Professional Issues in Human Resources HRM 595.110 - Fall 2014 CRN: 80272
Wednesdays 6:00 p.m. 9:00 p.m. Dr. Barbara Lyon, SPHR
I. COURSE OVERVIEW
Professional Issues in Human Resources (PIHR) examines contemporary issues in
human resource management. Emphasis is placed on current issues, ethical decision-
making processes, work place investigations, and continued professional development.
Successful completion of a comprehensive competency examination covering the
principal areas studied within the human resource management functions is required.
Prerequisite: A minimum of 15 hours in human resource management, educational
psychology, industrial/organizational psychology or concurrent enrollment. (Note: This
Professional Issues in Human Resources has required on-line components, using Blackboard applications.)
II. COURSE OBJECTIVES
Upon successful completion of the Professional Issues in Human Resources course, each student will be able to demonstrate the following skills and knowledge
A. Strategic Human Resource Management: Knowledge of strategic management
concepts (strategy development, macro/micro-economics, human resource law,
leadership, ethics, scorecard metrics, global HRM, etc.) related to designing and
implementing effective and efficient human resource management programs.
Skill in using university library database system.
Skill in conducting graduate-level secondary research.
Skill in communicating HRM information.
Skill in writing business memos.
Skill in using the SHRM Web site.
Skill in networking within the HRM professional community.
Skill in identifying strategic business issues confronting the HRM
Skill in using empirical methods to determine long-term impact of HRM
practices on the organizations bottom line.
HRM 595.110 Fall 2014
Syllabus - Page 2
B. Workforce Planning and Employment: Knowledge of workforce planning and
employment concepts (employment laws, job analysis and design, HR forecasting,
recruiting methods, valid selection practices, etc.) related to designing and
implementing effective organizational staffing practices.
Skill in using the EEOC Web site for workforce information and/or
Skill in using empirical methods to forecast staffing requirements to meet
Skill in using the BLS Web site for information and/or resources.
Skill in using empirical methods to conduct adverse impact analysis.
Skill in using the O-net Web site for information and/or resources.
Skill in using the TWC Web site for information and/or resources.
Skill in analyzing recruitment practices to make recommendations.
Skill in analyzing legal issues related to organizational staffing activities.
C. Human Resource Development: Knowledge of human resource development
concepts (learning styles, training analysis, development, design,
Implementation, evaluation, etc.) related to designing and implementing
effective organizational training and development practices.
Skill in using the ASTD Web site information and/or resources.
Skill in analyzing learning requirements to assign HRD priorities.
Skill in analyzing performance management issues to make recommendations.
Skill in preparing a personal resume related to HRM career development.
Skill in utilizing a personal profile related to HRM career development.
D. Compensation and Benefits: Knowledge of total compensation concepts (wages,
variable pay, benefits administration, pay policy, pay structure, pay philosophy,
compensation administration, compensation law, etc.) related to designing and
implementing effective compensation and benefit practices.
Skill in using the WHD Web site for information and/or resources.
Skill in applying FLSA guidelines to determine exemption status.
Skill in developing an organizations pay structure (base pay system).
Skill in using the BLS Web site for compensation and benefits information.
E. Employee and Labor Relations: Knowledge of employee and labor relations
concepts (organizational behavior, fair treatment, discipline, union security,
management rights, collective bargaining, labor law, risk management etc.)
related to designing and implementing effective organizational labor practices.
Skill in analyzing organizational issues to make recommendation.
Skill in using OSHA Web site for information and/or resources.
Skill in using AFL-CIO Web site for information and/or resources.
HRM 595.110 Fall 2014
Syllabus - Page 3
III. INSTRUCTIONAL MATERIALS
Nkomo, S. M., Fottler, M. D., & McAfee, R. B. (2011). Applications in human
resource management: Cases, exercises, incidents, and skill builders
(7th ed.). Cincinnati: South-Western (Cengage). [ISBN-10: 0538468076 | ISBN-13: 9780538468077]
Mathis, R. L., & Jackson, J. H. (2011 or 2014). Human resource management (13th ed.
or 14th ed). Florence, KY: Cengage Learning. [ISBN: 978-0-538-45315-8 or ISBN: 0-538-45315-x]
IV. COURSE REQUIREMENTS and STRUCTURE
A. Attendance/Withdrawal: Remember that class participation is difficult,
at best, without class attendance, so make every effort to attend each class
session. Although attendance is highly encouraged, we recognize that not all
students are able to attend each class session. In cases where the student will
miss two or more weeks, please contact the professor or program secretary with
information as soon as possible. It is the responsibility of each student to submit
assignments and become aware of other activities missed during absences. Note #1: In accordance with university policy, each faculty member has the
responsibility and authority to determine whether make-up work can be done because of
absences. Although Dr. Lyon will generally accept make-up assignments up to one week
late, no individual additional extra credit activities will be granted. Make-up exams
are discussed in the exam paragraph.
Note #2: In rare, emergency cases, students may qualify for an incomplete grade,
which is recorded as a K on the grade report and transcript. Requests for incomplete
grades must be made according to TAMU-CT policy and approved by the instructor prior
to the final week of classes. All requirements must be competed by the end of the next
long semester or the K automatically changed to an F.
Note #3: The last day to drop a course with no record this semester is published
in the University Catalog on the Academic Calendar page(s).
B. Assignments: Reading assignments will be in accordance with this
syllabus and as assigned in class. Students are expected to become familiar with
information and assignments prior to discussion periods scheduled for each class.
Assignment point values are indicated in the syllabus. Late assignments will
be down-graded 20% per day (100% per week) and will generally not be scored if
submitted after more than one week following the scheduled due date. Unless
otherwise announced in class, workbook assignments are due the day of the week
HRM 595.110 Fall 2014
Syllabus - Page 4
assigned. Workbook assignments must be submitted by the end of the scheduled
class period and, if appropriate, may be submitted on the Exercise Book forms
provided; however, memo assignments must be prepared in typewritten format.
Students who are absent from class are encouraged to submit their assignments
early or through Blackboard to avoid late penalties.
C. Written Work: Unless otherwise indicated, all outside written work must
be typed double-spaced on white 8-1/2 x 11 paper, using black ink. Students are
required to use the Publication Manual of the American Psychological Association
(APA, 6th ed.) as the primary reference as they prepare their formal work for
submission. Most written work will be submitted for grading with a cover sheet
(including title of work, student name, university, course and section number,
professor, date, etc.) and stapled at the upper left-hand corner. Items submitted
are expected to be of graduate quality, language and depth and in APA format.
Points will be deducted for poor grammar, spelling and appearance.
Note #1: All 5-point assignments are exempt from the cover page
Note #2: No plastic folders will be used, except in such cases as
specifically necessary to support course objectives.
Note #3: Items containing more than three errors may be returned for
correction and resubmission. The highest grade that will be assigned to a
resubmission is a C.
D. HRM Research (Class Presentation/Literature Review): Students, working
individually or in teams of two, will deliver a timed, oral presentation on an
appropriate topic. Topics will be assigned by the professor and students will be
assigned specific dates, according to the Course Outline (see last section).
Presentations will be conducted in a professional manner (including appropriate
dress) and will range in time from 12 to 15 minutes. Each student must speak during
a major portion (e.g. not fewer th