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JOHN CABOT UNIVERSITY
COURSE CODE: "MGT 320-2"
COURSE NAME: "Human Resources Management"
SEMESTER & YEAR:
Spring Semester 2012
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SYLLABUS
INSTRUCTOR:
Christofferson Robert
EMAIL: [email protected]
HOURS:
MW 10:00-11:15
TOTAL NO. OF CONTACT HOURS:
45
CREDITS:
3
PREREQUISITES:
Prerequisite: MGT 301; Recommended: MGT 310
OFFICE HOURS:
by appointment
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COURSE DESCRIPTION:
The course is based on the premise that people are the most distinctive and renewable resource on which an organization can draw. Therefore its emphasis is on the competencies required to strategically manage employee skills, knowledge and abilities so as to create a sustainable competitive advantage through people. The course provides a practical framework that focuses on today’s most critical HRM issues and practices: staffing the organization, designing jobs and teams, developing skillful employees, identifying approaches for improving performance, and rewarding employee successes. By presenting HRM as a coherent and proactive management mode it provides students with the critical resources businesses need to promote sound and productive relations between the organization and its employees
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SUMMARY OF COURSE CONTENT:
COURSE TOPICS
1. Human Resource Management in Perspective
2. High Performing People and Organizations
3. Corporate Values and HR Policies
4.The Challenge of HRM
5. Strategy and Human Resources
6. Job Analysis and Work Design
7. Recruitment and Selection
8. Training and Development
9. Appraising and Improving Performance
10. Managing Compensation, Incentive Rewards and Employee Benefits
11. High Performance Work Systems
12. Culture and International HRM
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LEARNING OUTCOMES:
- Understand HRM from a broad, comprehensive and strategic perspective
- Be able to diagnose an organization’s human resource policies and assess their long term consequences
- Position human resource policies and systems as key enablers of an organization’s overall competitive strategy
- Understand the implementation of practical and effective work systems that dramatically improve employee commitment and competence
- Analyze the design and administration of recruitment, training, development, appraisal, and reward systems that complement other HRM changes
- Evaluate mechanisms for employee influence and participation
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TEXTBOOK:
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REQUIRED RESERVED READING:
| Book Title | Author | Publisher | ISBN number | Library Call Number | Comments |
| Principles of Human Resource Management | George W. Bohlander and Scott A. Snell | South-Western/Cengage Learning | 978-0-324-59330-3 | | |
RECOMMENDED RESERVED READING:
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GRADING POLICY
-ASSESSMENT METHODS:
| Assignment | Guidelines | Weight |
| 1. Class Participation/Attendance and Quizzes | | 15% |
| 2. Group Presentations (two per group) | | 20% |
| 3. Individual Reports (three cases each consisting of a 2-page analysis) | | 30% |
| 4. Mid-Term Exam | | 15% |
| 5. Final Exam | | 20% |
-ASSESSMENT CRITERIA:
Assessment Guidelines for assigning main letter grades: A, B, C,D, and F.
A: Work of this quality directly addresses the question or problem raised and provides a coherent argument displaying an extensiveknowledge of relevant information or content. This type of work demonstrates the ability to critically evaluate concepts and theory and has an element of novelty and originality. There is clear evidence of a significant amount of reading beyond that required for the course.
B: This is highly competent level of performance and directly addresses the question or problem raised.
There is a demonstration of some ability to critically evaluatetheory and concepts and relate them to practice. Discussions reflect the student’s own arguments and are not simply a repetition of standard lecture andreference material. The work does not suffer from any major errors or omissions and provides evidence of reading beyond the required assignments.
C: This is an acceptable level of performance and provides answers that are clear but limited, reflecting the information offered in the lectures and reference readings.
D: This level of performances demonstrates that the student lacks a coherent grasp of the material.
Important information is omitted and irrelevant points included.In effect, the student has barely done enough to persuade the instructor that s/he should not fail.
F: This work fails to show any knowledge or understanding of the issues raised in the question. Most of the material in the answer is irrelevant.
-ATTENDANCE REQUIREMENTS:
Please refer to the university catalog for the attendance and absence policy
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ACADEMIC HONESTY
As stated in the university catalog, any student who commits an act of academic
dishonesty will receive a failing grade on the work in which the dishonesty occurred.
In addition, acts of academic dishonesty, irrespective of the weight of the assignment,
may result in the student receiving a failing grade in the course. Instances of
academic dishonesty will be reported to the Dean of Academic Affairs. A student
who is reported twice for academic dishonesty is subject to summary dismissal from
the University. In such a case, the Academic Council will then make a recommendation
to the President, who will make the final decision.
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STUDENTS WITH LEARNING OR OTHER DISABILITIES
John Cabot University does not discriminate on the basis of disability or handicap.
Students with approved accommodations must inform their professors at the beginning
of the term. Please see the website for the complete policy.
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SCHEDULE
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COURSE SCHEDULE
Week 1. Human Resource Management in Perspective
Week 2. High Performing People and Organizations
Week 3 Personality, Values and Job Fit
Week 4 The Challenge of HRM
Week 5/6 Strategy and Human Resources
Week 7/8 Job Analysis and Work Design
Week 9 Recruitment and Selection
Week 10 Training and Development
Week 11/12 Appraising and Improving Performance
Week 13 Managing Compensation, Incentive Rewards and Employee Benefits
Week 14/15 High Performance Work Systems
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