HRMG 5000

		Webster University Kansas City Metropolitan Campus

Course	HRMG 5000 Managing Human Resources
Instructor	Name: Phone: Email: Website:		Karon Turner-Tripp (816) 246-1441 sturnertripp2002@yahoo.com http://www.webster.edu/~karonturner/
Course Description	This course is a comprehensive view of personnel policy development with emphasis on the interdependence of personnel and operating functions. Students analyze personnel functions of recruitment, development, training, compensation, integration into the workforce, and maintenance of personnel for the purpose of contributing to organizational, social, and individual goals.
Chapters
Weekly Course Schedule	Assignments
Incoming Competencies (Prerequisites)	Student should be admitted to the Webster University MA/MBA/MS program.
Course Objectives	• To develop a common knowledge base of Human Resource Management, general management terms, and business theories and concepts. • To be able to identify and apply HRMG concepts and terms to real life and work situations. • To be able to understand the constant changing field of HRMG and that HRMG is a key component and role player throughout an organization. • To further develop study and note taking skills. • To integrate and reinforce HR ethics and ethical issues and behavior. • To be able to discuss how each chapter and each section of the text interacts with and affects all other sections, and how all the concepts fit into an organization’s overall strategic plan.
Course Materials	Human Resource Management by Dessler; 10th edition; Prentice Hall; ISBN 0131440977. Text is available through MBS Direct Books at 1-800-325-3252 or www.mbsdirect.net Checks and credit cards accepted.
Course Grading	Attendance (5pts/class) 45 points Exams (Midterm 100/Final 100) 200 points Term paper/ presentation (oral & written)105 points Chapter presentations 100 points In class activities 100 points 550 points Bonus Opportunities Perfect attendance 35 points Three current events topics (5pts ea) 15 points 50 points Total possible points= 600 points A= 600-540 B=539-480 C=479-420 D=419-360 F=359 & below
Course Activities	• Lecture and discussion • Reading assignments • Exams • Term Paper • Presentations • In class activities
Policy Statements	Academic Dishonesty: Webster University strives to be a center of academic excellence. As part of our Statement of Ethics, the University strives to preserve academic honor and integrity by repudiating all forms of academic and intellectual dishonesty, including cheating, plagiarism and all other forms of academic dishonesty. Academic Dishonesty is unacceptable and is subject to a disciplinary response. See page 29 of the Webster University 2005-2007 Graduate Catalog for a complete description. The University reserves the right to utilize electronic databases, such as Turnitin.com, to assist faculty and students with their academic work.
Note	This syllabus may be revised at the discretion of the instructor without prior notification or consent of the student.

Assignments to be

completed prior to first

meeting

Read Chapters 1, 2, 3 in text.

Weekly Course Schedule

Week

Assignment

Topic

1 & 2

Read Chapters 1 & 3

Compare and discuss the “changing” and “new” roles of HR form a strategic, domestic and global perspective and be able to explain the Strategic Management Process and the HR Scorecard Approach.
Understand the history and various laws and legislation as they apply to Equal Opportunity, Affirmative Action, Enforcement, as well as how to minimize/defend against discrimination allegations in recruitment practices and selection standards. Be able to discuss various Discriminatory Employment Practices and how to deal with these practices. Finally, be able to discuss Managing Diversity, Boosting and Measuring Workforce Diversity and the difference between Equal Employment and Affirmative Action. Discussion of general business and management terms and concepts.

Read Chapters 4 & 5

Understand the nature of Job Analysis, methods for collecting Job Analysis Information and to understand the difference between a Job Analysis, Job Description, and Job Specification, and how these are interrelated and the role of each in evaluating job performance, recruitment, interviewing, and selection of candidates for employment. Understand how to design and conduct effective recruiting.

Read Chapters 6 & 7

Understand how to design, conduct and validate and effective testing and selection programs. Understand the various types of interviewing techniques of candidates in order to place the right person in the right job, at the right time. Understand the type of questions that can and cannot be asked during the interviewing, testing, and selection processes.

Read Chapters 8 & 9

Midterm exam; Understand the differences between orientation and training, and their importance to new employees. Additionally, be able to discuss and compare traditional and new methods of training and how to evaluate and assess the effectiveness of training. Discuss the processes, approaches, and methods of performance appraisals and performance management, along with the types of appraisals
interviews and how to deal with performance problems and solutions.

Read Chapters 11 & 12

Be able to discuss the relationship between
performance, pay compensation from a strategic and global perspective and the various types of financial incentives and recognition programs. Also be to discuss the traditional and new approaches to benefit plan. Be able to discuss ethics, justice, and fair treatment in HRMG and what shapes ethical behavior at work, and the role of HRMG in fostering ethics and fair treatment and in complying with the Sarbanes- Oxley Act.

Make-Up/Catch up review for final exam.

Final exam; verifying grades sheets; course
assessment.

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