San José State University Department of Psychology Psychology 271: Applied Psychology of Human Resources Spring Altovise Rogers, PhD

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1 San José State University Department of Psychology Psychology 271: Applied Psychology of Human Resources Spring 2013 Instructor: Altovise Rogers, PhD Office Location: Dudley Moorehead Hall (DMH) 312 Telephone: (408) Office Hours: Class Days/Time: Mondays 10:45 11:30 a.m. Tuesdays 11:00 11:30 a.m. M & W, 4:30 5:45 p.m. Classroom: DMH 308 Course Description This graduate seminar is designed to provide understanding of the theoretical and practical significance of I/O psychology for human resource management within organizations. This course will cover topics traditionally associated with Personnel Psychology or the I side of the I/O Psychology divide. The course will focus on how the science of psychology can contribute to efficient decision making regarding human capital in various work settings. Students are encouraged to attain a thorough grasp of the content domain of this area of I/O Psychology through examinations of extant and needed research, problems, and current trends. The use of readings, lectures and applied assignments throughout the semester should assist students in building insight into the complexities facing researchers and practitioners within personnel psychology. Topics that will be discussed are included, but not limited to: job analysis, personnel selection, recruiting, reliability and validity, and employment law. We will discuss the criterion problem and the various measures of job performance in the real world, and how the scientific community views these issues. Required Texts/Readings 1. Gatewood, R. D., Feild, H. S., & Barrick, M. (2011). Human Resource Selection (7 th Ed.). Mason, OH: South-Western. 2. Assorted trade magazine articles and journal articles Applied Psyc HR -- Psyc 271 Spring 2013 Page 1 of 9

2 Course Format My personal philosophy is that graduate seminars should involve the development of professionally critical skills such as organizing and analyzing information and applying the knowledge central to the field in a real-world context. Thus, I designed the course to ensure maximal learning through a provision of a diversity of learning modalities. A combination of lectures, class discussions, and applied team projects will be provided in the course this semester. Essentially, the first class of each week will consist of primarily a lecture, although for some weeks there will be some exceptions. The second class of that week will comprise class discussion of assigned articles. Learning Outcomes Course Learning Outcomes (CLOs) Upon successful completion of this course, students will be able to: CLO1: Identify the key concepts and theories central to the personnel psychology field CLO2: Create and evaluate effective staffing and appraisal systems. CLO3: Understand the strategic role of HR within companies. CLO4: Describe the legal challenges of enacting evidence-based selection practices in companies. Program Learning Outcomes (PLO) Upon successful completion of the psychology major requirements: PLO1: for each student to acquire knowledge in key content areas in I/O psychology, such as leadership, culture and climate, personnel selection, stress, ethical and legal issues, personnel selection, performance appraisal, organizational development, training, and work motivation. Definition of a Credit Hour Success in this course is based on the expectation that students will spend, for each unit of credit, a minimum of forty-five hours over the length of the course (normally 3 hours per unit per week with 1 of the hours used for lecture) for instruction or preparation/studying or course related activities including but not limited to internships, labs, clinical practica. Other course structures will have equivalent workload expectations as described in the syllabus. The credit hour is defined as "the amount of work represented in intended learning outcomes and verified by evidence of student achievement that is an institutionally established equivalency that reasonably approximates not less than: 1) one hour of classroom or direct faculty instruction and a minimum of two hours of out-ofclass student work each week for approximately fifteen weeks for one semester..." 2) a credit hour is assumed to be a 50-minute (not 60-minute) period. Applied Psyc HR -- Psyc 271 Spring 2013 Page 2 of 9

3 Assignments and Grading Policy Exam To assess your grasp of some of the basic concepts presented in the course, two examinations in class will be given towards the middle of the semester. Each exam will comprise multiple choice and essay items. Make-up Exams No make-up exams will be given except in the case of extreme circumstances such as serious illness or accident or death in the family. Written proof from a physician will be required. Further documentation may be requested. To qualify for a make-up exam, I must be notified either prior to the exam (highly preferable) or within 24 hours of the scheduled test. Homework In addition to ongoing class participation, there will be homework assignments requesting your opinion or information about how you view various controversies, methods, findings or events. Homeworks should not exceed one-page in length. Discussion Participation As this is a graduate seminar, active and ongoing participation during class is absolutely vital. I expect all students will have done the reading and will be willing and prepared to discuss their thoughts and feelings. Discussion Facilitators For each week, after the lecture, there will be class discussion of assigned trade editorial and empirical articles regarding the concepts and theories central to course. To ensure that we have a vibrant class discussion in which everyone has the opportunity to participate, everyone will be required to submit two questions, comments or criticisms (10-20 words in length) to the Canvas discussion board and at least six responses to others comments or questions (7-10 words in length). Discussion board questions/comments and responses need to be submitted by 9pm on the day preceding the day of class, in order for the facilitator to have sufficient time to prepare for the upcoming class. The blog will be open for posting comments every Thursday. Facilitators are expected to take at least two questions or issue from online boards to discuss class. 1. Facilitators are expected to address at least two questions/criticisms from messaging boards and to be proactive in shaping the class discussion and ensuring all voices and perspectives are included Classroom Protocol Attendance is expected and is critical for success in this course. Additionally, you are paying to attend this class, and chances that you get your money s worth are a lot better if you come to class regularly. It is vital that you complete all scheduled readings and assignments before each class. Do not talk, read, or eat during class. Please arrive to class on time and stay the entire time. Applied Psyc HR -- Psyc 271 Spring 2013 Page 3 of 9

4 Electronics Policy Do not use cell phones, foreign language dictionaries, laptop computers, headphones, or any other electronic device during exams. Turn off all pagers, cell phones, headphones, etc. before class, unless in-class exercises require usage of cellphones. Electronics and Recording of Class Sessions Policy According to university policy, common courtesy and professional behavior dictates that you notify someone when you are recording him/her. You must obtain the instructor s permission to make audio or video recordings in this class. This permission allows the recordings to be used for your private, study purposes only. The recordings are the intellectual property of the instructor; you have not been given any rights to reproduce or distribute the material. To receive permission for recording the class, I would prefer if students would contact me in person during class or during office hours with their request. Please be aware that in classes where active participation of students or guests may be on the recording, permission of those students or guests should be obtained as well. Course material developed by the instructor is the intellectual property of the instructor and cannot be shared publicly without his/her approval. You may not publicly share or upload instructor-generated material for this course such as exam questions, lecture notes, or homework solutions without instructor consent." Dropping and Adding Students are responsible for understanding the policies and procedures about add/drops, academic renewal, etc. Information regarding deadlines for add/drops are available at Students should be aware of the current deadlines and penalties for adding and dropping classes. Team Projects To deepen your experiential learning process in the course, you will be asked, with a group, to work on one to three team tasks. Whether they are the conducting of job analyses or the analyses of selection validation data, these are collaborative efforts to apply content learned in course within a real-world frame. Dropping and Adding Students are responsible for understanding the policies and procedures about add/drops, academic renewal, etc. Information regarding deadlines for add/drops are available at Students should be aware of the current deadlines and penalties for adding and dropping classes. Grading Your course grade is determined by the total number of points you accumulate for: Applied Psyc HR -- Psyc 271 Spring 2013 Page 4 of 9

5 Assignments Percentage of Total Grade Exams 40% Homeworks 10% Online Participation 10% Class Participation 10% Team Projects 30% Total 100% University Policies Academic Integrity Students should read and understand the University s Academic Integrity policy, available at Your own commitment to learning, as evidenced by your enrollment at San Jose State University and the University s integrity policy, require you to be honest in all your academic course work. Faculty members are required to report all infractions to the office of Student Conduct and Ethical Development. Instances of academic dishonesty will not be tolerated. Cheating on exams or plagiarism (presenting the work of another as your own, or the use of another person s ideas without giving proper credit) will result in a failing grade and sanctions by the University. Campus Policy in Compliance with the American Disabilities Act If you need course adaptations or accommodations because of a disability, or if you need to make special arrangements in case the building must be evacuated, please make an appointment with me as soon as possible, or see me during office hours. Presidential Directive requires that students with disabilities requesting accommodations must register with the DRC (Disability Resource Center) to establish a record of their disability. **Note. Th Applied Psyc HR -- Psyc 271 Spring 2013 Page 5 of 9

6 Note. The instructor reserves the right to alter the course schedule at her discretion. This course will follow this schedule to the fullest extent possible. The timing and specific nature of topics and activities may change. You are responsible for being informed of any changes made to the class syllabus. **Note. RR means special round robin discussions will occur for this set of articles DATE TOPIC Ch Day Jan 23 Class Overview -- W Jan 28 Jan 30 HR Management HR Management -- M -- W Feb 4 Feb 6 Feb 11 Feb 13 Overview of Selection and Recruitment (RR)Recruitment Job Analysis (RR) Job Analysis 1, 3 M 1, 3 W 7 M 7 W Feb 18 Feb 20 Performance Criteria and Performance Appraisals Performance Criteria and Performance Appraisals 15 M 15 W Feb 25 Exam Review 4 M Feb 27 EXAM 1 -- W Validity and Reliability Mar 4 5 M Applied Psyc HR -- Psyc 271 Spring 2013 Page 6 of 9

7 Mar 6 Mar 11 Mar 13 Mar 18 Mar 20 Validity and Reliability Legal issues: Introduction and overview Legal issues: Introduction and overview Selection Decision Making Pre-employment testing: Background checking, genetic testing and ethics in I/O 5 W 6 M 8 W 2 M 2 W Mar 25 Spring Recess M Mar 27 Spring Recess W April 1 Ability Tests 11 M April 3 Ability Tests 11 W April 8 Personality Tests 12 M April 10 Personality Tests 12 W April 15 The Interview 14 M April 17 Exam Review -- W April 22 EXAM 2 M April 24 Selection: Assessment centers 13 W April 29 (RR) Selection: Assessment centers 9, 10 M May 1 Integrity and drug testing 9, 10 W May 6 (RR) Integrity and drug testing M Applied Psyc HR -- Psyc 271 Spring 2013 Page 7 of 9

8 May 8 May 13 (Last Day) Application blanks, biodata Application blanks, biodata 9 W 9 M Applied Psyc HR -- Psyc 271 Spring 2013 Page 8 of 9

9 Applied Psyc HR -- Psyc 271 Spring 2013 Page 9 of 9

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