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BA 453 - Human Resources Management
Spring 2005
[Schedule] [Assignments] [Test Questions] [Text PowerPoint Files]
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[Week 6] [Week 7] Week 8] [Week 9] [Week 10]

Instructor: Steven Mayer, PhD/MBA
Email: mayers@bus.oregonstate.edu
Office:  Bexell 342
Hours:  TR 1500-1550 and 1800-1830
Classes:  TR 1200-1350 (Bexell 416) and TR 1600-1750 (Bexell 416)

Overview

There is a growing realization, supported by research of high performance firms, that the effective deployment and management of human resources can strengthen strategic performance and enhance competitive advantage.  HRM is no longer the sole purview of HRM specialists, but is a vital aspect of each manager’s job.  This course provides an analytical framework in which students (future managers) can understand basic HRM concepts and learn to apply HRM methods and related skills to strengthen human performance, promote “fair play”, and insure legal and ethical HRM practices.

 

Required HRM Text, COB Posted Materials, Case Packet, and Internet Resources

Required Text:  Gary Dessler, A Framework for Human Resource Management (3rd Ed., 2002), Prentice Hall (copy on reserve at the library). 

Required Reading: Use the buttons on the top of this page to reach the class readings.  

Required Case Packet:  six (6) Harvard & Stanford cases.

Internet Resources:  Use www.prenhall.com/dessler to identify additional resource information.  Students are encouraged to surf the Internet for information relevant to classroom topics of discussion.  Three sites are particularly helpful: the Society for Human Resource Management (SHRM) and the Schools of Labor and Industrial Relations at Michigan State University and Cornell University. 

   

Life in the Classroom

Classes will be conducted in a seminar format.  There will be short lectures regarding key HRM concepts, but most of your life in the classroom will consist of interactive discussions and small group analysis, exercises, and presentations.   In short, it is my intent to facilitate a robust dialogue among class participants rather than deliver a boring lecture.   Because such classroom discussion is a vital part of your learning, you need to come to class fully prepared to engage fellow students (and me) and assume full responsibility for your role is this learning experience.  I expect your presentations and interactions to be proactive, informed and thoughtful.  Critical thinking is essential to this process and I would expect you to challenge ideas (attack ideas, not people).  Embrace the norms (posted) for creating a rich learning community and actively promote them in your group.  Prior to each class, you will need to: (1) study (not just read) the assigned chapter and COB posted materials; and (2) reflect on the Discussion Questions.

 

Learning Objectives/Outcomes

  • Basic Knowledge of fundamental HRM Concepts.
  • Initial Competency in HRM Tools and Skills appropriate for non-HRM managers.
  • Experience in confronting key HRM Concerns and Issues in real life Situations.
  • Confidence in initially assuming the HRM Responsibilities in a Manager’s Role.

 

Course Requirements and Grading

Your grade in the course shall be based on the following:

  • 25% First Exam
  • 25% Second Exam
  • 25% for Class Participation/Presentations.
  • 25% for Research Paper.
  • Graduate students will be required to conduct more extensive research & provide a stronger level of leadership and/or facilitation in small group discussions.

No Surprises:  My standard of excellence for an A grade is very high and rigorous.  Grading is NOT based on a curve, but on absolute criteria (see below for more details).

 

Class Participation

Class participation is graded because of the interactive nature of the class.  My expectations and the criteria for class participation are stated on the posted Class Participation Evaluation Sheet; check it out in your first week of class.  The depth and quality of your remarks in class discussions and group presentations shall be considered.  Check the posted schedule of small group assignments under “Assignments”; power point presentations are encouraged.  Students will be assigned to a group during the second day of class. Absences will directly affect your class participation grade; it is unnecessary to contact me if you have an absence unless you are missing an exam.  Your grade will be determined by my weekly personal observations; I will invite your self evaluation on the posted form, but reserve final determination.  The self evaluation sheet must be reviewed by your group (and feedback solicited) and turned in on the date specified in the schedule. 

 

Examinations

Exams shall test your HRM knowledge of all of the text, posted materials, and classroom lecture materials.  The exams shall consist of 30 multiple-choice objective questions (2 points each) taken in class AND 2 take-home essay questions (20 points each) limited to a single typed page.  The first exam is on Thursday, April 21st and shall cover chapters 1-5; the second exam is on Thursday, May 26th and shall cover chapters 6-10 plus Module A.  Unless you have a bona fide emergency and obtain advanced approval directly from me prior to class via email, there will be no make-up exams; if there is a make-up exam, the score shall be discounted by 10 points.  Sample exams and essay responses are posted.  Grading is not based on a curve, but on an absolute standard: 90+ = A; 80+ = B; 70+ = C; and 60+ = D.

Research Paper

Research papers provide an opportunity to explore a particular HRM topic or issue in depth.  Students have two research options: (1) literary research or (2) field research.  These options shall be discussed in more detail in class.  A list of sample research topics is posted.  You are required to submit a brief written proposal to me via email declaring your research topic and method no later than Tuesday, May 10th (7th week) for my approval.  Your topic should be narrowly focused to facilitate in-depth exploration.  Your paper should be at least 5 and not more than 15 double spaced pages, not including the title page and bibliography.  Papers are due no later than Tuesday, May 24th (9th week), but may be turned in earlier.  Late papers will not be accepted unless there is a bona fide emergency and advance approval is secured; in those cases, the grade will be discounted by a full grade.   Research integrity shall be monitored.

 

Guest Employee Relations Panel

There will be an open panel discussion on Thursday, May 19th.  Two or three guests will chair the panel and respond to HRM questions by students.  Guest most likely will include a VP of HR, a General Manager, and a HRM/OD consultant/specialist from the private business and public sectors.  Prepare your questions in advance.   

 

Office Hours

Because I live in Eugene and am a part-time faculty member, my accessibility is somewhat limited.  However, I plan to have office hours as stated above or by appointment.  If you need to contact me outside of office hours, my email address is mayers@bus.oregonstate.edu.  Your concerns are important to me, so don’t hesitate to contact me.

 

Personal Commitment

My personal commitment to you is that I’m prepared to work exceptionally hard to enhance your learning in this class because I believe that HRM is vital in today’s business world.  But, I cannot make you learn!  The quality of your education is ultimately your choice.  What is your personal commitment?  The classes are interactive, so your preparation and participation are critical to not only your own learning, but in creating a rich learning community in our class.  I have purposefully selected a textbook that is not overly burdensome (or costly); read and study it (and retain it) – it will serve you well in the future.  I have also spend much time and effort in developing the posted HRM materials for your reference; these materials along with the incidents and cases are worthy of study.  If you plan to be a manager in the future, they will help to ground you in hard reality and foster good judgment.  In the end, if we all work hard, we will learn a great deal from each other and have some fun in the process.  In the future, if you encounter a tough HRM situation, email me and we can discuss it.