BUS 329HUMAN RESOURCE MANAGEMENT

Instructor: Dr. Jim Sethi, M.Com., M.S. Ph.D.Office Hours: By AppointmentOffice Phone: 683-7310E-mail: j_sethi@wmc.edu

COURSE DESCRIPTION

The course covers strategic human resource planning, job analysis, recruitment and selection, evaluating performance, compensation systems and governmental regulations, behavioral tools and techniques dealing with personnel problems, employee stress management, technostress, and organizational burnout; and labor-management relations. The course also covers contemporary issues in human resource management, including global human resource management, and analysis and evaluation of collective bargaining issues. Prereq: BUS 325 or c/i.

COURSE OBJECTIVES

At the end of the course you should be able to:

1. Understand human resource management concepts of planning, job analysis, selection and recruitment, evaluating performance, compensation, developing HR, labor relations, employee safety and health, and evaluating the HRM function.

2. Understand the dynamic nature of global challenges facing HR managers.

3. Understand the model of Strategic Self-Reengineering (SSR) for employee development, including the strategies of analyzing values, relaxation, self-development, physical activity, sleep, and management of leisure time.

4. Learn about critical issues in manpower planning at both micro and macro levels.

5. Learn about the professional role of HR leaders in improving corporate competitive position.

6. Learn interviewing, labor negotiation, and conflict resolution skills.

REQUIRED TEXTS

A. Noe, R.A., Hollenbeck, J.R., Gerhart, B., & Wright, P.M. Human Resource Management. (4th edition) [Text A]

B. Self-Magic: Converting Stress into Personal Excellence: Dynamic Strategies and Techniques. Universal Publications. [Text B]

C. Sethi, Jim. The Practice of Collective Bargaining. [Text C]

GRADING

Case Presentation and Critique 10%Symposium Presentation and Critique 5%Interview Skills Workshop 5%Current Event Report 5%Labor Relations Role-Play 10%Project Report 25%Final Exam 40%

100%

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COURSE MODULES

Module 1 INTRODUCTION AND ASSIGNMENTS. Creation of groups. Introduction to HRM: A Strategic Model [Model A]. Contemporary challenges and HR roles. Readings, Chp. 2 Text A

Module 2 STRATEGIC SELF-REENGINEERING MODEL [for employee development: concepts and applications. Readings, Chps. 2 and 3, Text B

Module 3 HUMAN RESOURCE PLANNING AND RECRUITMENT. Readings, Chp. 5, Text A

Module 4 SELECTION AND PLACEMENT. [Role play on interviewing skills]Readings, Chp. 7, Text A

Module 5 DEVELOPING HUMAN RESOURCES. Orientation and training, and performance management. Employee developmentReadings, Chps. 8, 9, 10, Text A

Module 6 SELF-DEVELOPMENT STRATEGIESSTRATEGIC VALUE ANALYSIS AND EMPLOYEE GOALSSTRATEGIC RELAXATION AND EMPLOYEE PERFORMANCESTRESS MANAGEMENT, TECHNOSTRESS MANAGEMENTPREVENTING BURNOUT AND MANAGING BURNOUTReadings, Chps. 4 to 8, Text B

Module 7 COMPENSATION METHODS AND POLICIESPerformance AppraisalReview for MidtermReadings, Chps. 11 to 13 Text A

Module 8 LABOR RELATIONS AND COLLECTIVE BARGAININGReadings: Chp. 14, Text A and selected readings Text C

Module 9 MANAGING GLOBAL HUMAN RESOURCES MANAGING LEISURE TIMEReview for Final ExamReadings: Chps. 9 and 10, Text B

Module 10 EVALUATING THE HUMAN RESOURCE FUNCTIONReview for Mid-term ExamReadings: Chp. 16, Text A and selected reading Text C

Module 11 TOOLS FOR ASSESSING STRESSORSReview of course materials covered so farReadings: Exhibits A and B, Text B

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Module 12 HUMAN RESOURCE MANAGER'S SKILL DEVELOPMENTReadings: Chp. 14, Text A

.Module 13 HUMAN RESOURCE MANAGER: FUTURE CHALLENGES AND SKILL

DEVELOPMENT (CONT.)Review for Final Exam and Report Audit

HUMAN RESOURCE CAREER PLANNINGPlanning, future trends in human resource management and competitive advantage

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INSTRUCTIONS ABOUT CASE PRESENTATION

1. Develop and prepare case analysis according to the following framework: Assume the role of an HRM team.a. Clearly define any assumptions you have made in the case.b. Develop a concise definition of primary and secondary problemsc. Analyze problems and their cause under two categories:

1. internal SWOT analysis2. external SWOT analysis

d. Develop alternate solutions (at least develop two options) in addition to status quo.e. Select the best solution and give reasons.f. References to text concepts.g. Real-life examples with implications for the HRM practices and outcomes.

2. Process*To be done in groups (reports should consist of 5-6 pages, typed double-spaced).*Must be submitted in class on date assigned.

3. Evaluation is based on style, problem definition, analysis, appropriates of alternatives selected, and overall clarify in logic and references to text concepts.

INSTRUCTIONS RE SYMPOSIUM(A list of symposium resolutions will be provided in class)

Follow the following steps:

1. Make sure that you are a member of a group.2. Define the resolution and position taken, either for or against the resolution (see list).3. Develop three to four arguments in favor of your position, and your rationale for each

argument. This rationale should be based on logic, experience, and evidence.4. Identify literature (including internet sources) used.5. Cite one real-life multinational example in some detail, illustrating your position.6. Provide an overall summary in support of your position.

INSTRUCTIONS RE HUMAN RESOURCE AUDIT REPORT

Conduct an audit of the human resource management department in a medium-size to large corporation. Examine the role of the human resource department pertaining to any two of the following human resource functions.

1. Human resource planning and job analysis2. Performance appraisal systems3. Selection and recruitment policies4. Compensation policies5. Training and development with reference to e-business and information technology6. Safety and health: Issues and laws7. Labor relations: Process and laws8. Stress management and work-family interface policies9. Global human resource management: A case study

Design a questionnaire and interview two persons in the study organization. (Telephone interviews are accepted).

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Identify and analyze five major problems in each of the two selected areas for study, and propose solutions to those problems, based on data drawn from interviews, and literature review.

Source of literature: Chp. 20, Appendix B, Text A, and Chapters 1, 2, and Exhibit A and B, Text B).

In addition to text readings add two additional literature reviews, one of which must be a research-based periodical, article.

AUDIT REPORT FORMAT

Summarize audit report along the following format:

Executive Summary (See format)1. Introduction; objectives, scope of literature, and identify interview sources2. Provide a brief background of the corporation selected 3. Construct your key criteria for measuring effectiveness of selected human resource topic(s).

Give operational definitions.4. Develop a questionnaire comprising of a total of 10 to 12 questions covering your audit areas5. Conduct at least two interviews in the selected organization*6. Review at least two additional chapters of literature, plus one article*7. Present your major findings drawn from literature review and interview in relation to areas under

study [provide at least 2 pages per chapter]8. Analyze your findings and discuss two (or four in case of group) human resource

management issues in study company9. Recommendations and guidelines for improvement10. Conclusions11. Appendices (copy of questionnaire, summaries of selected interviews, and organizational chart

if available)* In case of group of two, review four chapters, plus two articles, and interview four persons. Also,

select two HP topics instead of one.

HUMAN RESOURCE MANAGEMENT: CASE SCHEDULE

Case List

Case #1 SAP: Less Ego, More Success, p. 84, Text A

Case #2 Look Who's Building Online Classroom, p. 312, Text A

Case #3 Low-Wage Lessons, p. 446 Text A

Case #4 A World of Sweatshops,. p. 610, Text A

Case #5 Gap: Missing That Mickey Magic, p. 691, Text A

Cast #6 Selling Women on a Career at PEG, p. 405, Text A

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COURSE OUTCOME CRITERIA

1. Integrated hands-on teaching.

2. Workshop participation and presentation.3. Case analysis, reports and verbal.

4. Written reports on current events in human resource management.

5. Verbal and written presentation of symposium debates pertaining to selected human resource management themes.

6. Demonstration of competence in human resource management concepts and their application in all assignments and exams.

Extensive use of video cases, films, Internet for research on projects, and library resources for reporting current human resource management events.

OUTCOME MEASURES

Some of the measurable outcomes of this courses include hands-on practical experiences:

1. Successful completion of a major research project in human resource management based on real-life research report of selected corporation drawing upon the analysis of literature and interview data. The research report needs to be focused on measurable hypotheses (propositions) on selected topics approved by professor.

2. Successful completion of a comprehensive exam to demonstrate conceptual knowledge and application of that knowledge in the field.

3. Verbal and written reports based on selected case analysis, thus demonstrating analytical skills.

4. Successful participation in the debate (symposia) on selected resolutions as part of group presentations.

5. Demonstration of the use of Internet and library resources by presenting each week a written report on current events in the area of human resource management, including a brief verbal presentation of this report, and demonstrating its relevance to the field

Students with Special Needs: Students with documented special needs are asked to make contact before, or during, the first week of instruction so that needs can be addressed.

Academic Misconduct: A student involved with presenting another's work as their own, or attempting to enhance testing outcomes through deceitful practices will be subjected to the policies for "Academic Misconduct" detailed in section III, pages 38-52 of the Student Handbook for students attending The University of Montana - Western.

NOTE: Detailed instructions for Interviewing Role-Play and Labor Relations Role-Play will be given in class.

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ROLE PLAY IN INTERVIEWING SKILLS

Introduction: Presentation by Professor Sethi on interviewing skills (20 minutes)

Random Role Selection: 15 minutes

Caucus: 15 minutes

- Interviewing Committee- Evaluation Committee- Interviewees

Developing Criteria for Board, Applicants, and Evaluation Committee

Interview No. 1: 20 minutes

Interview No. 2: 20 minutes

Caucus: 15 minutes

Reporting: 15 minutes

- Decision of Interviewing Committee- Evaluation Group Comments

Closing Remarks: by Professor Sethi on Conceptual Summary on Practices in Interviewing Skills

Material Enclosed (Do’s and Don’ts in Interviewing):

- Criteria for Interviewing Board- Criteria for Applicant- Job Description (position specification)

Composition of Interviewing Committee: President, Board Member, Executive Director, Director of Personnel, Director of Nursing, others

Interviewees: To be selected

Evaluators: To be selected

Candidates: To be selected

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Job Description JOB TITLE: HumanOf A Human RESOURCE MANAGERResource Manager Associate Level

General Description of the Job

Performs responsible administrative work managing personnel activities of a large state agency or institution. Work involves responsibility for the planning and administration of an HRM program that includes recruitment, examination, selection, evaluation, appointment, promotion, transfer, and recommended change of status of agency employees, and a system of communication for disseminating necessary information to workers. Works under general supervision, exercising initiative and independent judgment in the performance of assigned tasks.

Job Activities

Participates in overall planning and policy making to provide effective and uniform personnel services.

Communicates policy through organization levels by bulletins, meetings, and personal contact. Interviews applicants, evaluates qualifications, and classifies applications.Recruits and screens applicants to fill vacancies and reviews applications of qualified persons.Confers with supervisors on personnel matters, including placement problems, retention or release of probationary employees, transfers, demotions, and dismissals of permanent employees.Supervises administration of tests.Initiates personnel training activities and coordinates these activities with work of officials and supervisors.Establishes effective service rating system; trains unit supervisors in making employee evaluations.Maintains employee personnel files.Supervises a group of employees directly and through subordinates.Performs related work as assigned.

General qualification Requirements

Experience and trainingShould have considerable experience in area of HRM administration. Six-year minimum.

EducationGraduation from a four-year college or university, with major work in human resources, business administration, or industrial psychology.

Knowledge, skills, and abilitiesConsiderable knowledge of principles and practices of HRM selection and assignment of personnel; job evaluation.

ResponsibilitySupervises a department of three HRM professionals, one clerk, and one secretary.

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CRITERIA FOR APPLICANT

APPLICANT1 2 3 4

1. Personality?a. Appearance and groomingb. Friendlinessc. Sense of humor

2. Did applicant ask pertinent questions?

3. a. Did applicant give clear and competent answers?b. Was the applicant bluffing obviously?c. Was applicant hostile in answering question?

4. Was applicant articulate in communication skills?

5. Is applicant comfortable with periods of silence?

6. a. Did applicant transmit assertiveness and confidence?b. Did applicant recognize his/her limitations?

7. Does applicant look committed to the field

8. Comments:

9. Overall rating?

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CRITERIA FOR INTERVIEWING BOARD

EVALUATORS1 2 3 4 5

1. Did the board have a “stereotype” of a good candidate”?

2. Was a bias established early in the interview? Where they objectives?

3. Were interviews prepared to take a change, i.e. did they show equal value to both favorable and unfavorable information?

4. How much empathy was shown to interviewee? Did they establish rapport?

6. Did they ask meaningful relevant and follow-up questions?

7. Did they ask questions critically and systematically?

8. Did interviewers talk too much?

9. Were they socially responsible?

10. Did they check references?

11. Did the Interviewing Committee ask about future commitment to field of applicant? That is, where does applicant aspire to be in the next five years?

12. Comment:

13. Overall rating?

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LIST OF RESOLUTIONS FOR SYMPOSIUM DEBATES

Resolution #1 Information technology and computerization lead to technostress and technoburnout

Reading: Chapter 1, Text B

Resolution #2 Global cross-cultural training doesn’t work Reading: Chapters 7 & 15, Text A

Resolution #3 Affirmative action is essential to bring equity in a diversified economy

Resolution #4 Unions are essential for human resource equity Reading: Chapter 14, Text ASelected readings from Practice of Collective Bargaining, Text C

Resolution #5 Organizations should manage both work and non-work related stressor

Reading: pp 295-312 (Exhibits A and B)Chapter 10, Text B

Instruction: Each group will follow the following steps in preparing for debate:

A. Define in detail the nature of resolution.

B. Take a position in favor or against the resolution.

C. Develop three arguments in support of your position.

D. Each argument should be explained in detail by providing evidence. This evidence may relate to logical analysis, historical data, research results, or a combination of these.

E. Distribute a one-page handout in class. This may be supplemented by overheads, PowerPoint presentations, or listing on blackboard.

F. Each student will give a two to three page report at the time of presentation.

G. The mark will be based on quality of presentation style, clarity of concepts, evidence in support of your position, and the ability to respond to questions raised by the critiquing group.

H. Students are encouraged to use additional readings as well as Internet resources.

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CHECKLIST FOR WRITTEN REPORTON LABOR RELATIONS SIMULATION

A. Strategic Goals and Issues

B. Interests Identified1

For your sideFor other party

C. Criteria Agreed Upon2

D. Quality of Brainstorming3

E. Use of Breakthrough Strategies and Conduct of Negotiations4

F. How Effective You Have Played Your Roles as Assigned by the Team5

G. Report Submitted at the Conclusion of Negotiations (4-5 pages)

Explanation Notes

1. Distinguish between common interests and conflicting interests. How are they related to your goals and values.

2. Develop at least three criteria for evaluating the outcome of negotiations to yield win-win results.

3. Elect a coordinator to moderate Session 1 (from Group A)Elect another coordinator to moderate Session (from Group B)

4. Use at least three of five breakthrough strategies. (See handout)

5. This covers skills of preparation, awareness and knowledge of your role, and representation.

INSTRUCTIONS FOR REPORT

1. Report should briefly outline results of negotiations, your rationale in support of your interests, Use of IBL model, three to five critical success factors for negotiations, and two lessons learned from negotiations.

2. Explain to what extent your used the five Principles of IBL Model. Give detail on each principle [refer to Sethi text on Collective Bargaining].

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AUDIT OF NEGOTIATION PERFORMANCETEAM __________________________

Rate the team based on observations of their performance in caucus and at the bargaining table and after reviewing proposal material exchanged by the teams.

PoorBelow Average Average

AboveAverage Outstanding

0 1 2 3 41. Preparation of non-economic priorities ____ ____ ____ ____ ____

2. Preparation of economic priorities ____ _____ ____ ____ ____

3. Negotiated ground rules ____ _____ ____ ____ ____

4. Initial proposals and counterproposals ____ ____ ____ ____ ____

5. Content of final agreement ____ ____ ____ ____ ____

6. Accuracy of costing ____ ____ ____ ____ ____

7. Bargaining strategy ____ ____ ____ ____ ____

8. Resolution of issues ____ ____ ____ ____ ____

9. Professionalism ____ ____ ____ ____ ____

10. Log book ____ ____ ____ ____ ____

Comments: _______________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

1. Strategy

2. Interests

3. Options Developed

4. Criteria agreed

5. BATNA

6. Settlement Reached

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EXECUTIVE SUMMARY FORMAT

U OF M – WESTERNBUSINESS AND TECHNOLOGY DEPARTMENT

Title: An Audit of HRM Effectiveness at . . .

Name: Instructor: Dr. Jim Sethi

Course: BUS 329 Human Resource Management

Objective:

Research Criteria and Methodology:

Issues Investigated

Major Findings

Recommendations

Conclusions

References Cited

Copy of Questionnaire

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