Human Resources Management MGT-170 Block 2 Fall 2015 Linn Regional Room 408

Transcription

1 Instructor: Instructor Information: Human Resources Management MGT-170 Block 2 Fall 2015 Linn Regional Room 408 Mike Stutzman Office Hours By student request michael.stutzman@rockwellcollins.com Section Number: WEDNESDAYS: 10/7; 10/14; 10/21; 10/28; 11/4 Credit hours: 3 Course description: Prerequisites: Course Materials Needed: The purpose of this course is to learn the concepts, strategies, and laws applicable to the Human Resource management field. Human Resources encompasses all aspects of an organization and its objectives and all managers are involved in Human Resources functions. The areas covered include Equal Employment Opportunity, Job Analysis, Human Resource Planning, Management and Organizational Development, Performance Appraisals, Organizational Rewards, Employee Relations and Employee Safety and Health. None REQUIRED MATERIALS: Human Resources Management; Mathis and Jackson 14 th Edition; South-Western ISBN Microsoft Office: Students will need to have access to the following Microsoft Office products: Word, Excel, and PowerPoint Learning Outcomes, Objectives, and Course Competencies: Understand the sub-areas of Human Resource Management as they apply to the workplace Conceptualize Equal Employment Opportunity/Diversity by examining the legal environment. Compare and contrast important Federal laws, court decisions and executive orders. Apply EEO and diversity to the workplace. Describe the theory and practical importance of job design and planning techniques in the HRM process. Illustrate the use of good HRM recruitment, selection and orientation techniques. Select career development options designed to enhance employee effectiveness. Evaluate the different types of organizational rewards systems. Understand unions organizing and collective bargaining issues. Evaluate the disciplinary process and related employee relations.

2 Describe safety and health programs that are in compliance with OSHA and take into account the total workplace environment. Assessment of Student Learning: Late Work/Make-up Test Policy: Tests (Four) 100pts apiece: 400 points Case Assignments (Four) 25pts apiece: 100 points Research Paper 9 Page: 250 points Class Participation: 80 points Oral Presentation of Final Papers: 20 Points Assignments: 4 No late assignments will be accepted unless prior approval has been obtained from the instructor, and then there will be penalties for lateness. No make-up exams will be administered without the prior approval of the instructor. Students are to be fully prepared for each class. All exams will be given online. More details to be discussed in class. Class Attendance Policy and College Sponsored Activities: As stated in the Student handbook: In compliance with Public Law , Kirkwood Community College makes a wide variety of general institutional information available to students. For additional information, go to: Productive Classroom Learning Environment: Student Notification Requirements: 10-week In accordance with Advance policy, anyone who misses more than 2 class periods for a 10-week course (or a total of 6 hours) will be asked to withdraw from the class. Arriving late/leaving early will count towards the 6 hours. 5-week In accordance with Advance policy, anyone who misses more than 1 class period for a 5-week course (or a total of 4 hours) will be asked to withdraw from the class. Arriving late/leaving early will count towards the 4 hours. We believe that the best learning takes place in an environment where faculty and students exhibit trust and mutual respect. In a productive learning environment, faculty and students work cooperatively, recognize and respect differences, model the values of character and citizenship, and become lifelong learners. Plagiarism Policy: See Student Policies: Academic and Enrollment Policies Campus Closings: See Student Policies: General Policies and Student Rights

3 Learning Environment Expectations: Students engaging in any behavior that disrupts the learning environment for the other students will be given notice of that behavior. If a second notice has to be given the student will be asked to leave the workshop and not allowed to return that evening. The student will be allowed to return for the next workshop but will be dismissed immediately if similar behavior is again exhibited. Disruptive behavior includes any behavior that causes discomfort for the other students or the professor. Because of the accelerated in-class time, a significant amount of work is to be performed outside the classroom. Between hours of study time should be performed outside the class per week. WORKSHOP I ASSIGNMENTS Chapter 1 Human Resources Management in Organizations Chapter 2 Strategic HR Management and Planning Chapter 3 Equal Employment Opportunity Assignment 2a: Summarize Federal EEO Laws Assessment 2c: Assessment of EEO Concepts CHAPTER 1 OBJECTIVES: A. Define human resource management and list the functions. B. Describe the relationship between line management and the human resource management department. C. Identify strategic challenges facing human resource management. D. Describe how human resource management helps improve productivity. Define a human resource information system and list the primary functional applications. CHAPTER 2 OBJECTIVES: A. Define equal employment opportunity B. Describe the intent of the following acts: Equal Pay Act Title VII of the Civil Rights Act Age Discrimination in Employment Act Rehabilitation Act Vietnam-Era Veterans Readjustment Assistance Act Pregnancy Discrimination Act Immigration Reform and Control Act Americans with Disabilities Act Older Workers Benefit Protect Act Civil Rights Act Family & Medical Leave Act

4 CHAPTER 3 OBJECTIVES: A. Describe the components of an affirmative action plan. B. Define bona fide occupational qualifications (BFOQ). C. Explain what is meant by business necessity in regard to EEO. D. Define sexual harassment and create a plan that HR needs to implement to combat sexual harassment. E. Describe comparable worth theory. LEARNING OBJECTIVES: BOOK CASE CHAPTER 1 Answer the discussion questions on page 33 of Chapter 1. Remember to back up your points with material and concepts you learned from the text. (worth 25 points minimum 2-pages) WORKSHOP II ASSIGNMENTS: Chapter 4 Chapter 5 Chapter 6 Chapter 7 Quiz #1 Workers, Jobs, and Job Analysis Human Resources Planning and Retention Recruiting and Labor Markets Selecting Human Resources CHAPTER 4 OBJECTIVES: A. Explain the difference between Job Analysis and Job Design B. Distinguish among a position, a job, and an occupation C. Describe several common uses of a job analysis D. Define Job Description and Job Specification E. Describe four frequently used methods of job analysis F. Interpret the following terms in relation to Americans with Disabilities Act: - Essential Job Function - Reasonable Accommodation G. Identify several problems frequently associated with job analysis H. Define job scope and job depth and explain their relationship to job design CHAPTER 5 OBJECTIVES: A. Define Human Resource Planning and compare Human Resource Planning B. Identify the steps in the HRP process C. Discuss the purpose of a skills inventory D. List common pitfalls in HRP

5 CHAPTER 6 OBJECTIVES: A. Define recruitment and its relationship to job analysis and Human Resource Planning. B. Compare and contrast advantages and disadvantages of using internal methods of recruitment compared with external methods. C. Define realistic job previews and explain their importance. CHAPTER 7 OBJECTIVES: A. Outline the steps in the selection process. B. Distinguish between different types of tests aptitude, psychomotor, job knowledge, proficiency, interest, and personality. C. Distinguish between test validity and reliability D. Define adverse (disparate) impact. E. Describe structured and unstructured interviews. LEARNING OBJECTIVES: BOOK CASE CHAPTER 4 Answer the discussion questions on page 140 of Chapter 4. Remember to back up your points with material and concepts you learned from the text. (worth 25 points minimum of 2-pages) WORKSHOP III ASSIGNMENTS: Chapter 8 Training Human Resources Chapter 9 Talent Management Chapter 10 Performance Management and Appraisal. Assignment 4a: Calculate Employee Turnover (using Excel) Quiz #2 CHAPTER 8 OBJECTIVES: A. Define orientation including topics included in a typical orientation program. B. Distinguish between training and learning C. Describe needs assessment as it relates to training D. Outline principles of learning E. Describe ways training is evaluated CHAPTER 9 OBJECTIVES: A. Define Management Development B. Describe management inventories and management succession plans C. Distinguish between management development methods such as Inbasket, Programmed or Computer Assisted Instruction, Business Games and Assessment Centers

6 D. Describe organizational development CHAPTER 10 OBJECTIVES: A. Define Career Development and summarize its major objectives. B. Describe the steps involved in implementing a career development program. C. List the myths held by both employees and managers D. Distinguish between career pathing and a career plateau. E. Describe ways the organization can help dual-career couples F. Define Outplacement LEARNING OBJECTIVES: BOOK CASE CHAPTER 8 Answer the discussion questions on page 280 of Chapter 8. Remember to back up your points with material and concepts you learned from the text. (worth 25 points minimum of 2-pages) WORKSHOP IV ASSIGNMENTS: Chapter 11 Chapter 12 Chapter 13 Quiz #3 Total Rewards and Compensation Incentive Plans and Executive Compensation Managing Employee Benefits CHAPTER 11 OBJECTIVES: A. Define Performance Appraisal? B. Distinguish between Performance Appraisal methods such as critical incidents, graphic rating scales, checklists and 360 o feedback. C. Outline preparation and guidelines needed for the appraisal interview. CHAPTER 12 OBJECTIVES: A. Define organizational rewards and distinguish between intrinsic and extrinsic rewards. B. List pre-conditions for implementing a pay-for-performance program. C. Define job satisfaction and summarize the satisfaction-performance relationship. D. Outline government regulation that relates to rewards. E. Describe the equity theory of motivation and how it relates to rewards. F. Distinguish between internal, external, individual and organizational equity.

7 CHAPTER 13 OBJECTIVES: A. Define job evaluation and list the four conventional methods of job evaluation B. Describe wage surveys and how they might be conducted C. Distinguish between conventional base pay systems, skill-based pay systems, and broadbanding LEARNING OBJECTIVES: BOOK CASE CHAPTER 11 Answer the discussion questions on page 390 of Chapter 11. Remember to back up your points with material and concepts you learned from the text. (worth 25 points minimum of 2-pages) WORKSHOP V 1.) Hand in all written assignments. 2.) Each student will discuss highlights of her/his research paper. CHAPTER 16 DISCUSSION QUESTIONS: A. Why did legislation take a pro-union turn in the 1930 s? B. Discussion your opinion concerning the following statement: Management should always fight hard to keep unions out of their organization. C. Do you think that white-collar employees should join unions? CHAPTER 16 DISCUSSION QUESTIONS: A. Unions make it almost impossible to discipline employees. Why do you agree or disagree with this statement. B. If you were starting your own company, what type of grievance procedure would you establish for your employees Academic Accommodations: Students with specific academic and/or classroom needs may request individualized accommodations. Students wishing to request accommodations should complete an Accommodation Request Form which is available at the Learning Services office, 2063 Cedar Hall, or online at Students will be asked to provide documentation supporting their request. An accommodation plan must be completed and given to instructors before academic accommodations will be provided.

8 Grading Scale: B+ 88% C+ 78% D+ 68% A 93% B 82% C 72% D 62% F 59% A- 90% B- 80% C- 70% D- 60% Drop Date: Refund Policy Change For Accelerated Classes: 100% Refund 24 hours prior to 1 st class 50% Refund Day of 1 st class (until midnight) No Refund After 1 st day of class Accelerated students are not deregistered from classes for nonpayment so unless YOU withdraw from the class, you will be financially responsible to pay for the class. LAST DAY TO WITHDRAW: Prior to the start of the 4th class for 5 week course. Prior to the start of the 8th class for 10 week course. The last date to drop this class for this term is 10/28/15. Student Notification Requirements Final Exam Information: Emergency Information: 10-week In accordance with Advance policy, anyone who misses more than 2 class periods for a 10-week course (or a total of 6 hours) will be asked to withdraw from the class. Arriving late/leaving early will count towards the 6 hours. 5-week In accordance with Advance policy, anyone who misses more than 1 class period for a 5-week course (or a total of 4 hours) will be asked to withdraw from the class. Arriving late/leaving early will count towards the 4 hours. The final exam for this class is scheduled on N/A See Facilities: Emergency/Crisis Information [If desired, list emergency phone numbers, department office locations, etc.]