Regis University Syllabus11_28_12 Page 1 of 12

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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.

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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

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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

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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

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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.

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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

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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.

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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

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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.

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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

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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.