Central Washington University HRM 445

College of Business

Instructor: / Dr. James B. Avey
Office: Shaw-Smyser 332
Phone: 509-963-3381
Email:
Books and Resources: / Strategic Staffing by Phillips and Gully 2nd Edition (not 3rd Edition) available on Amazon for less than $10.
HRM Simulation by Interpretive Solutions
Office Hours: / Skype at jamesbavey or by appointment

Organizational Staffing

HRM 445

Course Syllabus

Summer 2016

Course Description

HRM 445. Organizational Staffing: Prerequisite: HRM 381. Applied and conceptual analysis of employee recruitment, selection, placement, retention, and career development.


Credits: (5)
As modern management demands have continued to grow at an accelerating rate, the realization that the fate of the organization hinges on how well its human resources are utilized has become abundantly clear. Hence, the tremendous importance of the HR function to the organization as a whole is only now being recognized. By dealing with both the myriad of recent legislative changes and our changing culture demographics HR has found itself catapulted to the forefront of the organization.

Course Outcomes: This course is designed to acquaint students with a more in-depth understanding of staffing issues, including regulatory requirements, economic conditions, planning, job enrichment, development of employee manuals, and the steps involved in hiring employees. By the end of this course, students should be able to:

1. Understand the key role of HR planning for the organization’s strategy

2. Understand the impact of relevant laws and regulations on the staffing function and specific HR decisions

3. Explain the reasons for conducting a job analysis, the outcomes of a job analysis, basic categories of job analysis, and specific job analysis techniques

4. Identify knowledge, skills, abilities and other characteristics (KSAOs) and how those relate to job analysis

5. Explain the concepts of reliability, content, construct, and criterion-related validity; calculate a correlation coefficient

6. Articulate the role of the recruiter and the staffing function in supporting the business organization and its HR requirements

Course Requirements and Format

This course will be centered in a high involvement and interactive environment between the instructor and students. Class will include a combination of lecture, discussion, student presentation, exercise, and some group activities.

Course Grading

Grading will be determined by the combined weighted average of course requirements.

Items / Points Possible
HRM Staffing Simulation- Week 1 Decisions / 50
HRM Staffing Simulation- Week 2 Decisions / 50
HRM Staffing Simulation- Week 3 Decisions / 50
HRM Staffing Simulation- Week 4 Decisions / 50
HRM Staffing Simulation- Week 5 Decisions / 50
Individual Exam 1 / 100
Individual Exam 2 / 100
Total / 450

HRM Simulation

HRManagement, is a competitive Human Resource Management simulation based on the human resources management function. Students will be acting as the newly-appointed Human Resource Director of a medium sized organization, making the types of decisions required of a human resource department while operating within the constraints of an annual budget. The simulation offers students valuable experience with decisions that affect compensation, turnover, productivity, diversity, morale, quality, accident rate, grievances, fringe benefits, absenteeism, and budget utilization. By using the simulation, your students will make the connection between HR principles and how those play out in a for-profit or non-profit organization.

By analyzing information, making decisions, and observing the results, students will experience firsthand the challenges and rewards of human resources management.

This simulation will be individual (not in teams) and competitive meaning the grade will be based on performance compared to peers. Further, in this competitive environment other individual’s decisions affect your labor market. For instance, if you offer higher compensation you may attract talent from your competitors however your employment budget will increase making it difficult to achieve financial goals.

Evaluation will be based on weekly decisions (50 points) which created a weighted score which students will be able to view daily combining scores of turnover, unit labor cost, quality, morale, accident rate, grievances, productivity and absenteeism. These indices are derived from student decisions on the two incidents as well as staffing, wages, training, benefits and programs. If there is an incident that week it will be located under the “special” tab in the simulation and students will make decisions for that incident.

For this course, in addition to weekly decisions students will make HRM decisions on performance appraisal and wage negotiations.

This is designed to be a competitive environment where not all students will “win”, just like being a professional in HRM. Decisions must be made carefully after reading all of the labor market analysis. Students will begin by naming their firm under the “start up” link in the simulation.

ALL DECISIONS ARE DUE BY MIDNIGHT OF THE DUE DATE AND THE SIMULATION WILL PROCEED TO THE NEXT QUARTER.

Individual Exams (100)

The two exams for this course will be derived from course textbook “Strategic Staffing” by Phillips and Gully (2nd Edition). The questions will be in multiple choice or “fill in the blank” format based on main staffing principles from the text. Evaluation will be based on accuracy of answers.

Grading Scale

A = 93-100% A- = 90-92% B+ = 87-89% B = 83-86% B- = 80-82% C+ = 77-79%

C = 73-76% C- = 70-72% D+ = 67-69%

D = 63-66% D- = 60-62% F <= 59%

* The professor reserves the right to add up to 3% of the final grade for exemplary participation.

Classroom Conduct

It is the policy of the Central Washington University not to discriminate on the basis of gender, sexual orientation, disability, race, color, religion, national or ethnic origin in its educational programs. If you have a complaint, please inform the instructor, the Management Department Chair, the College of Business Dean, or the campus EEO/AA office. Honesty and integrity is expected of all students. Academic dishonesty and misconduct will be dealt with according to the regulations of Central Washington University. Specifically, any student who is cheating or any violation of the student honor code will at a minimum receive an “F” for the course and at a maximum will be expelled from the University and be prosecuted.

Notes regarding plagiarism: First, if I receive two assignments that are suspiciously alike in any way will result in both assignments receiving a zero. This includes assignments from other sections of ‘management.’ Next, all sources must be cited. Failure to do so is considered to be plagiarism. Give credit for ideas gleaned from other sources. Paraphrase direct quotes unless they are particularly powerful. Failure to cite sources used in any deliverable for this class will result in a ‘0’ on that assignment. This includes the text book and movies used as references.

Late assignments: Late is late regardless of reason. All assignments have been posted in advance and deadlines are noted on the schedule which is appended to the syllabus.

·  Assignments that are one second to four hours late will receive a penalty of one letter grade from the earned grade.

·  Assignments that are later than four hours will receive half credit.

·  Assignments later than 24 hours will receive grades of “0.”

Dr. James B. Avey HRM 445- Class Schedule
Date / Topics
6/20 / Read the Syllabus Slowly and Carefully
6/24 / HRM Staffing Simulation- Startup and Practice- Not Graded
Chapter 1- Strategic Staffing
Chapter 2- Business and Staffing Strategies
7/1 / HRM Simulation- Quarter 1 Decisions
Chapter 3- The Legal Context
Chapter 4- Strategic Job Analysis and Competency Modeling
7/8 / HRM Simulation- Quarter 2 Decisions, Incident- Recruiting for Temporary Positions
Chapter 5- Forecasting and Planning
Chapter 6- Sourcing- Identifying Recruits
Chapter 7- Recruiting
EXAM 1
7/15 / HRM Simulation- Quarter 3 Decisions- Incident- Selection of Employees
Chapter 8- Measurement
Chapter 9- Assessing External Candidates
7/22 / HRM Simulation- Quarter 4 Decisions, Incident- Exempt Employees
Chapter 10- Assessing Internal Candidates
Chapter 11- Choosing and Hiring Candidates
7/29 / HRM Simulation- Year 2 (New Budget) Quarter 1 Decisions, Incident- The Staff Decision
Chapter 12- Managing Workforce Flow
Chapter 13- Staffing System Evaluation and Technology
EXAM 2

1)  Please remember that our schedule is relatively flexible. When it is necessary, we will adjust our pace.

2)  The instructor reserves the right to modify this syllabus. Any changes will be communicated to you well in advance.

3)  Additional homework may be assigned depending on progress and need.

4)  It is expected that all students will have the text/chapters and additional materials read before coming to class.

5)  It is expected that all students keep cell phones, i-pods and other electronics off during class.

Students with disabilities who wish to set up academic adjustments in this class should give me a copy of their "Confirmation of Eligibility for Academic Adjustments" from the Disability Support Services Office as soon as possible so we can discuss how the approved adjustments will be implemented in this class. Students without this form should contact the Disability Support Services Office, Bouillon 205 or or 963-2171.

Planning to graduate in June? The deadline to apply is the second Friday of Winter quarter.

Planning to graduate in August? The deadline to apply is the second Friday of Spring quarter.

Planning to graduate in December? The deadline to apply is the second Friday of Summer quarter.

Planning to graduate in March? The deadline to apply is the second Friday of Fall quarter.

Questions? Call Degree Checkout 509-963-3524

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