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| General Information | Textbook | Course Description | Eductional Objectives |
| Course Requirements | Grade Determination | Schedule | Interest Paper |
I. GENERAL INFORMATION
A. Class meets.: Monday, Tuesday, and Thursday 9 AM to 12.10 PM Room SS 111II. TEXTBOOK- Required
B. Office phone: 410-455-2175
C. E mail: firstname.lastname@example.org
D. Office Hours: by appointment -Room 809 Admin...
Human Resource Management, Fisher, Schoenfeldt, Shaw - Houghton Mifflin Co. publishers, (Fourth Edition)III. COURSE DESCRIPTION
This is a comprehensive introduction to the theory and practice of Human Resource Management as a profession. Junior Standing or higher is a pre-requisite.IV. EDUCATIONAL OBJECTIVES
A. Acquire a knowledge of the theoretical bases, an understanding of the practical applications and the ability to identify and utilize resource materials important in the profession of Human Resource ManagementV. COURSE REQUIREMENTS
B. Develop an understanding of pertinent federal and state laws, Executive Orders, Supreme Court and administrative agency decisions, and their impact on Human Resource Management.
A. Junior standing or permission of instructor.VI. GRADE DETERMINATION
B. Read and understand the textbook.
C. Regular attendance and active participation in class discussions and activities.
D. In consideration of the condensed scheduling in the Winter session there will be no formal midterm or final exams
E. One interest report (approximately 5 typewritten pages, double spaced) lus a 5 minute oral summary to be presented in class
F. Quizzes and/or case studies based on assigned reading and classroom discussions.
G. All written work must by typed (computer or typewriter), double spaced, on white paper, using normal (approximately 12 pt.) font.
A. Interest Paper .......................................................50%VII. SCHEDULE
B. Quizzes, cases studies, and class participation ........50%
C. English counts in all oral and written presentations, and is a consideration in grading .
A. There are only twelve (12) sessions of three hours each this January semester. We will cover all the material in the text as rapidly as possible. This means that you MUST read ahead at the rate of approximately 200 pages a week, but accelerated during the first two weeks. .VIII. INTEREST PAPER
B. Class discussions will be on material related to the text, in the same order as the text. (This text is current and a valuable resource).
C. Interest paper presentations will be scheduled beginning Monday, January 10th .
A. Intensively research a topic in the field of Human Resource Management that is of particular interest to you. Prepare a paper of approximately three to six pages, 12 point type , double spaced, which discusses the topic of your choice. Present a point of view, developed from your reading and analysis of material IN ADDITION TO THE TEXT BOOK MATERIAL. Present a five minute (approximate) oral report to the class on the results of your research. This project is in lieu of a final and midterm exam.INTEREST PAPER TOPIC SUGGESTIONS
B. Interest Paper subjects MUST have prior approval to avoid duplication. Duplicate presentations will not be permitted.
YOU ARE NOT LIMITED BY THIS LIST. Use your own experience, references at the end of each chapter in the text, the subject index at the end of your text, professional journals, newspapers and magazines, or interests developed in other management courses. It is important that you work on material that you find exciting.
I. The Civil Rights Act of 1991
Do not feel limited by this list.A. implications for human resource managersII. Americans With Disabilities Act, 1990
B. new cases resulting therefromA. Ref: West Publishing Co. Update, Vol 1 No. 2 October 1991 - Personnel/HR Management; ADA Regulations Released by EEOCIII. Human Resource Information Systems
B. Ref: HR News, April 1992, ADA Special SupplementA. Investigate one system, and describeIV. Dealing with Unions in the last decade of the 20th century
B. Describe a system known to you from work-place or other experience
V. Performance Appraisal SystemsA. Use references and specific examples..VI. Turnover - Causes, Costs, Problems, Solutions
VII. The Employment Interview and DiscriminationA. Combine theory and practice. Use specifics.VIII. Ageism and Human Resource ManagementA. Age Discrimination Act of 1990IX. Employee Assistance Programs
B. Maturing of the "Baby Boomer" generation and implications to employmentA. Have you experience with a specific program?X. Substance AbuseA. Legal considerations in the workplace.XI. Family Considerations in Recruitment and Retention
B. Health and safety considerations
C. Privacy considerations
D. Employment considerationsA. Family Medical Leave ActXII. Downsizing - Exit Interviews - Layoffs - Out placement
XIII. Occupational Safety and Health ActA. Legal requirements for complianceXIV. Grievance Procedures, Union vs. Non-Union Environment
B. Ref: Maryland State Department of Labor
C. Ref: Personnel Journal, HR Magazine
XV. Religious Discrimination and Accommodation
XVI. Ergonomics - the physical work environment and its effect on roductivity
XVII. Reference ChecksA. legal and ethical implications and constraintsXVIII. Flexible Work Schedules
B. value in selection
C. theory vs. practiceA. Describe optionsXIX. Unemployment Compensation, Cost Management
B. Cite case studies, or articles summarizing results of case studies
C. Discuss theory vs. practice and experiences
XX. The "Glass Ceiling"
XXI. Worker's CompensationA. Employer responsibilitiesXXII. Organization Development and the role of P/HRM
B. Employee responsibilities
C. Cost management
D. Insurance options and costs
XXIII. Employee Selection, theory and practiceA. Employment Tests and ValidationXXIV. Employer's Role in Child Care and/or Elder Care
B. The interview, theory and practice
XXV. Job Analysis As a Tool in Human Resource Management
XXVI. Hay Guide Chart - Profile Method of Job Evaluation
XXVII. Employee Handbooks and Training ImplicationsA. Use examplesXXVIII. Virtual OfficeA. Human Resource Management opportunities and challengesXXIX. Human Resource Management Problems in the international environment
XXX. Sexual Harassment in the workplaceA. Responsibilities of HR ManagersXXXI. Employees' Right to Privacy
B. Legal, financial considerations
C. Moral, ethical considerations
D. Ref: Current articles in business periodicals; newspapersA. As related to drug testing and medical issuesXXXII. Management by Objectives (MBO)
B. As related to reference checks
C. As related to access to personnel records, etc.
D. As related to computer records, E mail, etc.A. As related to Performance AppraisalXXXIII. Flexible Benefit Plans
B. As related to incentive payA. "Cafeteria Plans"XXXIV. Pension Plans
B. Family leave
C. as incentive plans
D. as means of controlling turnover
E. cost effectivenessA. Description of various componentsXXXV. Labor Relations
B. Employee Retirement Security Act of 1974 (ERISA)
C. Employee stock ownership plans (ESOP)
D. Deferred compensation plans, etc.A. Any current union problem salient either internationally, nationally or locally can be of interest to the entire class.XXXVI. Family Leave Policy
B. Ref: newspapers, magazines, trade journals, your personal information, etc.A. Cost considerationsXXXVII. Drug Testing
B. Legal considerations
C. Employee satisfaction/retention/productivity
D. Family Leave ActA. Reasons forXXXVIII. Human Resource Management in the International Environment
D. LimitationsA. Description of a single country experienceXXXIX. Re-Engineering
B. A single company experience
C. General discussion
D. Legal rights of AmericansA. DownsizingXL. Work Teams
B. Effect on productivity
C. Human Resource Managers' responsibilities
D. Ethical considerationsA. Labor relations considerationsXLI. Theories of Motivation
B. NLRB concerns and legal concerns
C. As profit improver
D. As motivatorA. Choose one or more - describe - compare - discussXLII. Communication Problems and Processes in HRM
B. Express your opinion(s)A. Suggestion SystemsXLIII. North American Free Trade Agreement (NAFTA)
B. Lunch time bull sessions
C. Non Verbal CommunicationA. Human Resource Management ConsiderationsXLIV. European Union
B. Union ConcernsA. Human Resource Management implications for international, and multinational businesses.XLV. "Bench marking" and the role of HRMA. ref: HR Magazine, December 1993 (just one suggestion as a resource)XLVI. Telecommuting
B. Recent publications and discussionsA. HRM responsibilities, concerns
B. Effect on productivity
FEEL FREE TO SUBMIT OTHER SUBJECTS OF INTEREST TO YOU!