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HR 353 Intro to Human Resource Mgmt
Brown, Ninetta W.


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

S1QQ 2013 HI

Faculty

Brown, Ninetta W.

Title

Adjunct Faculty

Degrees/Certificates

Doctor of Philosophy, Organization Management & Human Resource Management
Master of Arts, Human Resources Management
Bachelor of Science, Social Psychology

Office Location

Hill AFB, UT

Office Hours

0800 - 1600

Daytime Phone

801-777-0115

Other Phone

801-682-7504

E-Mail

ninetta.brown@park.edu

educationchange1@yahoo.com

Semester Dates

3 June - 28 July 2013

Class Days

-M-W---     (Building 1231 Room 6)

Class Time

7:30 - 10:15 PM

Prerequisites

MG352

Credit Hours

3


Textbook:

Human Resource Management, Mathis et al
Edition/Copyright13th
South-Western Publishing Co.
ISBN-978-0-538-45315-8

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/.

http://www.shrm.org
http://www.eeoc.gov
http://www.vos.scsb.edu/bfrow.asp?=2727
http://www.astd.org
http://www.snc.edu/socsil/chair/336/group3.htm
http://www.workhealth.org/news/nwprahn98.html

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

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 the relationship between the HR department and other units within the organization.
  2. Identify the basic processes in HR management.
  3. Define organizational climate and the role of HRM in measuring it.
  4. Explain the approaches to managing diversity.
Core Assessment:
Final exam

Link to Class Rubric

Class Assessment:

Examinations, homework assignments, and class participation
 
In-Class Participation: During weeks 1- 8, each student will receive a qualitatively based score, which is determined by the value of participation to the class discussions (including interaction with guest speakers). 10 points per class. (160 points)

Human Resources Article:
During weeks 1-4, each student will present a 5 – 7 minute article review on a HR subject, analyzing the details of the article. The articles will be presented on Wednesday's. During week 4, HR article review will be conducted on Monday. The articles should consist of three paragraphs/with the last paragraph stating the student's personal opinion. The article will be graded on grammar and spelling. The followings internets sites listed under “Additional Resources” in the syllabus have been selected to support the articles for this class.
NOTE: HR Articles submitted after midnight on Wednesday will be deducted 10 points due to the article wasn't briefed/or submitted during class. 25 points per article. (100 points)

Informative Essay Paper - Each student will select a topic during week one. The topic must be approved by the instructor. Student's research paper will be graded using the Research Paper Grading Rubric Handout; assignment due week seven (75 points)

Oral Presentation  (On Informative Essay Topic)- Each student will present a 10 - 15 minute class presentation on the HR topic selected in week one. Assessment will be influenced by preparedness, speaking flow, thought transition, content, and communication ability (voice control, animation, etc.). Student may use, handouts or other training aids; assignment due week seven (75 points)

Midterm Exam: The midterm exam will cover the concepts presented in Chapters 1 – 8 in the text. It will be a closed book test consisting of multiple choice and essay questions and will be administered in class during week 4. (140 points)

Individual /Group Work – During the first week of class, students will be given an individual or group package related to Human Resource. The package may be worked individual or in groups; assignment due week seven (150 points)

Final Exam: The final exam will be a comprehensive exam, covering the concepts presented in Chapters 9 - 16 . It will be a closed book test consisting of multiple choice and essay questions and will be administered in class during week 8. (300 points)

 
 

Grading:

The final grade will be determined using the following categories:

Individual/Group Work – 15% (150 points)

Informative Essay Paper /Oral Presentation - 15% (150 points)

Midterm Exam 14% (140 points)

Class Participation 16% (160 points)

HR Article Review 10% (100 points)

Final Exam 30% (300 points)

Total 100% (1000 points)

A = 90-100% (900 pts +)

B= 80-89% (800 - 899 pts)

C= 70-79% (700 - 799 pts)

D= 60-69% (600 - 699 pts)

F= Below 60% (599 or Less)

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:
 The instructor will not accept assignments late...unless prior arrangements have been made due to extremely unforeseen circumstances.

Classroom Rules of Conduct:

Class participation is expected and is part of the weekly grade. Students are expected to come to all classes. However, legitimate excuses will be accepted. Students are required to read and be prepared to discuss the assigned chapters.Each person will respect the ideas of others in the class. Professionalism will be expected with discussions.

Course Topic/Dates/Assignments:

Week 1: Human Resource Management in Organizations and Strategic HR Management and Planning

Assignment: Read Chapters 1 & 2

Class Activities: Discuss syllabus, assignments, and eCompanion; discuss Human Resource Management in Organizations and Strategic HR Management and Planning

Brief/Submit HR Article on Wednesday-------------------------




Week 2: Equal Employment Opportunity & Workers, Jobs and Jobs Analysis

Assignment: Read Chapters 3 & 4

Class Activities: Discuss Equal Employment Opportunity & Workers, Jobs and Job Analysis

Brief/Submit HR Article on Wednesday-----------------------------




Week 3: Human Resource Planning and Retention & Recruiting and Labor Markets

Assignment: Read Chapters 5 & 6

Class Activities: Discuss Human Resource Planning and Retention & Recruiting and Labor Markets

Brief/Submit HR Article on Wednesday---------------------------------




Week 4: Selecting Human Resources & Training Resources

Assignment: Read Chapters 7 & 8

Class Activities: Discuss Training Employees, Diversity in the Workplace, and Job Security

Review Chapters 1- 8 on Monday

Brief/Submit HR Article on Monday

Take Mid-term exam (from chapters 1 – 8)  on Wednesday---------------------------------




Week 5: Talent Management & Performance Management and Appraisal

Assignment: Read Chapters 9 & 10

Class Activities: Discuss Talent Management & Performance Management and Appraisal

Guest Speakers – Topics: Working for the Federal Government, Employee/Management Relationships, Pay for Performance, etc.

Guest Speaker: Color Assessment Presentation--------------------------------------




Week 6: Total Rewards and Compensation, Incentive Plans and Executive Compensation & Managing Employee Benefits

Assignment: Read Chapters 11 - 13

Class Activities: Discuss Total Rewards and Compensation, Incentive Plans and Executive Compensation & Managing Employee Benefits

In Class Group Project – Students will develop their own HR Department using class concepts learned in class-----------




Week 7: Risk Management and Workers Protection & Employee Rights and Responsibilities, Union/Management Relations

Assignment: Read Chapters 14,15 , & 16

Class Activities: Discuss Risk Management and Workers Protection & Employee Rights and Responsibilities and Union/Management Relations

Individuals/Group Package Due (Monday)

Research Paper and Oral Presentations are due on selected/approved topics -Wednesday----------------------------




Week 8 (Wrap-Up Week)
 
Final Exam Review on Monday (Chapters 9-16)
 
Take comprehensive Final Exam on Wednesday (Units 5 - 7)
 
Reminder: Student Opinion of Teaching Survey
 
 
*The instructor reserves the rights to revise, alter, or change this schedule for unforeseen or extenuating circumstances.

*Specific dates for each of the weekly activities will be posted in the course schedule on the eCompanion web site.

 
 
 

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 2012-2013 Undergraduate Catalog Page 97

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 2012-2013 Undergraduate Catalog Page 95

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 2012-2013 Undergraduate Catalog Page 98

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 .



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:5/16/2013 5:45:45 PM