Claremont Graduate University
Human Resource Design Department
Fall - 2008
HRD 300 – Principles of Human Resource Management
Instructor:
Stephan D. Schuster, Ph.D.
Office hours: Before or after class and by appointment Phone: 818/774-1817
e-mail: profsteve@earthlink.net [preferred method of
communication]
Class Web Site:
http://csun.edu/DrSchuster
Click on HRD 300 for this class
Required texts:
Managing Human Resources, 14th Ed. George Bohlander, Scott Snell
Thomson – Southwestern Publishers ISBN: 0-324-42238-5
Annual Editions – Human Resources 068-09 17th ed. F. Maidment
(editor), Mcgraw-Hill/Dushkin Publ. ISBN – 0-07-352847-1
Highly Recommended Reading:
Wall Street Journal; HR Magazine; Any business periodical – e.g. Fortune,
Business Week, Inc., etc.
Course Description:
About 10 years ago, the Human Resource function in the organizational
world came under heavy criticism – and it still is a frequent target. Many top
executives question its “business” place. Thus, HR began a trend towards turning
HR from an administrative function into a true strategic partner - a function that
focuses on managing the immense investment in human resources as it affects the
bottom line. When performed in a professional manner, a human resource
function optimizes the output of the human resource just as purposefully as an
astute finance manager maximizes returns by managing financial resources. The
trick is in being able to accurately assess the internal and external environments in
these hyper-dynamic times, choose the appropriate response in keeping with the
needs and goals of the organization, and manage the implementation process.
This course is designed to facilitate the learning process by using real world
situations to illustrate theoretical principles. The emphasis is on the use of a
systematic professional approach to problem solving: precise analysis, use of
appropriate tools, selection of the best solution, implementation, evaluation and
follow-up. Real world examples from all sorts of organizations will provide the
learning platform. Students will be expected to help provide these examples
from their own real world experiences and will also be expected to
demonstrate an ability to transfer knowledge gained from the class back to
their real world.
HRD 300
Fall, 2008
Claremont Graduate University
Syllabus Page 2
Course Format:
With an emphasis on real life examples, the course will be taught through
lecture, text-book, videos, in-class exercises and cases along with a heavy
emphasis on group discussions. To facilitate discussions, it is crucial for everyone
to be prepared for classes by having done the readings and any assignments. It is
also crucial for everyone to participate to ensure maximum learning for you, your
fellow students, and your professor. Since real world management involves
working with others, this course is designed with team-work in mind.
Evaluation/Grading:
Class participation: 5% (includes attendance, quality of participation)
Real World/Case Insight Reports: 4 reports @ 5% each = 20%
Team Project/Presentation: 25% (Shared grade = 15% + 5% peer review)
First-half exam: 25%
Final exam: 25%
Real World Insight Reports:
Periodically, students will turn in short (1 – 2 page papers) describing some
aspect of their environment (work, home, school) that illustrates some principle
discussed either in class or in the text. These are to show that the student
recognizes how an “academic” principle or theory is actually used in the real world.
While your actual environment is the ideal place to look, cases discussed in class
or read about either inside or outside of class are acceptable.
These papers should be an “AHA” experience where you actually witness or
are told about some situation that reminds you of something we’ve discussed (or
you read about). For example, we may have discussed common mistakes in
interviewing candidates and you then are interviewed yourself and suddenly
recognize mistakes the interviewer is making.
Papers should be brief – more than 2 pages is unacceptable. Just describe
what you witness, related it to a concept, and tie it up with a ‘what-you-learnedfrom-it’.
Team Project:
Each team will select a specific organization, and report on the overall HR
function including philosophy, structure, programs, etc. Research should be
gathered from actual interviews, organizational publications, and/or other published
material.
Students will turn in a written outline of their part in the presentation.
Presentations should last about 30 minutes, including time for class questions and
discussion. Grading will be based on thoroughness, interest, and creativity in
presentation style.
HRD 300
Fall 2008
Claremont Graduate University
Syllabus Page 3
NOTE: For all written assignments grading will be based on:
1. Content – pertinence to topic, depth of understanding and insight
2. Clarity of writing – IN THIS CLASS, SPELLING AND GRAMMAR WILL
COUNT.
Half-term Exams:
Two short exams testing comprehension will be given during the term.
These may include short answer, definitions, etc. and cover material covered in
class or in the text.
Grades will be assigned using the University criteria:
A+ = truly exceptional performance. Rarely given
A = excellent performance
A- = Very good performance
B+ = Good performance
B = Acceptable graduate level performance
B- = marginally acceptable performance
C+ = Passing, but below expectations for graduate work
C = Weak performance
C- = Minimum passing grade. Very weak performance
My target is to give out 40% in the “A” category; 55% in the “B” category, and 5%
C+ or below.
Timeliness:
All assignments are expected to be turned in on time. Points will be taken
off for missed deadlines.
Students are also expected to attend all classes and to be punctual.
Tardiness in arriving to class is rude and disruptive.
NOTE: Accommodations will be made for students having documented special
needs. Any student requiring an accommodation MUST identify him/herself to me
at the first meeting so that we may discuss what can and can’t be done.
HRD 300 – CGU
Fall, 2007
Class Schedule and Assignments
Class
Date
Topic
Assignments
1
Sep 8
Introductions
The HR job
HR as a “profession”
Bohlander: Ch 1
Readings: Articles 1,6,8
2.
Sep 15
The HR environment
Bohlander: Ch 2,3
The legal Environment (Basic) Readings: 5,12,13,15,18,10
3
Sep 22
Work analysis, Planning
RWAP 1 due
4
Sep. 29
Library and Team formation day: No class
5
Oct 6
Recruiting and
Selection
Bohlander: 5,6
Reading: 8,16,17,38
6
Oct 13
Training and Development
RWAP 2 due
Bohlander: 7
Reading 12
7
Oct. 20
Bohlander 4
Readings: 2,14,24,25
First-half exam
Performance Appraisal I
Bohlander: 8
8.
Oct 27
Performance Appraisal II
Compensation &
Benefits
Readings: 35,36,37
Bohlander: 9, 10, 11
9
Nov. 3
Compensation &
Benefits
Bohlander: 9, 10, 11
Readings: Unit 5 (all)
10
Nov. 10
OSHA
RWAP 3 due
Bohlander: 12
Reading: 32
11
Nov 17
Privacy & Ethics/
Employee rights
Bohlander: 13
Readings:
18,19,23,28,39,40,41
12
Nov 24
Labor Relations
Bohlander: 14
13
Dec. 1
Sexual Harassment & Other legal issues
14
Dec. 8
14.
Dec. 15
Team Presentations
RWAP 4 due
Second Exam