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MGMT. 3143 -- HUMAN RESOURCE MANAGEMENT

FALL, 2006

INSTRUCTOR:Dr. Kim HesterOFFICE HOURS:

OFFICE:BU 402CTues/Thur 10:00 – 11:00 a.m.

PHONE:680-8071Tuesday 1:45 – 5:45 p.m.

E-Mail:Tuesday9:20 - 10:20 p.m.

COURSE DESCRIPTION: This course is designed to provide the student with a basic understanding of human resource activities in various types of organizations in the global marketplace. In this course, we will examine in-depth issues relating to labor economics, labor law, recruiting, careers, selection and placement, and union-management relations. We will also examine other issues, such as the impact of diversity and ethics on traditional HR practices and policies. Students will gain knowledge and understanding of the decision-making practices utilized by human resource professionals.

COURSE OBJECTIVES:

Teaching Objectives:

  1. To provide a theoretical and practical understanding of HR management in both public and private sector organizations.

2. To provide information on recruitment, selection, management development,

and utilization of HR by organizations.

3. To provide a framework in HR management that will serve as preparation for

students interested in pursuing advanced courses in the HR field.

4. To assist each student in developing an integrated personal philosophy of HR management by encouraging the study and integration of various ideas and concepts from different areas of the management literature.

PREREQUISITES: You must have completed 54 semester hours prior to this semester.

Failure to comply with this prerequisite will cause you to not receive credit for the course.

REQUIRED TEXT: L.R. Gomez-Mejia, D.B. Balkin, & R.L. Cardy, Managing Human Resources (5th Edition), Prentice-Hall, 2006.

Ability Area Objectives:

1. Communications:

A. Written: You will be required to demonstrate your ability to write two or

more paragraphs that flow together with appropriate transition terms. These are

LEVEL 3 writing requirements and will be conducted at least four times during

the semester. These requirements may be evaluated in class, as homework, in

projects, or as part of examinations.

B. Oral: You will be required to demonstrate your ability to speak clearly using

appropriate grammar by defending your position, or comparing two or more solutions, or explaining an issue. These are LEVEL 2 speaking requirements and may be combined all or in part with paragraph 1A above.

C. Interpersonal/Leadership Skills: You are expected to present a positive

attitude by meeting your responsibilities to your class. These would include

meeting class deadlines, being punctual, attending class, and providing leadership

and support to your class colleagues when completing assigned projects. These

are LEVEL 2 minimum skills and may be combined with paragraph 1A and 1B

above.

2. Problem-Solving (Opportunity Development) and Decision-Making: You

will be required to demonstrate your ability to recognize both HR problems and

management opportunities. This may require you to both define what the problem/opportunity is, or perhaps what the problem/opportunity is not. These are LEVEL 2 minimum requirements and may be combined with paragraph 1A, 1B, and 1C above.

  1. Multi-Media and Technology: You will be required to demonstrate your

ability to use basic technology to include such resources as the online library catalog; internet browser and search engines; data presentation techniques to include hard copy and word processing output. These are LEVEL 2 minimum requirements and may be combined with paragraph 1A, 1B, 1C and 2 above.

  1. Ethics: You will be required to demonstrate your ability to recognize ethical

considerations for HR and management situations. This may require you to both define the ethical issues, and also make decisions taking these ethical considerations into account. These are LEVEL 2 minimum requirements and may be combined with paragraph 1A, 1B, 1C, 2, and 3 above.

CONDUCT OF THE COURSE:

Attendance: Students are expected to be in class every scheduled class period. Any class activities that contribute to the course grade cannot be made up if missed. Homework that is turned in late will not be accepted – no exceptions! In addition, we will at times throughout the semester be viewing films and conducting class exercises for which you will also be held accountable, and these exercises may include pop quizzes, etc.

Disability: If you have a learning disability or physical disability that may affect

your performance in the classroom, please contact the DisabilitiesCenter on

the main ASU campus.

Cheating: Each student is expected to work independently on all exams and

assignments. Each student is obligated to neither participate in, nor condone,

any dishonest activity. Cheating includes but is not restricted to, both giving

and receiving assistance. Any dishonest activity discovered by the instructor

will result, at a minimum, of a grade of zero for that exam or assignment. Further

disciplinary action may be taken by the university administration.

Tests 4 - 100 point exams (400 points total)

Group HR Interview Project Presentation - 100 points

Cases – 100 points

Grading:

  1. No makeup exams will be given for any students that miss a regularly-scheduled exam. If a student misses an exam for any reason, then that student will take a comprehensive final exam during the regularly-scheduled final exam period. The comprehensive exam will count as both the final exam grade and also the grade for the exam(s) missed.
  1. In order to receive any credit for the group HR interview project, the

student must be present for the actual interview and actively participate

in the group presentation. In addition, all cases and assignments must be

typewritten in order to receive any credit, and no credit will be given for

late assignments. NO EXCEPTIONS TO THE ABOVE RULES WILL

BE MADE – SO DON’T EVEN ASK!

There is always the possibility that other class activities may contribute to the

course grade. These activities may occur at any time during the course of the

semester -- another important reason to attend class.

Grades will be assigned based on your averages of all tests and ability area

requirements according to the following scale:

90% - 100% = A

80% - 89% = B

70% - 79% = C

60% - 69% = D

0% - 59% = F

HUMAN RESOURCE MANAGEMENT

COURSE OUTLINE – FALL, 2006

CHAPTHOURS PER TOPICTOPIC CONTENT

13Provides an overview and identifies the

of emerging challenges in the strategic management of human resources. Addresses the respective roles of and necessary collaboration between managers and the HR professional and department.

2 - 48Considers the contexts in which HRM takes

place. Discusses how companies can organize its business and its human resources to achieve organizational objectives; addresses the legal challenges and constraints facing organizations; and explores the challenges of effectively managing an increasingly diverse workforce.

5 & 65Presents staffing issues and considers how

organizations can effectively recruit, select, socialize, and phase out employees. Focus is placed on current HR tools and methods used to accomplish these organizational objectives.

7 – 99Addresses the development of an human

resources by focusing on the manager as

both a judge and coach; presents training as

an ongoing process and a critical part of the

maintaining of HR effectiveness; identifies

the roles of both the employee and the organization in the career development process.

10 - 1210Examines major compensation issues, such

as the choices managers face when

designing compensation systems; the

challenges of tying employees’

pay to their performance; and the significance of employee benefits programs and how managers are containing costs in this area.

13 - 1711Examines the governance of the workplace

and the employer-employee relationship.

Explores ways in which managers and the HR department can improve the quality and

tenor of their relationships; examines the

challenge of balancing the rights of both

employees and the employer; examines why

employees might seek to be represented by

unions; discusses workplace safety and

health issues, along with regulations that

govern the workplace; and finally, focusing

on how firms can meet global HR hallenges.

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MGMT. 3143 HR MANAGER INTERVIEW PROJECT:

These guidelines are to assist you in preparing for both the HR manager interview and in your group presentation. However, these are only minimal guidelines – you must decide what you feel should be included in your presentation as important and will enhance your learning! In addition, you must use appropriate visual aids, etc. in your presentation – in other words, make it professional!!

The HR manager interview group presentation should at the minimum address the following parts:

1. Introduction -- Includes the name of the interviewee, job title, name of organization, etc.

2. Organization brief -- Includes types of products/services of the firm, number of employees, locations of plants/offices, and other general information about the parent organization, structure, etc.

3. Job Responsibilities -- Includes the major job duties of the HR manager, number of employees supervised, and personal management philosophy.

4. Interrelationships with Other Areas/Departments Within the Organization -- Include where the HR manager fits within the organizational chart, philosophy of the organization about HR, etc.

  1. Experience/Educational Background -- Includes years/types of work

experiences held by the HR manager, training, professional associations/memberships, personal hobbies and career plans, etc.

In addition, make sure that you follow up with the thank-you letter within a week of the interview! (You don’t have to include this in your group presentation, but give copy to your instructor.)

Remember three main points:

  1. The focus of this project is in learning more about what HR managers do in their jobs and careers. While company information is pertinent and important in the learning process, the focus should be on the HR manager and their job!
  1. The HR manager is doing you a great favor, so make sure that your interview

questions are well-prepared in advance. You should project a professional image, so dress and act accordingly (be on time, follow-up on telephone messages, etc.)

  1. In order to receive any credit for the group HR interview project, the student must be

present for the actual interview and actively participate in the group presentation.