View
222
Download
1
Category
Preview:
Citation preview
Regis University Syllabus11_28_12 Page 1 of 12
Email Communication
Email communication between facilitators and learners must be conducted using Regis email addresses
College of Business and Economics 3333 Regis Boulevard
Denver, CO 80221
Syllabus Template
Regis University
College of Business and
Economics Click here to enter term. Click here to enter year.
COURSE TITLE: BA 452 Management of Human Resources COURSE NUMBER: BA 452
INSTRUCTOR INFORMATION:
Name: Click here to enter text.
Class Location: Click here to enter specific campus & room or online delivery.
Telephone Number: (Facilitator: enter phone umber you can be reached by students)
Email: Click here to enter text. (See course policies & procedures note on email address.
Additional Contact
Information:
COURSE POLICIES AND PROCEDURES:
Facilitator’s Expectations to be distributed.
Class Participation Learners are expected to make every effort to complete assignments and participate in topic discussions. Learners risk being dropped from the course if they do not attend participate in the first
three days of class, or – for online courses – do not login and post within the first three days of class
and do not notify the instructor of an issue. If the learner misses two or more class sessions or fails to
thoughtfully participate in each online discussion, the learner may fail the class.
All information from this point on is standard and may not be adjusted without approval.
, or, in the case of online courses, must use the course mail system.
Regis University Syllabus11_28_12 Page 2 of 12
COURSE DESCRIPTION: BA 452. MANAGEMENT OF HUMAN RESOURCES (3). Examines the nature and challenge of
personnel management from mechanics to social responsibility, the organization of a work force, and
the development and management of human resources. Studies creating a favorable work environment
including management and labor relations, remuneration, and security for employees.
PREREQUISITE COURSES:
None
COURSE OUTCOMES: Upon completion of this course, learners should be able to:
• Understand the value of human capital, strategic and staff planning as critical elements for
HRM and overall organizational success.
• Examine and appraise the employment life cycle from training, employee development,
performance evaluation, and performance management.
• Evaluate human resource systems, both technical and organizational, within the organization
including: employee/labor relations, compensation, and benefit systems.
• Identify policy dynamics and legal requirements of the human resource function.
COURSE MATERIALS:
Required Texts: Noe, R.A., Hollenbeck, J. R., Gerhart, B., and Wright, P. M. (2013). Human
Resource Management: Gaining a Competitive Advantage w/OLC Card, (8th ed.) Chicago, Illinois:
Richard D. Irwin. ISBN-13: 978-0-07-802925-7 ISBN 10: 0-07-802925-2
Required Resources:
Employee HR Audit/Survey form: https://online.regis.edu/content/enforced/6862-BM_BA452-
XIN/Content/pdfs/sample_hr_audit.pdf?_&d2lSessionVal=G4866LdsriNxVvWVOFdlYZqeM
Technology Tools:
Optional Materials: Publication Manual of the American Psychological Association, Sixth Edition (2009); American Psychological Association 978-1433805615
PRE- First ASSIGNMENT:
Read chapters 1 - 3 and be prepared to discuss various changes in HRM in the 21st century, changes in the role of the HR professional, Managing the Internal and External Environment and
Regis University Syllabus11_28_12 Page 3 of 12
Strategic Human Resources Management. Write a 3-4-page, double-spaced paper in APA format on
the changing role of HR. Include topics presented in your textbook and address affirmative action,
EEO, job analysis, and design of workflow. Reference your textbook and also one published article.
• Share with the class the article you selected to class and be prepared to discuss it.
OR:
Have three employees and an HR representative complete the HR Audit/Survey. Use the following
HR Audit/Survey form.
Sample Employee HR Audit/Survey
Write a 3-4-page summary of the results of the survey with emphasis on the strengths and
development areas for your HR department. In addition, describe what matched your perceptions of
your HR department, and state two commonly used approaches for evaluating the effectiveness of
HR functions and which would work best in your company.
• Online Format: the instructor will specify the due date
RELATED STANDARDS
Written Assignments: All written assignments are required to use APA format. Include, as the first page of
each assignment, a title page that provides appropriate identifying information. You will find an example of a
title page in the APA Manual. If the requirements for an assignment indicate a minimum or maximum number of
pages, the title page, table of contents, if any, and list of references are not counted in the number of pages
submitted. The following are useful site for APA style.
http://owl.english.purdue.edu/owl/resource/560/01
http://www.regis.edu/library.asp?page=research.handouts
Regis University Page 4 of 12
COURSE ASSIGNMENTS AND ACTIVITIES:
Week 1: Human Resource Environment Human Resource Management (HRM) has been in a process of evolution for many years. HRM duties have advanced beyond traditional administrative functions, such as ensuring that employees were paid
and given benefits, to assisting at the highest levels of strategic planning in an organization. Changing
times and globalization of the business community have necessitated this evolution. HR departments
have gone from one person does it all to specialized functions. The world of employment is a legal
minefield that forces HRM professionals to be extremely cautious. Each legal issue comes with its own
pitfalls and special characteristics. It is important to understand the basic legal regulations within the
most important employment laws.
Week 2: Acquisition and Preparation of Human Resources This week examines human resource planning, recruitment, selection and placement. The fole of HRM is to develop and administer programs that assist the organization in planning for the future manpower
and skills needs.
Week 3: Assessment and Development of HR This week examines human resource performance management, employee development and employee separation and retention. Measuring and managing performance is a challenging enterprise. Deciding
which approach and which source of performance information are best depends on the job in question.
Having an appropriate performance management system can assist in employee development and
further to retention.
Week 4: Compensation of Human Resources As with most HR functions, the design of appropriate compensation packages and pay structures has both an organizational and a legal basis. Because the development of a compensation philosophy is
generally based on the current market, pay structure must be congruent with other organizations
performing similar functions outside of the organization. This is crucial if the organization is to obtain
and keep the best possible employees. Internally, pay structure must be viewed as fair and equal within
the organization. Employee morale issues caused by an unfair compensation philosophy can be
overwhelming. Legally, a compensation philosophy cannot use discriminatory factors in its
development and implementation. Federal and state laws are written specifically to address
discriminatory differences in pay structures.
It is the role of the HRM professional to assure that these issues are dealt with from an organizational
standpoint. Employees need to be aware of how compensation is determined, managers must be trained
in communicating the organization's compensation philosophy, and the overall philosophy of
compensation must be based on specific job descriptions and responsibilities.
In developing a compensation and benefits system, the HRM professional must take many factors into
account. If these factors are not considered, the compensation and benefits may not appropriately
reward the employee and will become, in some instances, a de-motivator.
Week 5: Special Topics in Human Resource Management Besides HR's role in the global community, HRM faces the challenge of defining and measuring its own effectiveness. HR--globally or locally--is continually held accountable and asked to justify its
Regis University Page 5 of 12
existence from a profit and loss standpoint. It is also expected to understand the business it serves. This
is and continues to be a great challenge to the HR professional.
The new roles HR must manage include:
• Measure HR return on investment (ROI).
• Demonstrate value-add through accountability measures.
Understand the organization's business issues.
• Define the steps in completing and calculating an ROI assessment.
• State the four major steps in changing HR to meet business demands.
• Clarify the HR development areas for professionals.
• Understand the interrelationship between Business Knowledge, HR Delivery, Strategic
Contribution, Personal Credibility, and HR Technology.
Syllabus11_28_12 Regis University Page 6 of 12
COURSE ASSIGNMENTS AND ACTIVITIES:
Week
Topics
Activities
Readings
Graded Assignments or Assessments and
Associated Points
1 Human Resource
Environment
Discussion:
• Introductions
• Course Overview
• Discuss various changes
in HRM in the 21st
Century.
Discuss the legal
environment and the
analysis and design of
work.
Text: Noe chapters 1-4 Be prepared to discuss
First Assignment: Write a 3-5-page summary of of the results
of the survey with emphasis on the strengths
and development areas for your HR
department. In addition, describe what
matched your perceptions of your HR
department and state two commonly used
approaches for evaluating the effectiveness
of HR functions and which would work best
in your company.
2 Acquisition and Preparation of Human
Resources
Discuss HR planning and recruitment, selection and
placement and training.
Noe, 5-7 be prepared to discuss
(1) Written Assignment 50 points: Write a
brief overview of each law about which
HR must be knowledgeable. State the
laws, then write a paragraph for each
law that is a synopsis of the law.
(2) Written Assignment 50 points: Write a
3-4 page paper on one of the following
topics:
(a) the various techniques used in
recruiting and selecting employees
for an organization, including
internal and external recruiting
processes.
(b) The process of onboarding to
include employee orientation.
(3) Share an article related to this week’s
topic to class to discuss
Syllabus11_28_12 Regis University Page 7 of 12
3 Assessment and Development of HRM
Discuss performance management, employee
development and
employee separation and
retention
Noe 8-10 Be prepared to discuss
Written Assignment 100 points: Respond to
one of the following questions and write a 3-5
page paper on the chosen question.
• Develop a personal career development
plan using the SMART criteria (Specific,
Measurable, Achievable, Realistic, Time bound).
• What is your company's plan for
employee retention? How effective is it? • Describe the process of mentoring. Does
your company sponsor a mentoring
program? How effective is it?
• Provide a review the current research on
employee retention and employee
engagement.
4 Compensation of Human Resources
Discuss the various compensation, pay
structures and benefits
platforms being used by
the organizations
represented in the class.
Discuss collective
bargaining and labor
relations.
Noe 11-14 Be prepared to discuss
Written Assignment 100 points: Select one of the following topics and write a 3-5 page
paper.
• Discuss the "equal pay for equal
work" concept and how it can be
applied.
• Discuss the concept of
"benchmarking" and how it is used in
determining a company's future pay
structure.
• Describe the characteristics of merit
pay plans, incentive pay plans and
profit sharing plans and indicate in
what business situation(s) each would
be most appropriate.
• Discuss a current collective
bargaining issue and how it impacts
the organization and its customers.
Syllabus11_28_12 Regis University Page 8 of 12
5 Special Topics in Human Resource
Management
Discuss Global HRM Final Projects
Student Review
Noe 15 – 16 Be prepared to discuss
Final Project (Due Week 5) 200 points Write a well-supported, 8-10-page paper, include an organizational chart as Appendix
A, for a total of 10-12 pages. The paper must
be in the APA format.
Topic: Based on what you have learned in
the course and about your current HR
department, discuss areas of human
resources impacting the business’ capablity
of carrying the business successfully into the
21st century. The paper will include all of
the following issues, the global business
environment, the strategic role of HR,
employee issues such as hiring, retention,
performance management, diversity, career
management, legal issues, benefits,
compensation, succession planning, and
return on investment. The paper needs to
integrate quality research to support your
reasoning.
Participation/Discussion/Attendance 500 pts
Total Course Points MAXIMUM POINTS OR PERCENT: 1000pts
Syllabus11_28_12 Regis University Page 9 of 12
COLLEGE FOR PROFESSIONAL STUDIES GRADING SCALE:
Grading Scale and Equivalent Points
Letter
Grade
Percentage Grade Point *Minimum Course
Equivalent Points
A 93 to 100 4.00 930 - 1000
A– 90 to less than 93 3.67 900 – 929
B+ 88 to less than 90 3.33 880 - 889
B 83 to less than 88 3.00 830- 879
B– 80 to less than 83 2.67 800 - 829
C+ 78 to less than 80 2.33 780 – 799
C 73 to less than 78 2.00 730 – 779
C– 70 to less than 73 1.67 700 – 729
D+ 68 to less than 70 1.33 680 – 699
D 63 to less than 68 1.00 630 – 679
D– 60 to less than 63 .67 600 – 629
F Less than 60 0 Less than 600
*See Maximum Points from Course Assignments and Activities Table.
Regis Universily S}ilabus11_28_12 Page 10 of12
Syllabus11_28_12 Regis University Page 11 of 12
COLLEGE BUSINESS and ECONOMICS POLICIES:
Attendance/Participation
Students in a five week class who are absent from the classroom one week or fail to participate in one week’s online class, may receive a
failing grade.
Students in an eight week class who are absent from more than one class or fail to participate in more than one week’s online class may receive
a failing grade.
LINKS:
You will be asked to enter a valid Regis University UserID and password to access the following policies.
Academic Integrity
https://in2.regis.edu/sites/spsdean/CPS%20Approved%20Policies%20and%20Procedures/Academic%20Integrity%20Policy%20and%20Board%20-
%20December%2020,%202010.pdf
Attendance Participation
https://in2.regis.edu/sites/spsdean/CPS%20Approved%20Policies%20and%20Procedures/CPS%20Syllabus%20Policies/Attendance%20Participation.pdf
Confidential Proprietary Information Policy
https://in2.regis.edu/sites/spsdean/CPS%20Approved%20Policies%20and%20Procedures/CPS%20Syllabus%20Policies/Confidential%20Proprietary%20Information%20Policy.pdf
Dayton Memorial Library
https://in2.regis.edu/sites/spsdean/CPS%20Approved%20Policies%20and%20Procedures/CPS%20Syllabus%20Policies/Dayton%20Memorial%20Library.pdf
Diversity
https://in2.regis.edu/sites/spsdean/CPS%20Approved%20Policies%20and%20Procedures/CPS%20Syllabus%20Policies/Diversity%20at%20RU.pdf
Equal Access and Disability Services
https://in2.regis.edu/sites/spsdean/CPS%20Approved%20Policies%20and%20Procedures/CPS%20Syllabus%20Policies/Equal%20Access_Disability%20Services.pdf
Human Subjects Review (IRB) http://www.regis.edu/regis.asp?sctn=ars&p1=agr&p2=irb
Inclement Weather and Class Cancellation
http://www.regis.edu/regis.asp?sctn=StuHandbook&p1=NavCampus&p2=Resc
Syllabus11_28_12 Regis University Page 12 of 12
Late or Incomplete Course Procedures https://in2.regis.edu/sites/spsdean/CPS%20Approved%20Policies%20and%20Procedures/CPS%20Syllabus%20Policies/Late%20Assignments_Assignment%20Revisions%20Polic
y%20CPS.pdf
Learner Conduct
https://in2.regis.edu/sites/spsdean/CPS%20Approved%20Policies%20and%20Procedures/CPS%20Syllabus%20Policies/Learner%20Conduct.pdf
Writing Assistance
https://in2.regis.edu/sites/spsdean/CPS%20Approved%20Policies%20and%20Procedures/CPS%20Syllabus%20Policies/Writing%20Assistance.pdf
OTHER INFORMATION: (Facilitator: these should be added by school)
NOTE TO LEARNERS: On occasion, the course facilitator may, at his or her discretion, alter the Learning Activities shown in this Syllabus.
The alteration of Learning Activities may not, in any way, change the Learner Outcomes or the grading scale for this course as contained in
this syllabus. Examples of circumstances that could justify alterations in Learning Activities could include number of learners in the course;
compelling current events; special facilitator experience or expertise; or unanticipated disruptions to class session schedule.
Recommended