Faculty Contact Information:
Dr. Jeff Jackson, MPA, Ed.D.
Telephone: Home: 06375-994600 (not after 9:00 PM)
Email: jeffry.jackson@t-online.de or jjackson@faculty.ed.umuc.edu
|
|
Consultation:
|
Office Hours: Before/After class or by appointment.
|
|
Required Texts and Readings:
American Psychological Association. 2001. Publication Manual of the American Psychological Association, (5th ed.). Washington DC: Author
Gomez-Mejia, L.R., Balkin, D.B. & Cardy, R.L. (2004). Managing Human Resources, (4th ed.). Upper Saddle River, NJ: Prentice Hall
Kauffman, N. & Massey, C. (2000). Human Capital Applications Using Microsoft Office 2000. Upper Saddle River, NJ: Prentice Hall.
Civil Service Reform Act 1978. Retrieved April 25, 2003 from http://www.dol.gov/esa/regs/compliance/olms/complcsra.htm
Hatch Act. Retrieved April 25, 2003 from http://www.osc.gov/hatchact.htm
Pendleton Act of 1883. Retrieved April 25, 2003 from http://www.ourdocuments.gov/content.php?page=document&doc=48
Office of Personnel Management Strategic Plan 2002-2007. Retrieved April 25, 2003 from http://www.opm.gov/gpra/opmgpra/sp2002/appendices/statutes.asp
|
|
Supplementary Readings:
The following supplementary readings can be printed/viewed from the PA Webboard under MGMT571 including the OPM Strategic Plan listed above.
1)Modernizing Human Resource Management in the Federal Government: The IRS Model (April 2003)
2)Strategic Recruitment for Government: Ten Innovative Practices for Designing, Implementing, and Measuring Recruitment Initiatives in Government (February 2003)
3)Fresh Start for Federal Pay: The Case for Modernization (April 2002)
4)Leadership for America: Rebuilding the Public Service (Volcker Commission, 1989)
The four supplemental readings will be made available as .pdf files and located on a website which will be added to a revised version of this syllabus and announced in class.
In addition, all graduate students should be prepared to utilize the UMUC online library. The library contains a large number of full text academic journals that are free of charge and immediately available. The library homepage also contains a number of links related to improving students' research and writing skills.
|
|
Recommended Journals:
I recommend that all students subscribe to the free journal The Government Executive located at www.govexec.com. The journal includes hard-copy issues sent to your home and a daily email with significant information involving the Federal government.
A variety of full-text, online, free-of-charge and pay-per-view academic journals are listed on the PA Webboard (http://webboard.ed.umuc.edu/~pa.)
|
|
Course Description:
|
Prerequisite: Undergraduate principles of management or permission of the Program Director. Provides students with an understanding of the problems, issues, and opportunities in managing the procurement, development, utilization, and maintenance of an effective, productive, and satisfied work force.
|
|
Course Goals:
As a required course in the Management Track of the MPA, this course analyzes:
Basic functions of HRM, including recruitment and selection, training and development, rewarding and compensating, layoffs and firing employees
Role HRM plays in the strategic management and decision making of public, private and nonprofit organizations
Strategies used to maximize the efficiency and effectiveness of an organizations human resources
Major theories that influence the practice of HRM, including motivation, teambuilding, problem solving, decision making, negotiation and conflict management
Major U.S. public policies, laws and courts cases that structure the practice of human resource management in the public sector and differentiate it from the private sector
Current issues facing HR managers and organizational leaders in the public, private and nonprofit sectors
Current best practices employed by managers in public, private and nonprofit organizations
Increased importance of the Internet and other electronic and technological solutions on-going training and development of employees as well as in the planning, implementation and evaluation of HRM
|
|
Course Objectives:
At the conclusion of this course the student will be able to:
1. Analyze the conflicting demands on human resource managers and the values that underlie those conflicting demands.
2. Apply theoretical perspectives to practical problems in HRM.
3. Investigate current issues and best practices in HRM
4. Utilize electronic and technological solutions to realize basic HRM activities.
5. Utilize electronic resources to find primary source documents, data, statements on best practices, and research articles related to issues in HRM.
6. Develop and present viable strategies and/or policy recommendations relating to important HR issues.
|
|
Grading Information:
Grades for this course will be assigned as follows:
A 91%
B 81 – 90%
C 70 – 80%
F Below 70%
Please note that Bowie State University does not use "D" for graduate students. The grade F(a) is used to designate academic failure. F(n) is used to designate failure for non-completion. Grades of Incomplete or Withdrawal are governed by UMUC-Europe policies. For further details, please refer to the UMUC-Europe Graduate Catalog. Hard copies of the catalog are available at your local Education Center.
|
|
Course Requirements:
Graduate school at the masters level focuses on helping students obtain the education needed for success as professionals in their chosen fields. Thus, UMUC-Europe Graduate Programs and Bowie State University share the common goals of promoting excellence in academic scholarship through thoughtful inquiry and the skillful application of knowledge and theory for the betterment of society. In order to maximize your graduate educational experience in general and this course in particular, you are required to:
Attendance 8%
Team/Group Project 15%
Job Description 12%
Mid-Term 25%
Presentation 10%
Final Paper 30%
|
|
Description of Course Requirements:
Participate in classroom discussions: You are expected to come to class prepared to engage in all discussions in a professional and informed manner. Usually this requires two to three hours of additional for every hour of a face-to-face class and approximately ten hours of preparation per week. Due to the condensed format of the course, punctual attendance at each class meeting and attendance for the duration of the day is vital. Absences should be arranged in advance when possible and will be considered on a case-by-case basis. All assignments will be turned in on time. Late assignments (those without previous coordination and approval) will lose one full letter grade.
Write graduate level papers or case studies: You are required to conduct professional-level research, including appropriately citing works of others and avoiding plagiarism. Plan on committing approximately 150 hours over the duration of this course to producing professional level deliverables.
Orally/visually present prepared material: You are required to present your research in a professional manner. In a face-to-face course, this typically means an oral presentation accompanied by appropriate visual material.
Complete one or more written examination(s): The examination process in this class will assist you in developing the writing and critical thinking skills necessary to successfully passing the comprehensive exam required of all graduate students.
Specific Requirements:
Team/Group Project: Crisis Resource Management. You and your group will respond to a scenario involving a significant HR issue and will present to the class your resolution to the problem. The group will be given a very short time to address multiple issues (including research, written submission, and presentation). DUE: as will be discussed in class.
Project #2: Job Description Development: Write a job description for your current position. Included in the description should be either general or specific details depending on your view of efficient organizational needs. Then, develop a list of key (critical) skills, knowledge, and abilities required to be successful in the position (you can include personal attributes and experience etc.). Lastly, develop a rating scale which you could use to rate potential applicants in order from best-to-least qualified (specifying minimum qualifications). DUE: 16 November 2003
The final paper: 18-22 pages. Using your organization as the area of review, you will write a professional paper which analyzes two of the following topics as implemented in your organization (job descriptions, EEO, recruiting/selecting, appraisals/rewards, training, career development, compensation, and employee relations). The paper must demonstrate a thorough knowledge of the two topics and present how your organization handles each. The paper must discuss how the two areas are related, how they are linked to the organization’s mission/success, and what improvements can be made (be creative, but base your recommendations on solid HR research). Support your arguments and follow the APA guidelines. Professor approval is required prior to proceeding with the assignment. DUE ELECTRONICALLY: 13 December 2003
Mid-Term. The mid-term scheduled for the morning of 06 December consists of seven or eight essay questions of which the student must answer 4. Students will have 3 hours to complete the exam. The topics will come from all reading material and class lectures covered through 16 November 2003.
Project Presentation. In-class presentations will be conducted on the last day of class, 21 December. Each student will have 15 minutes to present their work included in their final paper. Students should rehearse the presentation before class to ensure that the 15 minutes allotted is not exceeded. All presentations end at 15 minutes.
|
|
Course Schedule:
This schedule presents 8 units or modules.
Saturday, 01 November 2003
1. Class Orientation – Student/Professor introduction and syllabus discussion.
2. Chapter 1 & 2
3. Writing Points
Sunday, 02 November
1. Chapter 3, 4, & 5
2. Handout: Modernizing Human Resource Management in the Federal Government: The IRS Model (April 2003)
Saturday, 15 November 2003
1. Chapter 6 & 7
2. Handout: Strategic Recruitment for Government: Ten Innovative Practices for Designing, Implementing, and Measuring Recruitment Initiatives in Government (February 2003)
3. Handout: A Fresh Start for Federal Pay: The Case for Modernization (April 2002)
Sunday, 16 November 2003
1. Chapter 8, 9, & 10
2. Job Description DUE
Saturday, 06 December 2003
1. MID-TERM EXAM
2. Chapter 11 & 12
Sunday, 07 December 2003
1. Chapter 13, 14 & 15
Saturday, 13 December 2003 (NO CLASS MEETING)
1. Final Paper Due Electronically by 1200 (no later or considered late)
Saturday, 20 December 2003
1. Chapter 16 & 17
2. Handout: US OPM Strategic Plan 2002-2007
3. Handout: Leadership for America: Rebuilding the Public Service (Volcker Commission, 1989)
Sunday, 21 December 2003
1. Class Presentations
2. Socrates
3. Concluding Comments
|
|
Academic Policies:
Please refer to the UMUC-Europe Graduate Catalog for information on the following:
Academic Integrity
Course Load
Exception to Policy
Grade Appeal Process
Make-up Examinations
Nondiscrimination
Students with Disabilities
Hard copies of the catalog are available at your local Education Center.
|
|
Faculty Bio:
|
Dr. Jackson has earned a Bachelor of Science Degree in Accounting from Jacksonville State University, a Masters of Public Administration from the University of Oklahoma, and a Doctorate in Educational Leadership from the University of Southern California.
|
|