COURSE OUTLINE FOR: HRMG 3100

BRITISH COLUMBIA INSTITUTE OF TECHNOLOGY School of Business

COURSE OUTLINE FOR: HRMG 3100

DATE: Mar - May 2001

TAUGHT BY: Wilf Ratzburg

TAUGHT TO:

Program: Marketing Management/Management Systems & Human Resource Management

Option: Tourism/HRMG/MGTS

Hours/Week:		Total Hours:	**30 (40)***	Term/Level:	4B
Lecture:	1
Lab:	2
Other:		Total Weeks:	10	Credits:
		* = MGTS & HRMG

Instructor: *Wilf Ratzburg*
Office No. SE6-305	Phone: 925-0730 preferred or (451-6755)
e-mail: [email protected]	Fax: 925-0730 preferred (listen to message first, then start fax) or 439-6700
Office Hours: AS POSTED (Appointments are recommended)

Pre-requisites: none

Course Description and Goals:

HRMG 3100 provides an introductory approach to human resource management issues. Topics include job evaluation, recruitment, selection, orientation and training, compensation management, performance appraisal, labor relations, and employment standards.

Prior Learning Assessment Method:

Final Exam		55% (35%)
Participation		15%
Assignments		30%
Mid-term exam (optional)		0% (20%)
		The mid-term exam will be optional. Students wishing to write the mid-term exam are welcome to do so. For students writing this exam, the mark value will be 20% with a final exam mark value of 35%. Students not writing the mid-term will write final exams valued at 55%.

	COURSE OBJECTIVES: At the completion of this course, students will be able to…
1.		describe 5 reasons for doing a job analysis
2.		identify 4 job analysis methodologies
3.		compare and contrast the primary job analysis methodologies
4.		identify 5 uses of a job description
5.		write a job description
6.		list 5 sources of employee recruitment
7.		list the advantages (and disadvantages) of external (and internal) recruitment
8.		identify the key elements of a job application blank
9.		explain why selection criteria must be valid
10.		explain the use of the rank order correlation in determining the validity of selection criteria
11.		explain the relevance of the concept of the BFOR
12.		identify 3 performance appraisal instruments
13.		develop a behaviorally anchored rating scale (for a given job)
14.		explain the MBO process
15.		describe the relationship between job evaluations and compensation
16.		describe the Factor Comparison Method of job evaluation
17.		describe the positive and negative aspects of performance-based pay
18.		describe the role of unions in Canadian industry
19.		distinguish between arbitration and mediation
20.		discuss the role of the Employment Standards Act in human resource management

Developed by:	Wilf Ratzburg	Date:	March 1998
	Instructor (signature)

Revised by:	Wilf Ratzburg	Date:	March 2001
	Instructor (signature)
Recommended by:	NOTE: All course outlines MUST have an orginal Associate Dean signature. Pleae leave this field blank and submit to Associate Dean for signature.	Date:
	Program Head Name & Department (signature)

Approved by:		Date:
	Associate Dean Name & Department (signature)

Text(s) and Equipment

Reference or Recommended:

� The instructor will provide supplemental reading material

� Reading material will be supplemented by instructional material available at the instructor’s website at

http://www.geocities.com/frtzw906

Course Notes (Policies and Procedures)

� Assignments: Assignments must be done on an individual basis unless otherwise specified by the instructor.

� Attendance: The attendance policy as outlined in the current BCIT Calendar will be enforced.

� Course Outline Changes: The material specified in this course outline may be changed by the instructor. If changes are required, they will be announced in class.

� Ethics: BCIT assumes that all students attending the Institute will follow a high standard of ethics. Incidents of cheating or plagiarism may, therefore, result in a grade of zero for the assignment, quiz, test, exam, or project for all parties involved and/or expulsion from the course.

� Illness: A doctor’s note is required for any illness causing you to miss assignments, quizzes, tests, projects or exams. At the discretion of the instructor, you may complete the work missed or have the work prorated (i.e. an average is given according to your performance throughout the course).

� Labs: Lab attendance is mandatory.

Week	Topics Note: The order in which these topics are covered may change.
1)	Human Resource Management: What is it? HR Themes, Functions & Activities � Planning � Staffing � Motivating � Appraising � Compensating � Improving performance The HRM Context
2)	Job Analysis Purpose of Job Analysis Collecting Job Analysis Data � Job-focused techniques � Person-focused techniques Job Descriptions Job Specifications Human Resource Planning Purpose of HR Planning Four Phases of HR Planning � gathering & analyzing supply & demand data � establishing HR objectives � HR programming � control & evaluation
3)	Recruitment Purpose of Recruitment Recruitment and Employment Equity Human Rights Act Sources of Job Applicants � internal sources & methods � external sources & methods
4)	Selection The selection decision � criteria of success � predictors of success reliability validity Selection Instruments � application blanks � reference checks � interviews � tests � work simulations � medical & physical criteria
5)	Performance Appraisal Purpose of Performance Appraisal Legal Issues � establishment of valid criteria Performance Appraisal Methods � comparative or norm-referenced methods � ratings / behavioral approaches � product-oriented methods Performance Appraisal Problems � organizational problems � rater bias � methodological errors
6)	Compensation Purpose of Compensation Legal Considerations Wage Determinants � job evaluation Methodology � establishing pay structure � determining job classes Performance-based Pay � Incentive Pay plans � Merit Pay
7)	Orientation Socializing the New employee Scope & Content of Orientation Programs Training & Development Differentiating Between Training & Development The Purpose of Training Needs Assessment � organizational analysis � task analysis � person analysis � performance analysis � competency analysis Training Methodology Job Instructional Training On-the -job Training Evaluation
8)	Employee/Employer Rights Importance of Human Rights Legal Considerations Trends in Human Rights
9)	Labour Relations The Canadian Labour Relations System The Environmental Context of Labour Relations Unionization � purpose and importance � legal considerations � organizing The Collective Bargaining Process � union versus management strategies Conflict Resolution � strikes & lockouts � mediation & arbitration Contract Administration � grievance issues � grievance procedures
10)	FINAL EXAM

Hosted by www.Geocities.ws

Human Resource Management: What is it?

HR Themes, Functions & Activities

� Planning

� Staffing

� Motivating

� Appraising

� Compensating

� Improving performance

The HRM Context

Job Analysis

Purpose of Job Analysis

Collecting Job Analysis Data

� Job-focused techniques

� Person-focused techniques

Job Descriptions

Job Specifications

Human Resource Planning

Purpose of HR Planning

Four Phases of HR Planning

� gathering & analyzing supply & demand data

� establishing HR objectives

� HR programming

� control & evaluation

Recruitment

Purpose of Recruitment

Recruitment and Employment Equity

Human Rights Act

Sources of Job Applicants

� internal sources & methods

� external sources & methods

Selection

The selection decision

� criteria of success

� predictors of success

Selection Instruments

� application blanks

� reference checks

� interviews

� tests

� work simulations

� medical & physical criteria

Performance Appraisal

Purpose of Performance Appraisal

Legal Issues

� establishment of valid criteria

Performance Appraisal Methods

� comparative or norm-referenced methods

� ratings / behavioral approaches

� product-oriented methods

Performance Appraisal Problems

� organizational problems

� rater bias

� methodological errors

Compensation

Purpose of Compensation

Legal Considerations

Wage Determinants

� job evaluation

Methodology

� establishing pay structure

� determining job classes

Performance-based Pay

� Incentive Pay plans

� Merit Pay

Orientation

Socializing the New employee

Scope & Content of Orientation Programs

Training & Development

Differentiating Between Training & Development

The Purpose of Training

Needs Assessment

� organizational analysis

� task analysis

� person analysis

� performance analysis

� competency analysis

Training Methodology

Job Instructional Training

On-the -job Training

Evaluation