ECAD 310 Human Resource (Personnel) Management
Bernice S. Seiden, sphr, Instructor

SYLLABUS
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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 111
B. Office phone: 410-455-2175
C. E mail: seiden@umbc.edu
D. Office Hours: by appointment -Room 809 Admin...
II. TEXTBOOK- Required
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 Management
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.
V. COURSE REQUIREMENTS
A. Junior standing or permission of instructor.
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.
VI. GRADE DETERMINATION
A. Interest Paper .......................................................50%
B. Quizzes, cases studies, and class participation ........50%
C. English counts in all oral and written presentations, and is a consideration in grading .
VII. SCHEDULE
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. .
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 .
VIII. INTEREST PAPER
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.
B. Interest Paper subjects MUST have prior approval to avoid duplication. Duplicate presentations will not be permitted.
INTEREST PAPER TOPIC SUGGESTIONS

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
A. implications for human resource managers
B. new cases resulting therefrom
II. Americans With Disabilities Act, 1990
A. Ref: West Publishing Co. Update, Vol 1 No. 2 October 1991 - Personnel/HR Management; ADA Regulations Released by EEOC
B. Ref: HR News, April 1992, ADA Special Supplement
III. Human Resource Information Systems
A. Investigate one system, and describe
B. Describe a system known to you from work-place or other experience
IV. Dealing with Unions in the last decade of the 20th century

V. Performance Appraisal Systems

A. Use references and specific examples..
VI. Turnover - Causes, Costs, Problems, Solutions

VII. The Employment Interview and Discrimination

A. Combine theory and practice. Use specifics.
VIII. Ageism and Human Resource Management
A. Age Discrimination Act of 1990
B. Maturing of the "Baby Boomer" generation and implications to employment
IX. Employee Assistance Programs
A. Have you experience with a specific program?
X. Substance Abuse
A. Legal considerations in the workplace.
B. Health and safety considerations
C. Privacy considerations
D. Employment considerations
XI. Family Considerations in Recruitment and Retention
A. Family Medical Leave Act
XII. Downsizing - Exit Interviews - Layoffs - Out placement

XIII. Occupational Safety and Health Act

A. Legal requirements for compliance
B. Ref: Maryland State Department of Labor
C. Ref: Personnel Journal, HR Magazine
XIV. Grievance Procedures, Union vs. Non-Union Environment

XV. Religious Discrimination and Accommodation

XVI. Ergonomics - the physical work environment and its effect on roductivity

XVII. Reference Checks

A. legal and ethical implications and constraints
B. value in selection
C. theory vs. practice
XVIII. Flexible Work Schedules
A. Describe options
B. Cite case studies, or articles summarizing results of case studies
C. Discuss theory vs. practice and experiences
XIX. Unemployment Compensation, Cost Management

XX. The "Glass Ceiling"

XXI. Worker's Compensation

A. Employer responsibilities
B. Employee responsibilities
C. Cost management
D. Insurance options and costs
XXII. Organization Development and the role of P/HRM

XXIII. Employee Selection, theory and practice

A. Employment Tests and Validation
B. The interview, theory and practice
XXIV. Employer's Role in Child Care and/or Elder Care

XXV. Job Analysis As a Tool in Human Resource Management

XXVI. Hay Guide Chart - Profile Method of Job Evaluation

XXVII. Employee Handbooks and Training Implications

A. Use examples
XXVIII. Virtual Office
A. Human Resource Management opportunities and challenges
XXIX. Human Resource Management Problems in the international environment

XXX. Sexual Harassment in the workplace

A. Responsibilities of HR Managers
B. Legal, financial considerations
C. Moral, ethical considerations
D. Ref: Current articles in business periodicals; newspapers
XXXI. Employees' Right to Privacy
A. As related to drug testing and medical issues
B. As related to reference checks
C. As related to access to personnel records, etc.
D. As related to computer records, E mail, etc.
XXXII. Management by Objectives (MBO)
A. As related to Performance Appraisal
B. As related to incentive pay
XXXIII. Flexible Benefit Plans
A. "Cafeteria Plans"
B. Family leave
C. as incentive plans
D. as means of controlling turnover
E. cost effectiveness
XXXIV. Pension Plans
A. Description of various components
B. Employee Retirement Security Act of 1974 (ERISA)
C. Employee stock ownership plans (ESOP)
D. Deferred compensation plans, etc.
XXXV. Labor Relations
A. Any current union problem salient either internationally, nationally or locally can be of interest to the entire class.
B. Ref: newspapers, magazines, trade journals, your personal information, etc.
XXXVI. Family Leave Policy
A. Cost considerations
B. Legal considerations
C. Employee satisfaction/retention/productivity
D. Family Leave Act
XXXVII. Drug Testing
A. Reasons for
B. Economies
C. Concerns
D. Limitations
XXXVIII. Human Resource Management in the International Environment
A. Description of a single country experience
B. A single company experience
C. General discussion
D. Legal rights of Americans
XXXIX. Re-Engineering
A. Downsizing
B. Effect on productivity
C. Human Resource Managers' responsibilities
D. Ethical considerations
XL. Work Teams
A. Labor relations considerations
B. NLRB concerns and legal concerns
C. As profit improver
D. As motivator
XLI. Theories of Motivation
A. Choose one or more - describe - compare - discuss
B. Express your opinion(s)
XLII. Communication Problems and Processes in HRM
A. Suggestion Systems
B. Lunch time bull sessions
C. Non Verbal Communication
XLIII. North American Free Trade Agreement (NAFTA)
A. Human Resource Management Considerations
B. Union Concerns
XLIV. European Union
A. Human Resource Management implications for international, and multinational businesses.
XLV. "Bench marking" and the role of HRM
A. ref: HR Magazine, December 1993 (just one suggestion as a resource)
B. Recent publications and discussions
XLVI. Telecommuting
A. HRM responsibilities, concerns
B. Effect on productivity
Do not feel limited by this list.

FEEL FREE TO SUBMIT OTHER SUBJECTS OF INTEREST TO YOU!