Active Outline

General Information

Course ID (CB01A and CB01B)
BUSD057.
Course Title (CB02)
Human Resource Management
Course Credit Status
Credit - Degree Applicable
Effective Term
Fall 2023
Course Description
This is an introductory course designed to teach the fundamental components of the human resource function. It will focus on understanding and applying various roles of human resources (recruitment, ethical and legal issues, selection, assessment and development, compensation, benefits) provided to employees and the organization to meet individual, organizational diversity and societal objectives.
Faculty Requirements
Course Family
Not Applicable

Course Justification

This course is transferable to CSU. It is required for students seeking to earn °®¶¹´«Ã½ College's AA degree in Management. The course provides students with an understanding of Human Resources (HR) practices (such as recruiting, performance assessment, and setting compensation) and how they affect employee performance and the competitiveness of the firm.

Foothill Equivalency

Does the course have a Foothill equivalent?
No
Foothill Course ID

Course Philosophy

Formerly Statement

Course Development Options

Basic Skill Status (CB08)
Course is not a basic skills course.
Grade Options
  • Letter Grade
  • Pass/No Pass
Repeat Limit
0

Transferability & Gen. Ed. Options

Transferability
Transferable to CSU only

Units and Hours

Summary

Minimum Credit Units
5.0
Maximum Credit Units
5.0

Weekly Student Hours

TypeIn ClassOut of Class
Lecture Hours5.010.0
Laboratory Hours0.00.0

Course Student Hours

Course Duration (Weeks)
12.0
Hours per unit divisor
36.0
Course In-Class (Contact) Hours
Lecture
60.0
Laboratory
0.0
Total
60.0
Course Out-of-Class Hours
Lecture
120.0
Laboratory
0.0
NA
0.0
Total
120.0

Prerequisite(s)

Corequisite(s)

Advisory(ies)

ESL D272. and ESL D273., or ESL D472. and ESL D473., or eligibility for EWRT D001A or EWRT D01AH or ESL D005.

Limitation(s) on Enrollment

Entrance Skill(s)

General Course Statement(s)

Methods of Instruction

Discussion of assigned reading

Discussion and problem solving performed in class

Collaborative learning and small group exercises

Homework and extended projects

In-class exploration of Internet sites

Other: Case study Analysis

Quiz and examination review performed in class

Assignments

  1. Required reading from the textbook and supplemental sources
  2. Small group discussions of course content with emphasis on cases and experiential exercises.
  3. Small group presentations of course material
  4. Homework assignments related to end of chapter questions and case studies
  5. Research paper in which student examines an HR topic and its application to real-world HR business situation

Methods of Evaluation

  1. One or more quizzes and/or midterms. Criteria used is depth of understanding and application of course content on chapters covered for each exam.
  2. Final examination. Criteria used is depth of understanding and application of course content on chapters covered.
  3. Term paper, homework and small group presentation. Criteria used is integration of course topics into real-life applications.
  4. Class participation. Criteria used is participation level, ability to ask relevant questions and provide their own insight into what they need to fully understand and successfully absorb the topic being discussed.

Essential Student Materials/Essential College Facilities

Essential Student Materials: 
  • None.
Essential College Facilities:
  • None.

Examples of Primary Texts and References

AuthorTitlePublisherDate/EditionISBN
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, Patrick M. Wright. "Fundamentals of Human Resource Management" 8th Ed. New York, NY: McGraw-Hill/Irwin, Inc., 2020

Examples of Supporting Texts and References

AuthorTitlePublisher
Wall Street Journal, Business Week, Fortune, Forbes, Harvard Business Review and local newspapers.
Society for Human Resource Management (SHRM)

Learning Outcomes and Objectives

Course Objectives

  • Examine Human Resource Management and relate its importance to the organization.
  • Analyze the strategic role of human resource management.
  • Appraise the ethical and legal environment
  • Examine the analysis and design of work
  • Compare human resource planning and recruitment options
  • Compare selection and placement strategies
  • Contrast training methods and delivery options
  • Examine performance management theories
  • Compare employee separation and retention programs
  • Differentiate compensation programs/approaches
  • Examine employee benefits
  • Analyze ways to manage human resources globally
  • Contrast various ways to strategically manage human resource management functions

CSLOs

  • Examine Human Resources (HR) practices and how they affect employee performance, motivation, and the firm.

  • Appraise the impact of HR as a strategic partner with corporate executive leadership to achieve competitive advantage in the marketplace.

  • Compare HR functions to formulate critical written and oral analysis of current global HR challenges.

Outline

  1. Examine Human Resource Management and relate its importance to the organization.
    1. Roles/responsibilities of the Human Resource department
    2. Competencies of human resource managers.
    3. How the human recourse function is changing.
    4. Competitive challenges impacting human resource management.
  2. Analyze the strategic role of human resource management.
    1. Understand the business/strategic models
    2. Roles of human resource management in providing competitive advantages
  3. Appraise the ethical and legal environment
    1. Legal system in the U.S.
    2. Types of discrimination
    3. Current issues regarding diversity
    4. Key legislation affecting HR policies
      1. Major EEO laws and regulations
        1. Broad-based discrimination laws such as Title VII of Civil Rights Act 1964, Civil Rights Act of 1991, Executive Orders 11246,11375, and 11478
        2. Sex and gender discrimination laws and regulations such as Pregnancy Discrimination Act of 1978, Equal Pay Act of 1963, Lilly Ledbetter Fair Pay Act of 2009 and pay equity and managing sex and gender issues, sexual orientation, nepotism, and consensual relationships and romance at work
        3. Types of sexual harassment, current sexual harassment issues and preventing sexual harassment
        4. Age discrimination laws such as Age Discrimination in Employment Act 1967 and Older Workers Benefit Protection Act
        5. Disability discrimination laws such as Vocational Rehabilitation Act of 1973, Americans with Disabilities Act of 1990, ADA Amendments Act, genetic bias regulations and the Genetic Information Nondiscrimination Act of 2008
        6. Managing other discrimination issues such as Immigration Reform and Control Act of 1986, language issues, military status protections including Vietnam Era Veterans Readjustment Assistance Act of 1974 and Uniformed Services Employment and Reemployment Rights Act of 1994, appearance and weight discrimination
      2. Employee safety and Occupational Safety and Health Act
      3. Government's role in providing for equal employment opportunity - EEOC and OFCCP
      4. Businesses' role in providing for equal employment opportunity - avoiding discrimination, managing affirmative action requirements, managing racial and ethnic discrimination issues, managing sex and gender issues, managing age discrimination, providing reasonable accommodation and preventing sexual harassment
    5. Valuing diversity
    6. Management policies in support of ethical workplace
    7. Role of HR in creating an ethical workplace
  4. Examine the analysis and design of work
    1. Work flow analysis
    2. Job analysis
    3. Job design
  5. Compare human resource planning and recruitment options
    1. Human resource planning process
    2. Human resource recruitment process
    3. Creating employment brand
    4. Technology for Recruiting
      1. Social Media and Networking
      2. Web-Based Recruiting Options
      3. E-video and Recruiting
      4. Legal Issues in Internet Recruiting
  6. Compare selection and placement strategies
    1. Selection method standards
    2. Types of selection methods
  7. Contrast training methods and delivery options
    1. Designing effective training activities
    2. Evaluating training programs
    3. Characteristics of successful diversity efforts and providing diversity training including legal awareness, cultural awareness and sensitivity training
    4. Socialization, orientation and on-boarding programs
  8. Examine performance management theories
    1. Purposes of performance management
    2. Approaches of managing performance
    3. Diagnosing performance problems
    4. Managing employee performance
    5. Developing and implementing a system that meets legal guidelines
    6. Career management and development planning systems
    7. Contrast employee development programs/practices
    8. Relationship between development, training and careers
    9. Approaches to employee development
  9. Compare employee separation and retention programs
    1. Managing involuntary turnover
    2. Managing voluntary turnover
  10. Differentiate compensation programs/approaches
    1. Developing pay levels
    2. Equity theory and fairness
    3. Government regulation of employee compensation
    4. How pay influences the labor force
    5. Managerial and executive pay
  11. Examine employee benefits
    1. Reasons for benefits growth
    2. Benefit programs
    3. Managing benefits
    4. General regulatory issues
  12. Analyze ways to manage human resources globally
    1. Current global challenges
    2. Factors affecting human resource management in global markets
    3. Managing employees in a global context
  13. Contrast various ways to strategically manage human resource management functions
    1. Building the human resource strategy
    2. Measuring human resource effectiveness
    3. Improving human resource management effectiveness
    4. Software applications for human resource management
    5. Future for human resource professionals
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