From: web-form@Oswego.EDU Sent: Tuesday, November 20, 2007 9:26 AM To: ucc@oswego.edu Subject: Web Form: Course_Submission Department_Chair: John Huonker Department_Chair_Email: huonker@oswego.edu Additional_Contact: Barry Friedman, Asst Prof Additional_Contact_Email: friedman@oswego.edu Course_Number: HRM 464 Course_Type: Updated Course Course_Title: Senior Seminar in Human Resource Management Catalog_Description: This course helps senior students in the Human Resource Management major integrate knowledge of human resource management acquired from previous HRM courses. Students learn how effective staffing, compensation, performance management, and other human resource functions impact organizational performance. The course provides an integrative experience that enables students to solve human resource management problems using multiple perspectives. Prerequisites: HRM 386, HRM 385, senior standing, and a major in Human Resource Management, or permission of the instructor. Sp_every Spring: Yes Semester_Hours: 3 Justification: Effective HRM is a critical component of organizational effectiveness, as human resource contributions are a primary source of an organization’s competitive advantage. The importance of HRM continues to increase because increasingly turbulent and uncertain organizational environments demand organizations to adapt in ways that only human resources can provide. This course is intended to serve as the culminating experience for senior students in the Human Resource Management major. Today’s Human Resource Management majors must be able to integrate the various human resource functions (staffing, compensation, performance management, employee relations, etc.) and be prepared to solve human resource problems within an organizational context using multiple perspectives on issues. Senior students are expected to synthesize and integrate HR concepts and knowledge learned in previous human resource courses, and apply their knowledge to improve human resource practices and results. HRM 464 is a requirement of all human resource management minors. Course_Objectives: Upon successful completion of this course, students will be able to: 1) Integrate knowledge of strategic HRM, recruitment, staffing, compensation, performance management, and other areas, and explore how HR practices impact organizational effectiveness. 2) Demonstrate an understanding of the context within which human resource management problems arise and the ability to solve Human Resource Management problems within an organizational context using multiple perspectives on issues. 3) Demonstrate an understanding of HR roles, competencies, and professional expectations needed in today’s competitive business environment. 4) Explore current issues facing HR professionals. Course_Description: Course Outline: 1) HRM Introduction (a)Context of HRM (b)Group Teambuilding (c)Measuring effective HRM 2)Human Resource Competencies (a)Knowledge, skills and abilities required for success 3)Strategic Partner Role (a)HR decision making (b)Strategic HRM 4)Administrative Expert Role (a)Operational excellence in delivering HR systems such as benefits and compensation. 5)Employee Champion role (a)How HR can be an employee advocate 6)Change Agent Role (a)How HR can effective implement change in organizations. 7)Subject Matter Trends and Updates (a)Compensation and employee benefits (b)Employee recruitment and selection (c)Training and development (d)Legal aspects of employment (e)International HR 8)Measuring HR effectiveness and increasing accountability. (a)The HR Scorecard Means of Evaluation: Individuals will be evaluated on the basis of their understanding of the course material, as demonstrated by their performance in classroom discussions, examinations, term papers, oral presentations, and other applied/integrative assignments such as case studies, field work, and human resource audits. Resources: Not applicable Bibliography: Bates, S. (2003). The Metrics Maze. HR Magazine, 48(12). Retrieved October 15, 2006 from http://shrm.org. Becker, B.E., Huselid, M.A., & Ulrich, D. (2001). The HR Scorecard: Linking People, Strategy and Performance. Boston, Ma: Harvard Business School Press. Bernardin, H.J. (2007). Human Resource Management: An Experiential Approach, 4th Edition, Boston: Irwin McGraw-Hill. Mello, J.A. (2006) Strategic Human Resource Management, 2nd Edition, Thompson South-Western Henderson, R.I. (2006). Compensation Management In a Knowledge-Based World, 10th edition, New Jersey: Prentice Hall. Ivancevich, J.M. (2004). Human Resource Management, 9th edition, Irwin, New York. Lawler, E. (1990). Strategic Pay, San Francisco: Jossey-Bass. Maidment, F.H. (2006). Annual Editions: Human Resources 06/07 (16th Edition), Dubuque, IA.: McGraw-Hill. Southwestern Martocchio, J.J. (2006). Strategic Compensation, 4th Edition, New Jersey: Prentice Hall. Mathis, R.L. & Jackson, J.H. (2008). Human Resource Management, (12th Edition). Australia, Thompson South-Western. Milkovich, G.T. & Newman, J.M. (2008), Compensation, 9th ed. Boston: Irwin McGraw-Hill. Russell, E. (1999). Conduct Periodic HR Audits, Association of Independent General Counsel. Retrieved October 15, 2006 from http://www.aigclaw.org/tic82.html. Watson Wyatt (2002). Human Capital as a Lead Indicator of Shareholder Value, industry report. Received September 20, 2006 from (http://www.watsonwyatt.com/research/resrender.asp?id=W-488&page=1) Urlich, D. (1997). HR Champions. Boston, Ma: Harvard Business Press. Urlich, D. & Brockbank, W. (2006). The HR Value Proposition, Boston, Ma: Harvard Business Press. Resources: The department has the faculty resources and expertise to offer this course. No additional equipment and/or library resources are anticipated. Other_Comments: IP_Adress: 129.3.72.153