
provide students with a perspective on the integration of the functional areas
of business, while maximizing the use of analytical skills and knowledge for
decision making in a contemporary global business environment.
Significant
written and oral communication skills (for example, class participation,
presentations, team projects, etc.) will be emphasized.
ATTENDANCE POLICY It is expected that each student attend class
and be prepared to discuss the assigned material. If an absence is unavoidable you will be
expected to obtain the information discussed during the missed class and be
prepared for the next topic. However, more than three (3) absences will
result in your final semester grade being lowered. Equally as important to attending class is
that you arrive on time. If you are late
then please enter the room without any disturbance. Any
disturbance will result in your being required to leave. Moreover,
if you arrive after attendance is taken, you will be marked absent. Remember participation is 10% of your grade -
if you are not in class you will lose points.
METHOD OF EVALUATING
STUDENTS
Exams - 60% of final grade. There will be two (2) exams, each
worth 30 percent of your final grade.
The exams will test your knowledge of the covered material including
class discussion and assigned readings.
You will be expected to apply what you have learned and will be graded
on your understanding of the material.
The format of the exams will consist of short answer questions.
Position Paper 15% of final grade. Each
student is required to write a paper, not to exceed five typed pages, that
presents a persuasive argument for his/her position on a certain topic The topic will be distributed in class. The paper will be graded on content, grammar,
spelling and neatness.
Group Project - 15% of final grade. A semester
project will be assigned on a group basis.
It consists of an oral presentation which can not exceed fifteen (15)
minutes in duration. Each member of the
group must equally present a part of the project. The project will consist of a case study and
require the group to act as Human Resource Management consultants.
Participation - 10% of final grade. We learn from each other. It is critical to the learning process that
each person express their own thoughts and views on the subject matter. In order to do so you must be prepared for
class by reading the assigned material and completing all assignments on time.
Those who attend class consistently and contribute meaningfully to the
discussion and complete all assignments on time, will receive a high
participation mark. Remember that it is
not enough to just attend class you need to contribute and actively
participate in class discussion.
To
be eligible for a makeup examination, a student must submit to the instructor
written documentation of the reason for missing a scheduled examination due to
medical problems or a death of an immediate family member. The instructor (not the student) determines whether or when a makeup is to be
given. If a makeup examination is to be
given, the instructor will determine the type of makeup examination. If the student misses (for any reason) the
scheduled makeup examination, additional makeups are not permissible.
UNIVERSITY POLICY ON
INCOMPLETE GRADES
A
student unable to complete the course may, with the permission of the
instructor, receive a grade of incomplete (INC). The instructor will permit the student to
complete and submit the missing work no
later than the third week of the following semester. All undergraduate students may accumulate up
to nine credits of INC grades without penalty.
Past this nine-credit limit, all subsequent INC grades not made up
convert to F=s at the end of the semester following
the one in which they were assigned.
ASSIGNMENTS
January 28 February 6
Topic: Human Resource
Management in a Dynamic Environment
Fundamentals of Human Resource
Management
Read: Chapters 1 and 2
Assignment: Case Application: Team Fun! -- page 29.
Working with a Team:
Making a Layoff Decision -- page 57.
Initial
discussions will provide an overview of the field of human resource management,
including defining both management and human resource management. The human resource management departmental
functions will be presented and discussed in relation to the organization.
Further discussions will focus on the internal and external factors that affect
human resource management including
demographic changes in the workforce; globalization; and current management
practices.
February
11 February 27*
Topic: Understanding Equal Employment
Employee Rights
Read: Chapters 3 & 4
Assignments: Case Application: Team Fun! page 86.
Working with a Team:
Whats Your Perception? page 86.
Case Application: Team
Fun! page 118.
Emphasis
will be placed on important employment legislation such as pertinent federal
laws, executive orders and court rulings impacting the field of human resource management. Discussions will also include various laws
and issues that deal with employee rights in the workplace such drug testing,
whistle blowing, employee monitoring and the employment-at-will doctrine. Recent court cases will be presented and
discussed.
* - No class on February 18 Spring
Break
March 4 - March 11
Topic: Employment Planning
and Job Analysis
Read: Chapter 5
Assignment: Case Application: Team Fun! page 145.
Discussions
will consist of outlining the importance of strategic human resource planning
and the steps involved in the process including understanding the use of human
resource management systems. The
importance of job analysis including job descriptions, specifications and
evaluations is described.
March 13 March 20
Topic: Recruiting and the Foundations of Selection Devices
Read: Chapters 6 & 7
Assignment: Case Application: Team Fun! page 171.
Working with a Team: A
Question of Effective Recruiting -- page 171.
Working With a Team:
Preparing for the Interview - - page 202.
Paper due on March 20.
Once
positions are defined, the next crucial step is recruitment. Discussions will identify the dual goals of
recruitment; the constraints in determining recruitment sources; and the
selection process. Topic will conclude
with a discussion on the purpose of selection devices, various types of devices
(i.e., application form, employment
tests, interviews and background investigations) and the key elements for successful
predictors.
March 27 April 3
Topic:
Socializing, Orienting and Developing Employees and Managing Careers
Read: Chapters 8-9
Assignment: Case Application: Team Fun! page 232.
Issues
surrounding socialization and employee orientation programs are discussed
including the importance of the orientation process as a means of conveying the
organizational culture and establishing the tone and style of the employment
relationship. Sample orientation
programs are reviewed with emphasis on the role assumed by various management
personnel within the organization (i.e, CEO, HRM, supervisor, etc.). The difference between training and
development will be examined including methods for organizational
development. International training and
development issues will also be discussed.
Topic concludes with an examination of career development and its value
to the organization and the individual.
Discussion will include exploring the stages of career progression and a
review of different approaches to guiding career decisions. Contemporary issues
will also be examined.
Topic: Evaluating Employee
Performance
Establishing Rewards and Pay Plans
Read: Chapters 10 - 11
Assignment: Case Application: Team Fun! page 322.
Topic
begins with an analysis of employee performance evaluations, specifically
introducing some of the challenges in performance management. Discussions will link performance management
to employee motivation, review EEO considerations and explore ways to maximize
performance appraisal effectiveness.
Methods using absolute standards, relative standards and objectives are
described. Sources of error in
appraisals are defined, and suggestions to improve the reliability, validity
and the legality and usefulness of appraisal ratings are given. Discussions continue by examining the term
compensation administration including complying with relevant laws, performing
job evaluations, and comparing pay to current labor market. Topic concludes with a discussion on
different types of compensation programs including executive and
international.
APRIL
15 & APRIL 17 No class Spring Recess
April 24 April 29
Topic: Employee Benefits
Read: Chapter 12
Assignment: Working with a Team: Benefit Selections page 351.
The
costs and complexities of both legally required benefits and voluntary ones,
such as health insurance, retirement plans and time off are presented, as well
as current issues, including flexibility and availability.
May 1
Topic: Labor Relations and
Collective Bargaining
Group Presentations
Read: Chapter 15
Students
will examine the topic of labor relations and collective bargaining in todays
society, including contract issues and critical environmental issues impacting
the labor movement. Discussion will
conclude with an analysis of international labor relations.
May
6 - EXAM 2 - Chapters 8 - 12
AND 15
May
8 Snow/Study day
May 13- Class Meets during the
final examination period (
Topic: Group Presentations