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Revision date: 6/19/2015 1
ELEMENTS OF HUMAN RESOURCES MANAGEMENT SYLLABUS / COURSE CALENDAR / READING ASSIGNMENTS
Course Description:
This course provides an overview of and an introduction to the basic HRM functions: employment,
employee relations, training and development, ethics, benefits, leadership and employee motivation. Topics
include the history and future of HRM, the changing nature of work, the relationship of HR functions, the
current legal environment in which HR operates; sources for obtaining answers to most operational HR
problems and an exploration of HR as a career.
Course Objectives:
Upon completion of this course, students will gain a practical knowledge of the need to integrate HR
policies with other areas of business management. Students will have an opportunity to apply their own
decision-making skills through class discussion and participation. Through the examination of current
theory, students will be provided with an initial understanding of how the management of Human
Resources relates to other organizational functions.
Expected Learning Outcomes This is a survey course of the Human Resources as a profession. By the end of the course, the learner will
have an understanding of the basic structure of the employment relationship including the employment
market in general, principles of Equal Employment Opportunity, and the overall structure, function and
practice of the various areas of HR, including job analysis and design, recruitment, interviewing, selection,
onboarding/orientation, benefits, training, employee relations, labor relations, and compensation. By the
end of this survey course students should be able to “issue-spot” HR issues and have an awareness of
resources for solving them. Students will also gain a solid foundation for further HR study as well as
foundational knowledge that may later be applied on national HR certification examinations.
Materials
REQUIRED READING: Bohlander Snell and Morris, Managing Human Resources, 17th
Edition
Grading Students are expected to fully attend classes and participate meaningfully and constructively in class
activities. Each student bears the responsibility for his or her attendance, class notes, test scores and final
grading outcome.
Course Title: Elements of Human Resources Management, MGMT x450
Reg #: 256933
Course dates: 6/23/2015 to 9/1/2015
Meeting, Type, Loc: Tues. nights, 6:30 to 9:30 p.m., 261 S. Figueroa St. LA
For parking, directions, and other logistics, contact UCLA Extension directly
Instructor: Mike Kilroy
SVP, Human Resources Division, City National Bank
Contact info: michael.kilroy@cnb.com or 323-578-1594
Appointments: available on request before or after class or by phone
Revision date: 6/19/2015 2
Midterm and Final. The Midterm and Final will consist of True/False, Multiple Choice, and/or
short discussion questions. The testable body of knowledge is (1) all content in the assigned
reading, and (2) content discussed and/or reinforced in class.
Grading System (subject to change based on presentation/paper weight, TBA)
*A passing grade will not be awarded without satisfactory completion of any paper/project and satisfactory
attendance, as defined in the Attendance section below.
Incompletes: The interim grade Incomplete may be assigned
when a student’s work is of passing quality, but a small portion of
the course requirements is incomplete for good cause (e.g. illness or
other serious problem). It is the student’s responsibility to discuss with
the instructor the possibility of receiving an “I” grade as opposed to a
non-passing grade. The student is entitled to replace this grade by a
passing grade and to receive unit credit provided they complete the
remaining coursework satisfactorily, under the supervision of and in a time frame determined by the
instructor in charge, but in no case later than the end of the next academic quarter. At that time, the
Registrar will cause all remaining Incompletes to lapse to the grade F. Note: Receiving an “I” does not
entitle a student to retake all or any part of the course at a later date. It is the student’s – not the instructor’s
– responsibility to ensure follow-up and completion of work.
Course Calendar and Reading Assignments (Subject to Change)
On this date: The following topics/chapters will be discussed in class:
6/23/2015 Course introduction, Chapter 1 (Rewards and Challenges of HRM)
6/30/15 Chapter 3, Equal Employment Opportunity and HRM – Note: this chapter’s material is
particularly critical to your understanding of HR.
7/7/15 Chapter 4 through Job Analysis to page 142 only and all of Chapter 6, Employee Selection
7/14/15 Chapter 8, Performance Management
7/21/15 Chapter 13, Employee Rights and Discipline
7/28/15 Chapter 14, Dynamics of Labor Relations and Chapter 12, Promoting Safety and Health
8/4/15 MIDTERM – take home midterm due tonight; no class session
8/11/15 Chapter 11, Employee Benefits
8/18/15 Chapter 7, Training and Development
8/25/15 Chapter 9, Compensation
9/1/2015 FINAL EXAM
Presentation or Paper TBA TBA
Attendance/Participation 30 points 30%
Midterm 35 points 35%
Final 35 points 35%
Total points possible 100 points* 100%
A 90 points and above
B 80 points and above
C 70 points and above
D 60 points and above
F Below 60 points
Revision date: 6/19/2015 3
Expectations
Students are expected to:
• Actively participate in class discussions
• Complete all readings and homework as assigned
• Communicate respectfully to instructors and fellow classmates
Attendance/Participation: Your attendance does not need to be perfect, but you need to take it seriously.
The Attendance/Participation policy is designed to be fair to the many of your fellow students who make a
serious effort to come to class and participate meaningfully in the course. Attendance is integral to effective
class discussions and participatory learning. Attendance is also a matter of academic respect towards
your instructor and your fellow students. If you miss the mid-term or final exam, other students will have
to wait until you have taken your exam before they can receive their corrected exams back (to preserve the
integrity of the examination process). Therefore, please note that attendance at the Midterm and Final
are required. Just as importantly, if you miss a lot a class, you may not get as much out of the course and
you will miss the participation and discussion between and among your fellow students as well as key
points that will help you understand the material, and networking opportunities.
Participation is evaluated by the instructor during class and is a part of your overall
Attendance/Participation grade.
Absences due to serious health reasons or health reasons in your immediate family may be excused by the
instructor, who may require appropriate written documentation; please e-mail the instructor as to a health-
related absence so it can be recorded as such (do not disclose private health information – just indicate that
it is a health-related absence).
Class Notes: Class notes are your sole responsibility. It is recommended that you attend class and take
notes in order to maximize your performance on the midterm and final exams. Course slides will be made
available; they will be identical to or substantially similar to those shown in class.
TBD dates / other. In the event a holiday or other scheduling conflict arises, the instructor’s determination
as to any makeup dates will control, however, effort will be made to accommodate students’ needs. If the
instructor is unable to attend a class, an instructor/guest-lecturer (who teaches in the UCLR HR Certificate
program) will substitute, or class will be rescheduled.
Course Policies (updated July, 2014)
Academic Honesty Policy
Academic dishonesty covers behavior in cheating, plagiarism, and fabrication of information. These
behaviors are not tolerated. Students are encouraged to familiarize themselves with the UCLA Extension
Student Conduct Code and the official statements regarding cheating and plagiarism at:
https://www.uclaextension.edu/Pages/str/StudentConduct.aspx
Services for Students with Disabilities
In accordance with Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act
of 1990, UCLA Extension provides appropriate accommodations and support services to qualified
applicants and students with disabilities. These include, but are not limited to, auxiliary aids/services, such
as note takers, audiotaping of courses, sign language interpreters, and assistive-listening devices for
hearing-impaired individuals, extended time for and proctoring of exams, and registration assistance.
Accommodations and types of support services vary and are specifically designed to meet the disability-
related needs of each stude3nt based on current, verifiable medical documentation.
Arrangements for auxiliary aids/services are available only through UCLA Extension Disabled Student
Services at (310) 825-4581 (voice/TTY) or by email at access@uclaextension.edu. Please request such
arrangements with at least five working days’ advance notice. All assistance is handled in confidence.
Accommodations must be pre-approved. Requests for retroactive accommodation will not be accepted.
Revision date: 6/19/2015 4
Elements of Human Resource Management
Presentation or Paper Assignment (Assignment and Grade Weight To Be Announced)
1. Purpose. The purpose of this project assignment is to give students the opportunity to choose an
HR topic that interests them and look at it “in-depth.” The idea is to give you the flexibility to
choose an area that really interests you, that is relevant to your field; or, conversely, to expose
yourself to an area of HR you never even knew existed or learn more about an area you only know
vaguely about.
2. Topic. The project can be anything related to the topic of Human Resources. For example, you
may pick a specific HR practice, describe what it is examine some of the current legal, technical,
operational or other implications relevant to the topic, any recent developments with respect to
your chosen topic, etc. For example, if you currently work in Information Technology, you may
wish to pick a topic that has to do with HRIS. If you have an Entertainment background, you
might pick a topic relating to recruitment or compensation issues in the unique context of the
Entertainment industry. If you work in Entertainment and are thinking about a career doing HR in
healthcare, you might research an HR issue specific to healthcare. You may focus narrowly or
broadly. A “narrowly” focused project might be to examine a key piece of legislation or court
decision and discuss its impact on HR practice; a “broadly” focused project may consist of a
review of options a small company may use in implementing a retirement program.
The below section contains just a partial list of general topics that you may wish to investigate in order to
find a specific area that you wish to learn more about. This subject list is adopted from subjects commonly
discussed or referred to on the Society for Human Resource Management's website, and in other HR
publications and sources; it is by no means restrictive – you may feel free to choose any topic that is
relevant to Human Resource Management.
Benefits Adoption benefits
Careers in benefits
Consumer directed health care Defined benefit plans
Defined contribution plans
Dependent care Disability benefits
Disease management
Domestic partner benefits Employee Assistance programs
Educational assistance
Flexible benefits plans Family and Medical Leave – Federal
Family and Medical Leave –
California Integration of Federal and California
family and medical leave
Benefits in a global organization Health care costs
Long term care insurance (employer
provided) Medical privacy
Employer sponsored retirement plans
Unemployment compensation Wellness benefits
Workers compensation
Training/Organizational
Development Adult learning Change management
Distance learning Emotional intelligence
Employee development
OD interventions Organizational assessment
Organizational learning
Social networks in the employment setting
HRIS Careers in HRIS
Dashboards
HR use of Intranets Vendor and software selection
Employer policies re Twittering
Data protection
Diversity
Age Business Case
Careers in Diversity Management
Cultural Competence Disability issues
Diversity Initiatives
Diversity training Ethnicity/national origin issues
Family status
Gender issues in employment Language issues in the workplace
Race in the workplace
Religion, belief, and spirituality in the workplace
Sexual orientation Supplier Diversity
Affirmative Action topics
Legal and regulatory issues in diversity
Global HR Expatriation
Global Recruitment
Outsourcing globally Repatriation
Trade agreements
Global relocation How to start up a division in a
foreign country
Global HR careers
Safety and Security
Business continuity and recovery Careers in safety/security
Communnicable diseases in the
workplace Data security
Drug and alcohol testing
Emergency repsonse Environmental health hazards
Ergonomics
Legal and regulatory issues in security
Monitoring, surveillance, and
searches Outsourcing
Revision date: 6/19/2015 5
Risk management
Terrorism Violence in the workplace
Compensation Board Compensation
Commission-based pay
Communication of compensation issues
Compensation plannning and deskgn
Differential pay Effective pay practicesExecutive
compensation
Global compensation Inventive pay
Job evaluation
Legal and regulatory issues relevant to compensation
Wage and hour issues – California
and/or federal Overtime eligibility
Overtime pay
Payroll Performance-based pay
Salary surveys
Stock-based plans Tax compliance
Youth employment
Employee Relations Attendance Conflict resolution
Counseling
Demotion Disability Accommodations
Disciplinary issues
Dress and appearance Employee attitude surveys
Employee conduct
Employee engagement Employee handbooks
Equal Employment Opportunity
Performance management Policies and practices
Posting requirements
Religious accommodation Retaliation
Terminations
Transfers Restructuring
Labor Relations Careers in labor relations
Collective bargaining
Dispute resolution Global labor relations
Unfair Labor practices
Unfair Management practices Union decertification
Union organizing
Work stoppages
Recruitment/Staffing Affirmative Action
Alternate work schedules
Applicant tracking Background investigations
Careers in Recruitment
Contingent staffing Disability issues in recruitment
Eligibility verficiation (I-9)
Employee referrals Employment applications
Employment contracts
Employment offers EEO
Global staffing management
Immigration and visas Interviewing
Job analysis
Job descriptions Onboarding
Organizational exit
Outsourcing Pre-employment testing
Relocation
Retention Technolgoy in recruitment
Workforce planning
Other: Legal issues in any of the above
areas Ethics
Sustainabily
Whistleblowing HR planning issues
Job analysis Employee involvement
Flexible work schedules
or ANY OTHER TOPIC related to
Human Resources Management
top related