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HR 353 Intro to Human Resource Mgmt
Allen, Michael Todd


Mission Statement: Park University provides access to a quality higher education experience that prepares a diverse community of learners to think critically, communicate effectively, demonstrate a global perspective and engage in lifelong learning and service to others.

Vision Statement: Park University, a pioneering institution of higher learning since 1875, will provide leadership in quality, innovative education for a diversity of learners who will excel in their professional and personal service to the global community.

Course

HR 353 Intro to Human Resource Mgmt

Semester

F1K 2011 LA

Faculty

Allen, Michael Todd

Title

Adjunct Faculty

Degrees/Certificates

B.S. Social Sciences, Masters in Business Administration (MBA)

Office Hours

8:00 a.m.- 4 p.m. Monday - Friday

Daytime Phone

910-670-4454

E-Mail

michael.allen06@park.edu

Semester Dates

Augusst 15 - October 9, 2011

Class Days

-M-W---

Class Time

5:30 - 8:00 PM

Credit Hours

3


Textbook:

Human Resource Management: Sixth Edition, Wendell L. French; Houghton Mifflin Company, 0-618-50721-3 

Textbooks can be purchased through the MBS bookstore

Textbooks can be purchased through the Parkville Bookstore

Additional Resources:

McAfee Memorial Library - Online information, links, electronic databases and the Online catalog. Contact the library for further assistance via email or at 800-270-4347.
Career Counseling - The Career Development Center (CDC) provides services for all stages of career development.  The mission of the CDC is to provide the career planning tools to ensure a lifetime of career success.
Park Helpdesk - If you have forgotten your OPEN ID or Password, or need assistance with your PirateMail account, please email helpdesk@park.edu or call 800-927-3024
Resources for Current Students - A great place to look for all kinds of information http://www.park.edu/Current/.


Course Description:
HR353 Introduction to Human Resource Management: theory, methodology and application of human resource planning and development techniques, staffing analysis and planning, career management, management secession and development, and performance improvement. 3:0:3

Educational Philosophy:
The instructor believes that learning should be fun and interactive. Each student will be engaged by the instructor to solicite knowledge learned and personal experiences. Students will be evaluated by multiple methods to include but not inclusive of tests, quizes, dialogue, and group discussions.

Learning Outcomes:
  Core Learning Outcomes

  1. Define “human resource management.”
  2. Explain how a firm's human resources influence organizational performance.
  3. 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.
  4. List the factors influencing worker motivation that are under managers' control.
  5. Describe the process of job analysis, components of a job description, and those of a job specification.
  6. Explain why compliance with HR law is an important part of doing business.
  7. Explain why employees join unions.
  8. Describe the employment-at-will doctrine.


  Instructor Learning Outcomes
  1. Demonstrate a solid understanding of HR roles and responsibilities and the ability to research through a research paper.
  2. Understand and apply the principles of effective employee recruiting, selection, and retention, as well as human resources forecasting and planning
  3. Understand and apply the principles of effective self-management, teamwork, and leadership in team, intra-organizational, and inter-organizational environments
  4. Understand how the international environment of diverse cultures, regulations, and systems impacts the HR policies and practices
Core Assessment:
Final exam

Link to Class Rubric

Class Assessment:

Assessment will be conduct through exams and scholarly writings to assess the learners ability to research, write, and clearly show mastery of the subject being taught.

Exams (3) = 20% each
Papers (2)= 15% each
Participation= 10%
 

Grading:

Letter grades are as follows:

 A = 90 – 100; B = 80 – 89; C = 70 – 79; D = 60 – 69; F = Below 60

Point Values for the Course Assignments


Grade Assessment Breakdown:
 
Exams (3) = 20% each

Papers (2)= 15% each

Participation= 10%

The course grade for students will be based on the overall average of homework and tests taken during the course in accordance with the weighting of the various requirements as stated in the syllabus.

All final exams in all School of Business courses will be comprehensive and will be closed book and closed notes. They will constitute 30% of the total course grade and will not be a take-home exam. They will be completed during the test week in the period designated by the registrar or by the Proctor in the case online courses. If calculators are allowed, they will not be multifunctional electronic devices that include features such as: phones, cameras, instant messaging, pagers, and so forth. Electronic Computers will not be allowed on final exams unless an exception is made by the Dean of the School of Business.

Late Submission of Course Materials:
All course work must be submitted on the date indicated in the syllabus, to include examinations. Late submissions will result in a 10 percent late penalty per day. The instructor reserves the right not to accept late work after two days pass the suspense date.  Suspense dates are those listed in the syllabus or otherwise discussed within the classroom.

Classroom Rules of Conduct:
Academic dishonesty will result in immediate release from the class and a failing grade. Students are expected to attend all classes on time and be prepared to be an active participant in the class. Student participation will be reflected in the student's final grade. Attendance will be recorded at each class meeting.  It is the student's responsibility to notify the instructor of any expected absence(s), and to arrange with the instructor to make-up any missed assignments. Unexcused absences will be forwarded to the Park University Administrative Office.  Please refer to the Park University Handbook for the attendance policy.  If an unanticipated absence should occur students are to contact the instructor at the telephone number listed on the first page of this syllabus. Electronic devices will not be in use during class i.e. cell phones, ipods. Laptop use must be cleared by the instructor.

Course Topic/Dates/Assignments:

 
ASSIGNMENTS Due
Course Introduction 15-Aug
Chapters 1-2 17-Aug
Chapters 3-4 22-Aug
Chapters 5-6 (review exam 1) 24-Aug
Exam 1 29-Aug
Chapters 7-8 31-Aug
Chapters 9-10 5-Sep
Chapters 11-12 (review exam 2) 7-Sep
 Exam 2 12-Sep
Chapters 13-14 14-Sep
Chapters 15-16 19-Sep
Chapters 17-18 21-Sep
Chapters 19-20 26-Sep
Review for Final Exam 28-Sep
Exam 3 3-Oct
Class Summary 5-Oct
 
 
Assignment format will be as follows:

1. All title pages will include: Assignment name, Student name, University name, and Date. Font will be 12 point Times New Roman, double spaced and centered on the page.

2. Number pages starting with the first page (not title page). Use the footer option to center number pages.

3. Use APA format for assignments. This includes double spacing written assignments, proper citation of references, and a properly formatted reference page if used.

4.  I am looking for critical thinking ability, so be sure you support your answers. No reference page is needed. However, cite references in your answer as appropriate.               

5. Bring all assignments to class and e-mail me a copy unless otherwise instructed.

6. All assignments are to be turned in by the beginning of the class period, unless otherwise instructed. Assignments not turned in by the specified time will be considered late. If an emergency arises, it is the student’s responsibility to contact the instructor.

Note: The instructor reserves the right to change or modify assignments to better meet the objectives of the class. Additional material may be introduced to help assist students with the learning process.

Academic Honesty:
Academic integrity is the foundation of the academic community. Because each student has the primary responsibility for being academically honest, students are advised to read and understand all sections of this policy relating to standards of conduct and academic life. Park University students and faculty members are encouraged to take advantage of the University resources available for learning about academic honesty (www.park.edu/current or http://www.park.edu/faculty/).from Park University 2011-2012 Undergraduate Catalog Page 93

Plagiarism:
Plagiarism involves the use of quotations without quotation marks, the use of quotations without indication of the source, the use of another's idea without acknowledging the source, the submission of a paper, laboratory report, project, or class assignment (any portion of such) prepared by another person, or incorrect paraphrasing. from Park University 2011-2012 Undergraduate Catalog Page 93

Attendance Policy:
Instructors are required to maintain attendance records and to report absences via the online attendance reporting system.

  1. The instructor may excuse absences for valid reasons, but missed work must be made up within the semester/term of enrollment.
  2. Work missed through unexcused absences must also be made up within the semester/term of enrollment, but unexcused absences may carry further penalties.
  3. In the event of two consecutive weeks of unexcused absences in a semester/term of enrollment, the student will be administratively withdrawn, resulting in a grade of "F".
  4. A "Contract for Incomplete" will not be issued to a student who has unexcused or excessive absences recorded for a course.
  5. Students receiving Military Tuition Assistance or Veterans Administration educational benefits must not exceed three unexcused absences in the semester/term of enrollment. Excessive absences will be reported to the appropriate agency and may result in a monetary penalty to the student.
  6. Report of a "F" grade (attendance or academic) resulting from excessive absence for those students who are receiving financial assistance from agencies not mentioned in item 5 above will be reported to the appropriate agency.

Park University 2011-2012 Undergraduate Catalog Page 96

Disability Guidelines:
Park University is committed to meeting the needs of all students that meet the criteria for special assistance. These guidelines are designed to supply directions to students concerning the information necessary to accomplish this goal. It is Park University's policy to comply fully with federal and state law, including Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990, regarding students with disabilities. In the case of any inconsistency between these guidelines and federal and/or state law, the provisions of the law will apply. Additional information concerning Park University's policies and procedures related to disability can be found on the Park University web page: http://www.park.edu/disability .

Additional Information:
I want to take this opportunity to welcome each one of you to HRM 353 - Human Resource Management. The next eight weeks will be filled with lots of information and activities. In order to get the most of this course, you will need to do three things: 1) Attend class regularly, 2) Come prepared to discuss your reading assignments and any questions you may have, 3) Turn in assignments on time. Materials will be posted online or will be provided in class. Ultimately, each of you are responsible for your own success. Sometimes knowing the answer is not important, but knowing where to find the answer is. I hope you will find this course to be enjoyable, informative and educational. If you have questions about any of the assignments, readings or material, please contact me, preferably by e-mail. If you need to speak with me, please call my cell phone and leave a good number and time you can be reached. I look forward to meeting all of you.







Rubric

CompetencyExceeds Expectation (3)Meets Expectation (2)Does Not Meet Expectation (1)No Evidence (0)
Synthesis                                                                                                                                                                                                                                                  
Outcomes
Explain how a firm's human resources influence organizational performance.                                                                                                                                                                                                                                                                                                                                                                                                                                           
Provides a very thorough, in-depth explanation of how human resources are the  main way organizations perform, including examples from actual organizations. Explains how an organization's human resources can contribute to the achievement of organization objectives and performance. Provides a incomplete, vague,  or inaccurate explanation of the relation between human resources and organization performance. No significant answer or unrelated material. 
Analysis                                                                                                                                                                                                                                                   
Outcomes
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.                                                                                                                                                                                                                                                                                                                                           
Creates and throroughly describes situations and examples as well as identification of the HR initiatives to respond to workplace changes including diversity, globalization, and downsizing. Describes how Human Resource initiatives may be used to address workplace changes including diversity, globalization and downsizing. Provides a incomplete, vague or inaccurate description of the use of HR initiatives to address change. No significant answer or unrelated material. 
Evaluation                                                                                                                                                                                                                                                 
Outcomes
Explain why employees join unions.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                   
Submits a thorough explanation of more three reasons employees join unions and examples to support each reason. Provides an explanation of at least three reasons employees join unions. Provides a incomplete (less than three reasons), vague or inaccurate explanation of why employees join unions. No significant answer or unrelated material. 
Terminology                                                                                                                                                                                                                                                
Outcomes
Define “human resource management.”                                                                                                                                                                                                                                                                                                                                                                                                                                                                                  
Defines “human resource management” with an in-depth explanation of the relation between HRM and the other organizational functions, and examples to support the definition and explanation. Defines “human resource management” to include the relation to other managerial functions and the role of HRM in organizations. Provides a incomplete, vague or inaccurate definition of the term “human resource management.” No significant answer or unrelated material. 
Concepts                                                                                                                                                                                                                                                   
Outcomes
Explain why compliance with HR law is an important part of doing business.                                                                                                                                                                                                                                                                                                                                                                                                                                           
Submits a thorough explanation of all aspects of HR law compliance and supports the explanation with examples. Explains  why compliance with HR law is important in terms of operating a business that includes legal and societal relations. Provides a incomplete, vague or inaccurate explanation. No significant answer or unrelated material. 
Application                                                                                                                                                                                                                                                
Outcomes
Describe the process of job analysis, components of a job description, and those of a job specification.                                                                                                                                                                                                                                                                                                                                                                                                             
Provides a thorough, complete description and explains the relation between the three activities, the risks, and the positive outcomes of processes. Describes the process(es)  of job analysis, components of a job description, and those of a job specification.

 
Provides a incomplete, vague or inaccurate description of the process. No significant answer or unrelated material. 
Whole Artifact                                                                                                                                                                                                                                             
Outcomes
Explain how a firm's human resources influence organization performance.                                                                                                                                                                                                                                                                                                                                                                                                                                             
An extensive description and explanation which includes the historical background and projects different scenarios for the future. Explains how an organization's human resources can contribute to the achievement of organization objectives and performance. Provides a incomplete, vague or inaccurate explanation. No significant answer or unrelated material. 
Component                                                                                                                                                                                                                                                  
Outcomes
List the factors influencing worker motivation that are under managers' control.                                                                                                                                                                                                                                                                                                                                                                                                                                     
Provides an extensive background on the theories supporting the factors as well as the factors under a managers control. Provides a complete list of the factors that a manager may influence or control in terms of worker performance. Provides a incomplete, vague or inaccurate list. No significant answer or unrelated material. 

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Last Updated:7/31/2011 11:55:20 AM