I. General Information

1. Course Title:
Human Resource Management

2. Course Prefix & Number:
MGMT 1114

3. Course Credits and Contact Hours:

Credits: 3

Lecture Hours: 3

Lab Hours: 0

4. Course Description:

This course studies the manager's role in working effectively with the human resources of the organization. Emphasis areas include personnel planning, job analysis and design, employee recruitment, selection, training, and employee/management relations.

5. Placement Tests Required:

6. Prerequisite Courses:

There are no prerequisites for this course.

9. Co-requisite Courses:

There are no corequisites for this course.

II. Transfer and Articulation

1. Course Equivalency - similar course from other regional institutions:

MN State, HRES 1122 Human Resources Management, 3 credits
Metro State University, HRM 310 Human Resources Management, 4 credits

III. Course Purpose

1. Program-Applicable Courses – This course is required for the following program(s):

Business Management, AAS Degree

IV. Learning Outcomes

1. College-Wide Outcomes

College-Wide Outcomes/Competencies	Students will be able to:
Demonstrate written communication skills	Design a new employee orientation program.
Apply abstract ideas to concrete situations	Develop answers to case questions.

2. Course Specific Outcomes - Students will be able to achieve the following measurable goals upon completion of the course:

• Identify trends in Human Resource Management
• Discuss job analysis and job design
• Identify the process of personal planning
• Discuss employee/management relations
• Identify the major federal laws requiring equal employment opportunity
• Discuss how to plan for human resources needed to carry out the organization's strategy
• Identify the elements of the selection process
• Discuss how to link training programs to organizational needs
• Identify the activities involved in performance management

V. Topical Outline

Listed below are major areas of content typically covered in this course.

1. Lecture Sessions

1. The Human Resource Environment
• Trends in Human Resource Management
• Human Resources and Company Performance
• Responsibilities of Human Resource Departments
• Providing Equal Employment Opportunity and a Safe Workplace
• Change in the Labor Force
• An Aging Workforce
• A Diverse Workforce
• Skill Deficiencies of the Workforce
• Regulation of Human Resource Management
• Equal Employment Opportunity
• Constitutional Amendments
• Legislation
• Analyzing Work and Designing Jobs
2. Acquiring and Preparing Human Resources
• Planning for and Recruiting Human Resources
• The Process of Human Resource Planning
• Forecasting
• Goal Setting and Strategic Planning
• Selecting Employees and Placing Them in Jobs
• Selection Process
• Training Employees
• Training Linked to Orgasnizational Needs
• Needs Assessment
• Organizational Analysis
3. Assessing Performance and Developing Employees
• Managing Employees' Performance
• The Process of Performance Management
• Purposes of Performance Management
• Criteria for Effective Performance Management
• Developing Employees for Future Success
• Training, Development, and Career Management
• Development and Training
• Development for Careers
• Approaches to Employee Development
• Managing Voluntary and Involuntary Turnover
• Separating and Retaining Employees
4. Compensating Human Resources
• Establishing a Pay Structure
• Decisions about Pay
• Legal Requirements for Pay
• Minimum wage
• Overtime Pay
• Recognizing Employee Contributions with Pay
• Incentive Pay
• Providing Employee Benefits
• The Role of Employee Benefits
5. Meeting Other HR Goals
• Collective Bargaining and Labor Relations
• Role of Unions and Labor Relations
• National and International Unions
• Local Unions
• Managing Human Resources Globally
• HRM in a Global Environment
• Employees in an International Workforce
• Creating and Maintaining High-Performance Organizations
• High-Performance Work Systems
• Conditions that Contribute to High Performance
• Teamwork and Empowerment