BHR 224 Course Outline
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Bishop’s University
Williams School of Business
BHR 224(A01) Human Resource Management
Fall 2005
Tuesdays and Thursdays, 16:00 p.m. – 17:30 p.m., Room H302
Instructor
Manon
LeBlanc
Office
Location
H209
Telephone
(819) 822-9600
extension 2908
E-mail Address
Office Hours
mleblanc@ubishops.ca Monday and Wednesday
3:00 p.m. – 4:00 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.
7th Canadian Edition. McGraw-Hill Ryerson.
2.
There are also articles to read, which you can find on the R drive.
Assessment
Class Participation
Group Exercises
Team paper/Presentation
Mid-term Exam
Final Exam (non cumulative)
10%
10%
25%
25%
30%
BHR 224 Course Outline
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Class Participation (10% of course grade)
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 this aspect of the class is so essential, I believe it is important for you to receive credit
for it. Your participation mark will be based on class attendance and participation in class discussions.
Group Exercises (10% 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). During these
classes, 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, and submitted to the instructor at the
end of the class, with a list of names and student numbers of each student who participated in the exercise.
The exercises you hand in will be graded as follows:
0
1
2
= Not Submitted/Not Present
= Submitted/Present/However not much thought or integration of material
= Submitted/Present/Thought and integration with previous material
Team Paper (20% of course grade) and Presentation (5% of course grade)
You and three classmates will write a paper (approximately 10 pages) and make a presentation (approximately 15
minutes) on a current topic in HR (see below for a 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, 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, its history, and importance for HRM and
organizational performance.
A discussion of the key points of contention surrounding the issue. Your discussion can also 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:
• Employee Rights and Privacy (October 4th)
• Psychological Illness and Disorder at Work (November 24th)
• Honesty Tests (October 27th)
• Electronic Monitoring (November 15th)
• Workplace Violence (November 24th)
• Telecommuting (September 27th)
• Intimate Partner Violence (November 24th)
BHR 224 Course Outline
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•
•
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Presenteeism (November 10th)
Drug Testing (November 1st)
Sexual harassment (October 4th)
Mid-term (25% of course grade) and Final (30% of course grade) Exams
Both the mid-term and final exam will consist of multiple choice and short answer questions. In addition, you will
have one essay question (choice of 1 out of 3 questions) to answer. Multiple choice, short answer, and essay
questions will be weighted equally. 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.
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.
BHR 224 Course Outline
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Information taken from a web page must be included in your references. Cite such information as follows: GVU’s
8th 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: McGrawHill, 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.
2.
3.
4.
5.
Provide recapitulations and summaries.
Make observations that integrate concepts and discussions.
Cite relevant personal examples.
Ask key questions that lead to revealing discussions.
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.
6. Be an active participant in class discussions and exercises.
7. Pull your own weight on group projects and in-class activities.
8. 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.
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
BHR 224 Course Outline
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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
Thursday
September 8th
Tuesday
September 13th
Thursday
September 15th
Topic
Introduction
Course Outline
Textbook
Additional Readings (AR), Group
Presentation (GP), Cases, Exercises,
Movies, and Exams
None
None
Movie
Strategic Importance
of HRM
Chapter 1
(p. 4 – 43)
Tuesday
September 20th
Strategic Importance
of HRM
Chapter 1
(p. 4 – 43)
Thursday
September 22nd
HR Planning
Chapter 3
(p. 110-136)
AR- Pfeffer, J. & Veiga, J.F. (1999). Putting
people first for organizational success.
Academy of Management Executive, 13, 37-48.
AR- Zigarelli, M. (1996). Human resources
and the bottom line. Academy of Management
Executive, 10, 63.
Case- Maple Leaf Shoe company Ltd (p. 48 –
52)
Group Exercise 1
AR- Cascio, W.F. (2002). Strategies for
responsible restructuring. Academy of
Management Executive, 16, 80-91.
Tuesday
September 27th
HR Planning
Chapter 3
(p. 137-155)
Thursday
September 29th
Meeting Legal
Requirements
Chapter 4
(p. 172-196)
Tuesday
October 4th
Meeting Legal
Requirements
Chapter 4
(p. 172-196)
Thursday
October 6th
Job Analysis and
Design
Chapter 2
(p. 64 – 87)
Tuesday October
11th
Thursday
October 13th
Tuesday October
18th
Thanksgiving Break
Job Analysis and
Design
Recruitment
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? Academy of Management
Executive, 11, 93-104.
AR- Drucker, P.F. (2002). They’re not
employees, they’re people. Harvard Business
Review, 80, 70-77.
GP: Telecommuting
Group Exercise 2
GP: Sexual Harassment
GP: Employee Rights & Privacy
Case – Maple Leaf Shoes Ltd. (p. 201-202)
Chapter 2
(p. 87 - 97)
Case – Maple Leaf Shoes Ltd. (p. 103 – 107)
Chapter 5
(p. 205-237)
AR-Rynes, S.L., Lawson, A.M., & Ilies, R.
(2003). Behavioral coursework in business
education: Growing evidence of a legitimacy
crisis. Academy of Management Learning and
Education, 2, 269-283.
AR-Anabtawi and Stout (2005). An inside job
BHR 224 Course Outline
Thursday
October 20th
Recruitment
6
Chapter 5
(p. 205-237)
Case–Maple Leaf Shoes Ltd. (p. 243 – 245)
Group Exercise 3
Chapter 6
Mid-term Exam
(Chapters 1, 2, 3, 4, and 5 as well as additional
readings)
GP: Honesty Tests
Tuesday October
25th
Thursday
October 27th
Tuesday
November 1st
Thursday
November 3rd
Tuesday
November 8th
Selection
(p. 250-277)
Selection
Orientation, Training,
& Development, &
Career Planning
Chapter 6
(p. 277-291)
Chapter 7
(p. 306-322)
Thursday
November 10th
Orientation, Training,
& Development, &
Career Planning
Performance
Appraisal
Tuesday
November 15th
Thursday
November 17th
Performance
Appraisal
Compensation
Management
Chapter 8
(p. 353-376)
Chapter 9
Tuesday
November 22nd
Thursday
November 24th
Employee Benefits &
Services
Ensuring Health &
Safety at the
Workplace
Chapter 10
(p. 436-457)
Chapter 13
(p. 553-579)
Tuesday
November 29th
Ensuring Health &
Safety at the
Workplace
Thursday
December 1st
The UnionManagement
Framework
GP: Drug Testing
AR-Maurer, T.J., & Rafuse, N.E. (2001).
Learning, not litigating: Managing employee
development and avoiding claims of age
discrimination. Academy of Management
Executive, 15, 110-121.
Chapter 7
(p. 322-343)
Chapter 8
(p. 353-376)
AR- Kerr, S. (1995). On the folly of rewarding
A, while hoping for B. Academy of
Management Executive, 9, 7-14.
GP: Presenteeism
GP: Electronic Monitoring
Group Exercise 4
AR- Pfeffer, J. (1998). Six dangerous myths
about pay. Harvard Business Review, MayJune.
AR-Pfeffer 2005
Case–Canadian Pacific and International Bank
(p. 432-433)
Group Exercise 5
GP: Intimate Partner Violence
GP: Psychological Illness and Disorder at
Work
GP: Workplace Violence
AR - Les Christie (2005). America’s most
dangerous jobs
Movie: Death on the Job
Chapter 14
(p. 588-624)
BHR 224 Course Outline
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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/