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HR 353 Intro to Human Resource Mgmt
Jones, Robert R.


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

F1EE 2011 MOH

Faculty

Robert R. Jones

Title

Adjunct Faculty

Degrees/Certificates

Graduate Certificate, Human Resource Development, 1996, Chapman University
MPA Personnel Management, 1995, Troy State University
BA Human Resource Administration, 1987, St. Leo College

Office Location

Base Library

Office Hours

By Appointment

Daytime Phone

229-455-4717

E-Mail

robert.jones@park.edu

GC5277@aol.com

Semester Dates

August 15th through October 9th, 2011

Class Days

Classroom every Wednesday, Online every Monday (blended)

Class Time

1930-2200

Prerequisites

MG352

Credit Hours

3


Textbook:

Human Resources Management, Sixth Edition. French, Wendell L. Houghton Mifflin. 2006.
ISBN-13: 9780618507214
ISBN-10: 0618507213
 .
A textbook is required for this course and every student must have one.

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:

 Learning best occurs when the students and facilitator interact with reading, lecture, discussion and the sharing of ideas.  This course is formatted to accomplish these learning devices.  The students are subjected to several tasks outside the formal classroom to explore the concepts the text covers and the subjects that have become major subjects in the field of Human Resources.  We, as a class, will explore the Introduction to Human Resources.

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. Describe Workers' Compensation Insurance.
  2. Explain why employers try to minimize unemployment claims.
  3. Describe the Family Medical and Leave Act.
  4. List seven areas of Human Resource Management.
Core Assessment:
Final exam

Link to Class Rubric

Class Assessment:

Begining the second week of class, each Monday class is divided into projects.  The projects are designed to assist each student through the learning process of specific areas of concern facing supervisors, managers and personnel managers.
Project number one is "Labor Costs" worth 50 points due by the end of the second week.
Project numer two is "Part-time vs Full time" worth 50 points due by the end of third week.
Project number three is "Worker's Compensation Insurance" worth 50 points due by the end of the fourth week.
Project number four is "Unemployment Insurance" worth 50 points due by the end of the fifth week.
Project number five is "Recruitment" worth 50 points due by the end of the sixth week.
Project number six is "Temporary Agencies" worth 50 points due by the end of the seventh week.
Project number seven is "Child Labor Law" worth 50 points due by the end eigth week.
All projects will consist of book and online research. The projects will also involve the participation in a threaded discussion question through the ecollege pages (worth 5 points under participation). Each project will answer certain questions about the topic, and the student will be responsible for for a two page postion paper on the various subjects.  The position papers contain a title page plus two double-spaced type written pages in your own words about the definition of the subject, why the subject is important to human resources and finally your personal comments about the subject.  Reminder, APA (American Pschological Association Guide/Manual) format is required and when we borrow someone elses written thought we must give credit to the original author.  The papers are due at class time the week after the assignment is opened on ecollege.
 
 Class participation is worth a total 160 points.  Each week the student will earn 5 points by being in class and 5 points for participation in the weekly threaded discussions.
 
A Mid-Term examination is administered worth 190 points. 
 
The final examination is worth 300 points.
 

Grading:

Class Projects 350 points
Attendance/Participation 160 Points
Midterm - 190 Points
Final - 300 Points
Total: 1000 Points
 
The final Grade is based on the total number of points earned.
 
A - 900 to 1000 Points
B - 800 to 899 Points
C - 700 to 799 Points
D - 600 to 699 Points
F - Below 600 Points

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:
Late submission of assignments are generally not accepted. 

Classroom Rules of Conduct:
Students are expected to be on time and participate in a courteous manner.

Course Topic/Dates/Assignments:

week 1-  Chapter 1 and 2
week 2-  Chapter 3 and 4
week 3-  Chapter 5, 6 and 7
week 4-  Chapter 8, 9 and 10
 Mid Term Examination 
week 5- Chapters 11, 12 and 13
week 6- Chapters 15 and 16
week 7- Chapters 17-20
week 8- Review, Presentations and  Final Examination (Core Assessment)

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:





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:8/9/2011 5:29:06 PM