Master Syllabus: MSM 66151

MSM 6615
Leadership and HRM Practices

Prerequisites

Graduate standing. Admission to the MSM degree program.

Description

This course addresses best practices, driving principles, and tactical concerns of human-resource management from the perspective of the hiring manager. The course reviews the functional areas of employment law, employee relations, staffing, compensation, performance management, training, strategy, and technology, to enable leaders to partner effectively with the HR staff in managing employees, crafting strategy, and demonstrating HR policy effectiveness.

Student Learning Outcomes

On completion of the course, the student should be able to:

  1. Link the external environment logically to HRM decisions, including economics, national culture, and both labor-intensive and capital-intensive conditions.
  2. Apply general strategic models to recruitment, selection, compensation management, the decision to outsource, and performing due diligence in mergers and acquisitions.
  3. Perform a simplified job analysis to design a job, adopt optimal selection and performance management criteria, and set baseline compensation, under different strategic scenarios.
  4. Apply major employment laws and affirmative-action principles to recruitment, selection, compensation management, performance management, and training.
  5. Explain work rules, including grievanceand progressive-discipline policies, and common collective-bargaining provisions.
  6. Explain how to recruit, measure ability with an understanding of reliability and validity, and select employees.
  7. Enumerate types of direct pay, mandatory benefits (state and federal), and discretionary benefits (including healthcare and retirement).
  8. Describehow different types of performance management apply to different work settings.
  9. Define training needs analysis and distinguish among the standard ways to train in skills, knowledge, and attitudinal competencies.
  10. Describe the common functional features of HR information systems.

Purpose

To provide an overview of, and practical familiarity with, the major functional areas of humanresourcemanagement, oriented toward strategic application and the needs of the hiring manager.MSM Leadership concentration required course.

Troy University Faculty Handbook(2010): Section 3.9.2.8 [extract] — essential elements of the syllabus (somewhat modified for space):

  1. Course title
  2. Course number + section
  3. Term
  4. Instructor
  5. Prerequisites
  6. Office hours
  7. Class days, times
/
  1. Classroom location
  2. Office location + e-mail address
  3. Office telephone
  4. Course description, objectives
  5. Text(s)
  6. Other materials
/
  1. Grading methods, criterion weights, make-up policy, mid-term grade reports
  2. Procedure, course requirements
/
  1. General supports (computer works, writing center)
  2. Daily assignments, holidays, add/drop & open dates, dead day, final exam
/
  1. ADA statement
  2. Electronic device statement
  3. Additional services, statements
  4. Absence policy
  5. Incomplete-work policy
/
  1. Cheating policy
  2. Specialization requirements (certification, licensure, teacher competencies)

Master Syllabus: MSM 66151

Approved Texts (look for recent editions)

Fisher, C. D., Schoenfeldt, L. F., & Shaw, J. B. (2006). Human resource management(6th ed.). Mason, OH: Cengage. 9780618527861.

French, W. L. (2007). Human resources management(6th ed.). Mason, OH: Cengage. 9780618507214.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P.(2010).Human resource management:Gaining a competitive advantage(7th ed.). Boston, MA: McGraw-Hill. 9780073530475.

Stewart, G. L., & Brown, K. G. (2009). Human resource management: Linking strategy to practice (1st ed.).New York, NY: Wiley. 9780471717515.

Supplements (look for recent editions)

Arthur, D. (2005). The complete human resources writing guide (1st ed.). New York, NY: AMACOM. 9780814473092.

Maidment, F. H. (2013). Annual editions: Human resources12/13(21st ed.). Boston, MA: McGraw-Hill. 9780073528717.

O’Reilly, C. A., & Pfeffer, J. (1995). Southwest Airlines: Using human resources for Competitive Advantage (A) [Case #HR1A]. Cambridge, MA: HarvardBusinessSchool.

O’Reilly, C. A., & Wang, I (2002). Transforming human resources at Novartis: The human resources information system (HRIS) [Case #HR22]. Cambridge, MA: HarvardBusinessSchool.

Smith, S., & Mazin, R. (2011). The HR answer book: An indispensable guide for managers and human resources professionals (2nd ed.). New York, NY: AMACOM. 9780814417171.

York, K. M. (2009).Applied human resource management: Strategic issues and experiential exercises(1st ed.). Thousand Oaks, CA: Sage. 9781412954914.