MIS 34180 Fall 2011 Faley

Human Resources Management

Fall 2011 M&IS 34180

Dr. Robert H. Faley BSA A416; 672-1154; rfaley@.kent.edu

(23717-003 T/H 9:15-10:30 in BSA205 and 24076-004 T/H 12:30-1:45 in BSA206)

A copy of this syllabus can be downloaded from the M&IS web site: go to www.kent.edu/business/mis/

Select the “Syllabi Archive” option from the menu on the left and then search for the current syllabus.

1. Course Objectives:

As a result of this course, you will better understand:

a) important HR systems and how they are interrelated with one another and with other important firm-wide systems

b) the value added (i.e., competitive advantage) that can be gained by designing, building, and managing HR systems based on proven HR techniques and approaches

c) the very critical role that job analysis plays in designing and building value-added HR systems

d) the legal obligations employees have to their employers as well as the legal obligations employers have to their employees

e) how to evaluate HR systems as well as better estimate their value-added

f) the current state of the art related to various HR activities

g) if time permits, how to easily design desktop relational-databases that can be used to help solve HR-related problems you will very likely experience as a manager

You will also improve your presentation-related skills, which are very important to securing employment as well as climbing the corporate ladder.

2. Use of Electronic Devices During Class:

The use of electronic devices during class (e.g., using a laptop computer to facilitate note taking) is encouraged as long as it does not interfere with the classroom experience of others (including the Professor). However, the use of email, cell phones, laptops and other related devices for personal use during class is prohibited. If the personal use of these devices continues in spite of this admonition, ALL students in the class will be prohibited from using ANY electronic devices during class.

3. Office Hours: (vote of class determines outcome)

1) I prefer to schedule office hours by appointment because scheduled office-hours allow me to better accommodate the needs of most students.

2) I can set aside a specific block of time during the week for office hours that likely will not accommodate most student needs.

PLEASE READ: Before you contact me, however, I will expect that you attempted to resolve the matter. So, for questions other than those that only I can answer, be prepared to explain what you did to resolve the matter before you contacted me.

4. Textbook (“There is simply no substitute for knowing a lot.” John P. Campbell, 1992):

Kleiman, L.S. (5th Edition). Human Resource Management: A Managerial Tool for Competitive Advantage, CENGAGE Learning/Atomic Dog Publishing (2010)…ISBN10: 1-4266-4918-5,

ISBN13: 978-1-4266-4918-9 |Paperback|

CONSIDER THIS TEXTBOOK YOUR PRIMARY REFERENCE - BUT CERTAINLY NOT YOUR ONLY SOURCE OF INFORMATION ABOUT HRM…YOU ARE RESPONSIBLE FOR DOING THE READINGS LISTED IN THE SYLLABUS – the important material covered in the book will be the primary focus of the mid-term and final exams…if you have questions related to the readings, please ask them in class so that everyone benefits.

A PACKET OF COURSE-RELATED OVERHEADS IS ON ELECTRONIC RESERVE AT THE

MAIN LIBRARY (case-sensitive password = human11)…DOWNLOAD THESE OVERHEADS - THEY WILL HELP YOU GET MORE OUT OF THE MATERIAL COVERED IN CLASS AS WELL AS HELP YOU WITH THE ACTIVITIES NOTED IN THE SYLLABUS

5. Grading:

PLEASE READ: I teach two sections of this course which use the SAME team activities. I combine both sections into a single group for grading purposes: thus, sharing information (i.e., solutions, exam questions, etc.) with students in the other section will negatively affect your grade. IF YOU ARE CAUGHT SHARING/USING THIS INFORMATION, YOU (AND POSSIBLY THE OTHER MEMBERS OF YOUR TEAM) WILL RECEIVE AN “F” FOR THE COURSE.

THUS, YOU MAY NOT AUDIT, PARTICIPATE IN STUDENT ACTIVITIES OR TAKE EXAMS IN THE OTHER SECTION OF THIS COURSE THAT I TEACH…PLEASE DO NOT ASK ME TO VIOLATE THIS RULE…THE ANSWER I GIVE YOU WILL ALWAYS BE “NO”!!

FINALLY, IF YOU (OR ANY OTHER MEMBER OF YOUR TEAM)) PRESENTS MATERIAL THAT IS NOT OF THEIR OWN CREATION (e.g., USING THE WORDS, WORK OR IDEAS OF ANOTHER WITHOUT ATTRIBUTION – i.e., PALAGERISM, YOU (AND POSSIBLY OTHERS MEMBERS OF YOUR TEAM) WILL RECEIVE AN “F” FOR THAT EXERCISE…DO IT TWICE AND YOU/YOUR TEAM WILL RECEIVE AN “F” FOR THE COURSE.

About Teams:

Each student is RANDOMLY assigned to a team…USUALLY THE FIRST DAY OF CLASS

Team members elect one or more team leaders who coordinate team activities…USUALLY BY THE THIRD DAY OF CLASS.

Working Together as a Team:

Team members must work together: each member must understand and carry out their fair share of team activities both successfully and in a timely manner. Team members will rate the contribution of every other member of their team after each team activity - individuals who do not contribute meaningfully to these team-based activities should receive a low rating.

If your team has one or more members who do not contribute meaningfully to team activities:

· address the issue with the team member(s)…

· address the issue with the Professor if it is not resolved within a week…

If appropriate, the Professor will "fire" the team member. However, I believe that it is best to resolve team issues without involving the Professor. It is part of the reality of working in teams!

Team Activities:

Teams will participate in a number of activities during the semester as noted below in the course’s calendar of SCHEDULED ACTIVITIES. If you have questions about any of these scheduled activities, bring them up in class so that everyone can benefit.

These activities include:

Debates: Teams will have 10 minutes each to debate the pros or cons of an HRM issue (e.g., whether HRM practices contribute to increased firm performance). Teams should prepare to debate either side of the issue: on the day the debate is scheduled, a coin flip will determine which side of the HRM issue each team will support.

HR in the News: The purpose of HR in the News is to increase student awareness of the many HR-related articles that routinely appear in the popular press. Each 4-5 minute team presentation will consist of a brief summary of the highlights of an HR-related article that appeared in the recent (less than 6 months ago) popular press (i.e., newspapers, internet news sites, magazines like Business Week or Newsweek, and other non-HRM publications). The use of articles from HRM publications will significantly lower your grade. On the other hand, you can positively influence your team’s grade by presenting an HR article that is relevant to the topic(s) discussed in class the week of your team’s presentation.

Each team must clear their HR in the News article (no duplicates) with the Professor at least ONE WEEK before its presentation.

Leadership Exercise: Teams will make a 10 minute presentation about a human characteristic that differentiates between effective/ineffective leaders (no duplicates)…characteristic must be approved by the Professor.

End-of-Semester Presentations: Teams will be required to make a 25 minute presentation (plus 5

minutes for questions) about an HR topic covered in the course (no duplicates) – each team is responsible for presenting important information that we did not cover in class…topic must be approved by the

Professor.

For ALL team activities I expect a PROFESSIONAL presentation that includes the use of presentation software (you do NOT have to dress up)

Team Activities will be graded in the following manner (or using an alternative performance appraisal system that your team can show is as/more valid):

1. for each Team Activity that is completed, the Professor assigns a grade that applies to ALL members of the team (60%)

2. each member of the team evaluates the contribution of every other member of the team to each activity (40%). These evaluations must be handed in to the Professor within 3 days of the activity.

Your FINAL GRADE (A=90-100),(B=80-89),(C=70-79),(D=60-69),(F=<60) is based on the following:

Activity Points Description

MID-TERM EXAM 25 multiple-choice test based on material covered in the book/class

FINAL EXAM * 25 multiple-choice test based on material covered in the book/class

TEAM ACTIVITIES 50 includes DEBATES, PRESENTATIONS, HR IN THE

NEWS and other similar activities

EXTRA CREDIT 10 maximum extra-credit points

*the Final Exam covers only the material since the Mid-Term Exam; it is NOT comprehensive

THE ONLY VALID REASONS FOR MISSING A SCHEDULED ACTIVITY ARE THE UNIVERSITY- APPROVED REASONS NOTED IN THE DIGEST OF RULES AND REGULATIONS GOVERNING STUDENT LIFE

Note that your grade is based on the OUTPUT that you produce. Also please note that you are responsible

for all changes to the course announced in class as well as all other matters that are discussed in class…IF YOU DO NOT PLAN TO ATTEND CLASS, MAKE SURE THAT YOU SPEAK WITH SOMEONE WHO WAS THERE!

* * * * * * * * * *

DATE SCHEDULED ACTIVITIES (with related book chapters)

August 30 Overview of Course; ABOUT TEAMS (i.e., members, leaders, activities, etc.)

Sept 1 ABOUT TEAMS (i.e., members, leaders, activities, etc.) – continued;

Tactical Strategies for Managing Human Resources 1

6 Job Analysis 4

YOU ARE AN EMPLOYEE OF “THE HR 34180 COMPANY”. YOU HAVE

BEEN ASKED TO CREATE A JOB ANALYSIS DOCUMENT FOR YOUR JOB,

“STUDENT IN HRM 34180”. INCLUDE THE MAJOR DUTIES OF THIS JOB

AS WELL AS THE KNOWLEDGE, SKILLS, AND ABILITIES THAT ARE

REQUIRED TO PERFORM THESE MAJOR JOB DUTIES AT MINIMALLY

SUCCESSFUL LEVELS OR BETTER. BRING YOUR DOCUMENT TO CLASS.

8 Job Analysis – continued

13 TEAMS meet/work during class time

15 Regulatory Constraints on the Management of HRs; DEBATE:Affirmative Action

(TEAM1 vs TEAM2); DEBATE:Religion at Work (TEAM3 vs TEAM4) 2,11,13

Examples of Material for the Affirmative Action DEBATE:

· The Chronicle of Higher Education, The Next Big Affirmative-Action Case,

August 19, 2011,

· http://www.understandingprejudice.org/readroom/articles/affirm.htm

· The Wall Street Journal, June 24, 2003, p. A1

· BalancedPolitics.org, April 2009

· http://www.cnn.com/video/#/video/us/2009/06/29/snow.scotus.firefighters.cnn?iref=allsearch

(High Court backs firefighters in reverse discrimination suit)

Examples of Material for the Religion at Work DEBATE:

· http://physicsworld.com/cws/article/news/44822 (US University Settles Religious Discrimination Case, January 19, 2011 – also see Comments link)

· HR Magazine, December 2008, pp. 26-33

· Supervision, 2007, pp. 13-15

· http://thedisneyblog.com/?s=dress+code+lawsuit (Disney World Sued Over Dress Code/Religious Discrimination)

20 Regulatory Constraints on the Management of HRs - continued

22 Regulatory Constraints on the Management of HRs - continued

27 HR in the News (all TEAMS); Human Resources Planning (Trend Analysis) 3

29 Staffing: Recruitment and Selection – BRING YOUR CURRENT RESUME TO CLASS 5,6

Oct 4 Benchmarking HR Selection Systems: Assessing Validity/Estimating Utility;

Resident Manager Exercise - HANDOUT

6 TEAMS meet/work during class time

11 Traditional Selection Techniques; DEBATE:Social Networking and Talent Acquisition

(TEAM1 vs TEAM3); DEBATE: Using Personality Tests (TEAM2 vs TEAM4)

Examples of Material for the Social Networking DEBATE:

· Get Social, Get a Job (Computer World, August 2009)

· The End of Privacy (Scientific American, September 2008)

· http://www.humanresourcesblog.com/2010/09/21/8-points-to-consider-before-using-social-media-for-hiring-related-purposes/

Examples of Material for the Personality Testing DEBATE:

· Are Personality Tests…(Employee Relations Law Journal, December 2008

· Theory and Practice: Personality Tests Aim…(Wall Street Journal Eastern Edition, November 6, 2006)

13 Non-Traditional Selection Techniques; Staffing Wrap-up

18 MID-TERM EXAM

20 Overview of Performance Management; Managing Performance via Performance

Appraisal - DEVELOP A PERFORMANCE APPRAISAL INSTRUMENT FOR

EVALUTING THE JOB PERFORMANCE OF A “STUDENT IN HRM 34180” 8

25 HR in the News (all TEAMS); Methods of Performance Appraisal

27 PA at General Hospital – HANDOUT; Managing Performance via Training/Development

Programs 7

Nov 1 TEAMS meet/work during class time

3 Motivation (TEAMS DECLARE END-OF-SEMESTER PRESENTATION TOPIC

(12/6 or 12/8) & LEADERSHIP CHARACTERISTIC (11/10) – BOTH MUST BE

APPROVED BY THE PROFESSER BY THIS DATE!!) 10

8 TEAMS meet/work during class time

10 Leadership – teams choose one important human characteristic (no duplicates) that

meaningfully differentiates between effective/ineffective leaders (10 minutes each)

15 Basic/Supplemental Compensation 9

17 HR in the News (all TEAMS); Determining Pay and Benefits

22-27 THANKSGIVING HOLIDAY

29 International HR; Wrap up – “HR Pearls” 14,15

Dec 1 TEAMS meet/work during class time

6 TEAM3 & TEAM4 Presentations – in-depth information about an HR topic covered in the

course (no more than 25 minutes for the presentation (plus 5 minutes for questions)…each

team presents important information about the topic that was not discussed in class.

8 TEAM1 & TEAM2 Presentations – in-depth information about an HR topic covered in the

course (no more than 25 minutes for the presentation (plus 5 minutes for questions)…each

team presents important information about the topic that was not discussed in class.

12-16 FINAL EXAM

* * * * * * * * * *

THE FOLLOWING POLICIES APPLY TO ALL STUDENTS IN THIS COURSE:

Cheating and Plagiarism: Academic honesty: Cheating means to misrepresent the source, nature, or other conditions of your academic work (e.g., tests, papers, projects, assignments) so as to get undeserved credit. In addition, it is considered to cheating when one cooperates with someone else in any such misrepresentation. The use of the intellectual property of others without giving them appropriate credit is a serious academic offense. It is the University's policy that cheating or plagiarism result in receiving a failing grade for the work or course. Repeat offenses result in dismissal from the University.

PLEASE READ: I teach two sections of this course - both of which use the SAME team activities and grading criteria. I combine both sections into a single group for grading purposes: thus, sharing information (i.e., solutions, exam questions, etc.) with students in the other section will negatively affect your grade. IF YOU ARE CAUGHT SHARING/USING THIS INFORMATION, YOU (AND POSSIBLY ALL OF THE OTHER MEMBERS OF YOUR TEAM) WILL RECEIVE AN “F” FOR YOUR GRADE.

Disabled Students: University policy 3342-3-01.3 requires that students with disabilities be provided reasonable accommodations to ensure their equal access to course content. If you have a documented disability and require accommodations, please contact the instructor at the beginning of the semester to make arrangements for necessary classroom adjustments. Please note, you must first verify your eligibility for these through Student Accessibility Services (contact 330-672-3391 or visit http://www.registrars.kent.edu/disability/ for more information on registration procedures).

Official Registration: Students have responsibility to ensure they are properly enrolled in classes. You are advised to review your official class schedule (using Student Tools on FlashLine) during the first two weeks of the semester to ensure you are properly enrolled in this class and section. The schedule adjustment period for students to add full-term courses ends Sunday, September 11. Students are able to withdraw from any or all full-term courses through Sunday, November 6.

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