BHR 224 Course Outline 1
Bishop’s University
Williams School of Business
BHR 224(B01) Human Resource Management
Winter 2006
Tuesdays and Thursdays, 14:30 – 16:00, Room H301
Instructor Office Address
Location
Manon
LeBlanc
822-9600 Monday and Wednesday extension 2908 3:30 p.m. – 4:30 pm or by appointment
Course Overview and Objectives
The management of human resources has become a recognized source of organizational competitive advantage.
Human resource strategies, practices and policies support the development and deployment of an engaged, competent, and committed workforce. The objectives of this course are to: (1) introduce theory in Human Resource
Management and (2) apply the theory to human resource management issues.
In this class we will look closely at a number of human resource management (HRM) topics, focusing on the theories, research, and practices related to each topic. We will consider how each topic and related practices contribute to organizational functioning. This class will examine how companies formulate, implement, and evaluate HR strategy. We will also examine current trends and issues in HRM and the impact of these trends on organizations.
Regardless of whether or not HRM is a functional responsibility, to some extent it is a responsibility of all managers, and thus the theories and techniques taught in the course are applicable for all types of positions, in all types of organizations that you may work in. This course is designed to provide the essentials of HRM for managers whether or not their career orientation lies in human resources, as well as to provide a foundation for those individuals who may be interested in more focused study on HRM, and related topics. The overall objective of the course is to develop employees capable of considering many facets of HRM in making decisions that will impact the workforce, and to enable individuals to provide more informed input into HRM issues and decisions.
Classes will be conducted in an interactive and participative manner, and students are expected to contribute to class discussion. Learning will be facilitated through lecture, class discussion, cases, and exercises .
Required Reading Material
1.
Schwind, H., Das, H., & Wager, T. (2005). Canadian Human Resource Management: A Strategic Approach.
7 th
Canadian Edition. McGraw-Hill Ryerson.
2.
There are also articles to read, which you can find on the R drive.
Assessment
Attendance (5%)
Class Exercises (5%)
Team paper/Presentation
Final Exam (non cumulative)
20%
25%

BHR 224 Course Outline
Participation:
To understand the material covered in this course and do well, it is important to read the material before class sessions so that you can contribute thoughtfully to the class discussions and exercises. Please consider that your comments and questions are more than welcome, will make the class more interesting, and will contribute to everyone’s learning. Because evaluating class participation can be controversial, and especially difficult in a large class, I have set up a way of assessing your potential and commitment to participate.
Attendance (5% of course grade)
Five percent of your course grade will be based on attendance. As long as you do not miss more than two classes throughout the semester, you will receive 5/5 for attendance. However, if you miss three classes, you will receive 2.5/5, and if you miss four or more classes, you will receive 0/5.
Class Exercises (5% of course grade)
To enhance your learning and knowledge of the material covered in this course, you will participate in various group exercises with your colleagues during designated classes (indicated on the course schedule). Small groups (4 people per group) will sit together, discuss the exercise (which I will distribute during the class), and prepare a written submission detailing answers to the associated exercise. One or two groups will be randomly selected to make a short presentation of their findings to the rest of the class following each class exercise. All exercises are to be completed during the in-class work sessions.
The exercises you hand in will be graded as follows:
0 = Not Submitted/Not Present
1 = Submitted/Present
Team Paper (15% of course grade) and Presentation (5% of course grade)
2
You and two classmates will write a paper (8-10 pages) and make a presentation (approximately 20 minutes) on a current topic in HR (see below for the list of topics and presentation dates). In completing this assignment, assume the role of a task force that has been formed to investigate this issue and present policy recommendations to top management regarding how your organization should deal with this issue. You are expected to research your topic, consulting current periodicals, academic sources (see page 7 of the course outline for a list of acceptable academic journals), and the Internet. Your paper, which should be as realistic as possible, is due the last day of class .
Demonstrate that you understand and can appropriately apply the course material. Your report should cover the following:
1.
2.
3.
Brief background information including a synopsis of the issue and its history.
A discussion of the importance of the issue for HRM. You may include the financial and legal implications as well as the potential effects on productivity, morale, and other HR activities.
Your recommended policy for what your organization should do in dealing with this issue. Rely on the application of course material in supporting your policy recommendations.
Topics:
•
•
360 Degree Feedback (March 14
Honesty Tests (February 21 st
)
•
Electronic Monitoring (March 21 th
) st
)
•
Workplace Violence (April 6 th
)
•
Telecommuting (February 2 nd
)
•
Intimate Partner Violence (April 6 th
)
•
•
Sexual Harassment (February 9 th
)
Employee Retention (February 14 th
)
•
HRM and the injured worker (April 4 th
•
Controlling absenteeism (March 9 th
)
•
Presenteeism (March 16 th
)
•
Drug Testing (March 7 th
)
)

BHR 224 Course Outline 3
Quizzes (20% of course grade)
There will be four quizzes during the term (dates are indicated on the course schedule). Material in the text, additional readings, and lectures will be included. The quizzes will contain only multiple choice questions (10 questions per quiz). Each quiz will be worth 5% of your final grade.
Mid-term (25% of course grade) and Final (25% of course grade) Exams
Both the mid-term and final exam will consist of multiple choice and short answer questions. A supplemental final exam may be available under exceptional circumstances (e.g., medical reason). However, your final grade must be at least 45% (university regulation).
Bonus Marks
Up to 2 bonus points will be awarded to those students who choose to participate in research conducted at Bishop’s
University (one bonus point per study). The research must be the formal research of a professor or a student conducting an honors project. Participation in class projects or other forms of research is not credited. Your must submit a form (signed by the researcher and yourself) to me before the end of the term.
Additional Information on Evaluation
I would like you to treat each assignment as an opportunity for you to show me how much you have thought and learned about a particular topic. Rest assured, very few assignments would lead me to believe that students lack any understanding of the area under consideration. However, I am concerned by the number of times I receive written work, in which what seem like good ideas are hidden by poor communication. I urge you to pay attention to how you communicate your ideas. Ensure that your content is specific to the questions. Keep your style simple, and reread your work before submitting it.
Improving Writing
Everyone can improve the quality of their written work. There are some excellent resources here at Bishop’s that I encourage you to take advantage of. One of these is the Writing Centre. This is a free service for all students who would like help with their writing.
The Writing Centre
Divinity House, 822-9600 ext. 2400
Referencing
When using any ideas from the textbooks, journal articles, or other sources, you must cite the rightful author(s).
Within the text, direct quotes must have quotation marks around them plus the reference (e.g.: “…<quote>...”
(Rubin & Peplau, 1976, p. 10). For references other than direct quotes (i.e.: ideas, arguments) you do not have to include the page number, just the author(s) and publication year (e.g.: Barling, 2000). You must also include a page of references at the end of your paper. I will not be too particular about what type of referencing system you use, but I do expect you to remain consistent throughout the paper. If you are ever unsure as to whether something you write is plagiarism, please ask me. This way, there is no fear of making any kind of mistake.

BHR 224 Course Outline 4
References for articles taken from the internet must indicate where they were retrieved from. Cite an internet article based on print source as follows: Sahelian, R. (1999, January). Achoo! Better Nutrition, 61, p. 24. Retrieved
September 17, 2001, from Academic Index.
Information taken from a web page must be included in your references. Cite such information as follows: GVU’s th
8 WWW user survey. (n.d.). Retrieved September 19, 2001, from http://www.cc.gatech.edu/gvu/user_surveys/survey-1997-10/.
You must reference in the body of your essay and provide a reference list of your sources at the end. Cite a book in a reference list as follows: McShane, S.L. (2001). Canadian Organisational Behaviour.
New York, NY: McGraw-
Hill, Ryerson.
My Obligations to Students
As your instructor for this course, I will work hard to engage your intellect and imagination in terms of the topics that we will cover. I will try to facilitate your learning by providing instruction on the core concepts of OB, by engaging you in exercises and cases that will illustrate these concepts, and by supporting a positive learning environment in the classroom where every student feels an equal opportunity to ask questions or bring up issues. I am available to discuss any concerns that you have about the course, the material, the assignments, or the tests. If you have any problems, concerns, or would like to discuss anything relating to the course, please let me know.
My Expectations of Students
I expect that you attend class and be prepared to make a positive contribution. I expect that you read the assigned material before coming to class. Be prepared to discuss issues raised in the readings or ask questions if there are things that are not clear.
Making a contribution in the classroom also includes listening to what others have to say, and not dominating the class and group discussions.
How can you make a positive contribute to the class?
1.
Cite relevant personal examples.
2.
Ask key questions that lead to revealing discussions.
3.
Disagree with the instructor when the difference of opinion serves as both counterpoint and a way of exploring all sides of a concept, issue, or practice.
4.
Be an active participant in class discussions and exercises.
5.
Pull your own weight on group projects and in-class activities.
6.
Bring current news stories that relate to HR to the attention of the class.
Academic Dishonesty
I expect that you will adhere to the regulations and policies on Academic Dishonesty and Professional Conduct in the program calendar.
All instances of academic dishonesty will be taken very seriously. Please consult: http://www.ubishops.ca/academic/cal006.htm#integrity for further information.

BHR 224 Course Outline
Course Schedule and Readings
I have compiled a list of topics with readings and exercises that we will cover by date. I will maintain this schedule as much as possible, but there may be changes, and the schedule might change without written notice. If you miss a class it is your responsibility to find out what was covered and if there are any changes for the following class topic or readings.
Date Topic Textbook Additional Readings (AR), Group Presentations
(GP), Class Exercises, Cases, Videos, Quizzes, and
Exams
5
Tuesday
January 10 th
Thursday
January 12 th
Tuesday
January 17 th
Thursday
January 19 th
Tuesday
January 24 th
Introduction
Course Outline
Strategic Importance of HRM
None
None :
Ms. Rolla Haddad, Business Librarian
Chapter 1
(p. 4 – 24)
VideoSouthwest Airlines: Competing through people
AR - Pfeffer, J. & Veiga, J.F. (1999). Putting people first for organizational success. AME, 13, 37-48.
Strategic Importance of HRM
CaseMaple Leaf Shoe company Ltd
(p. 48–52)
Class Exercise 1
Job Analysis
Thursday
January 26 th
Job Design
Tuesday
January 31 st
Thursday
February 2 nd
Tuesday
February 7 th
Thursday
February 9 th
Tuesday
February 14 th
Thursday
February 16 th
HR Planning
HR Planning
Chapter 3
(p. 114-136)
Chapter 3
(p. 137-147)
Quiz 1Chapters 1, 2 and AR (Pfeffer & Veiga, 1999)
AR - Cascio, W.F. (2002). Strategies for responsible restructuring. AME, 16, 80-91.
AR - von Hippel, C., Mangum, S.L., Greenberger,
D.B., Heneman, R.L., & Skoglind, J.D. (1997).
Temporary employment: Can organizations and employees both win? AME, 11, 93-104.
GP: Telecommuting
Video -Employment Equity: Who Makes the Grade Meeting Legal
Requirements
Meeting Legal
Requirements
GP : Sexual Harassment
Case – Maple Leaf Shoes Ltd. (p. 201-202)
Case -Canadian Pacific and International Bank (p.
202-203)
Group Exercise 3
Recruitment Chapter Employee Recruitment and Retention
(p. 205-237)
GP : Employee Retention
Recruitment Chapter -Chapters 3, 4, and AR (Cascio, 2002; von
(p. 205-237) Hippel et al., 1997)
Case –Maple Leaf Shoes Ltd. (p. 243 – 245)
Group Exercise 4

BHR 224 Course Outline
Tuesday
February 21 st
Selection Chapter
Thursday
February 23 rd
Reading Week
Mid-term Exam
(Chapters 1, 2, 3, 4, and 5 as well as all additional readings assigned to date)
Tuesday
February 28 th
Thursday
March 2 nd
Tuesday
March 7 th
Reading Week
(p. 277-291)
Thursday
March 9 th
Orientation, Training,
& Development
Chapter 7
(p. 306-322)
GP : Controlling absenteeism
Tuesday
March 14 th
Thursday
March 16 th
Tuesday
March 21 st
Thursday
March 23 rd
Tuesday
March 28 th
Thursday
March 30 th
Tuesday
April 4 th
Thursday
April 6 th
Orientation, Training,
& Development
Performance
Appraisal
Compensation
Management
Employee Benefits &
Services
Health & Safety at the Workplace
Chapter 8
(p. 353-376)
Chapter 9
(p. 388-421)
Chapter 10
(p. 436-457)
Chapter 13
(p. 553-579)
GP: 360 Degree Feedback
Group Exercise 5
AR Kerr, S. (1995). On the folly of rewarding A, while hoping for B. AME, 9, 7-14.
GP: Presenteeism
GP : Electronic Monitoring
Quiz 3 – Chapters 6, 7, 8, and AR (Kerr, 1995)
AR - Pfeffer, J. (1998). Six dangerous myths about pay. Harvard Business Review, May-June.
Movie: Death on the Job
Video: Working with Stress
GP : HRM and the injured worker
GP : Workplace Violence
GP : Intimate Partner Violence
Tuesday
April 11 th
Thursday
April 13 th
Chapter 14
(p. 588-624)
Guest Speaker:
Ms. Kim Salvetti, Labor Relations Consultant, MUHC
(McGill University Health Center)
Quiz 4 – Chapter 10, 13, and AR (Pfeffer, 1998)
Group Project is due
6

BHR 224 Course Outline
Journals as a Starting Point for Research and Information on Personnel and HRM
Academy of Management Executive
Academy of Management Journal
Academy of Management Review
Administrative Sciences Quarterly
British Journal of Industrial Relations
California management Review
Canadian Journal of Administrative Sciences
Group and Organization Management/Studies
Harvard Business Review
Human Relations
Human Resource Development Quarterly
Human Resource Planning
Human Resources Management Journal
Human Resources Management Review
Industrial and Labor Relations Review
Industrial Journal of Human Resource Management
Industrial Relations
Journal of Applied Psychology
Journal of Applied Social Psychology
Journal of Management
Journal of Management Issues
Journal of Occupational and Organizational Psychology
Journal of Occupational Medicine
Journal of Organizational Behavior
Labor Studies Journal
Organizational Behavior and Human Decision Processes
Organizational Dynamics
Personnel Psychology
Sloan Management Review
Work and Stress
Internet Sites as a Starting Point for Information and Research on Personnel and HRM www.workforce.com http://www.hrmguide.net/canada/ http://www.shrm.org/ http://www.ihrim.org/ http://www.councils.org/
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