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

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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

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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.

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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

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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