Psychology 382/582 Human Resource Management Winter 2017

Psychology 382/582 Human Resource Management Winter 2017 Introduction

This on-line course in Human Resource Management covers basic management skills and knowledge that are essential to run a Human Resource department and provides basic information for managers who might be working with staff members in a Human resource department. The emphasis of the course is on the 7 content areas that are generally considered to be the most frequently addressed by Human Resource professionals and also the most important applications for the success of the organization. The course relies heavily on: George Bohlander and Scott Snell, Managing Human Resources,16th ed. Thomson: Mason, Ohio, 2013. The book is available on your webpage under Redshelf.

The modules of the course are structured around specific chapters, covering areas such as job analysis, employee selection, performance appraisal, equal employment opportunity, training and development, compensation, pay for performance, incentives, labor relations, organizational safety and health, global perspectives, and ethnic studies. Each module contains objectives, required readings, and lecture notes, along with assignments or quizzes. Assignments should be submitted via the designated drop box and not by email. The course is designed for both undergraduate and graduate students, with graduate students expected to provide more detailed responses. Video links, external resources, and communication tools are available to enhance understanding and participation.

The grading system awards points based on module assignments and quizzes, accumulating to a maximum of 200 points, with letter grades assigned accordingly. Students are encouraged to check grades regularly and contact the instructor promptly with any technical or course-related issues. The course aims to equip students with knowledge of HR functions, legal considerations, global HR practices, diversity issues, and applied research analysis in HR management contexts.

Paper For Above instruction

Human Resource Management (HRM) is a fundamental aspect of organizational success, involving systematic approaches to managing people, their performance, and their development. The importance of HRM has grown as organizations recognize that human capital is a critical driver of competitive advantage. This paper explores the core functions of HR departments, legal and ethical considerations, global HR practices, diversity management, and the role of research in advancing HR practices, aligning with the curriculum of the Winter 2017 course on HR management.

Introduction to HR Functions and Strategic Role

HR departments carry out several critical functions, including recruitment, selection, training, performance appraisal, compensation, and labor relations, which collectively contribute to organizational productivity and employee satisfaction (Bohlander & Snell, 2013). Effective management of these areas ensures organizations can attract, retain, and develop talent aligned with strategic goals. The strategic role of HR extends beyond administrative tasks to shaping organizational culture and supporting business objectives.

Legal and Ethical Framework in HRM

Legal considerations form the backbone of HR practices. Federal laws such as Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Equal Pay Act regulate employment practices, promoting fair and non-discriminatory treatment (Dessler, 2020). These laws aim to eliminate workplace discrimination based on race, gender, age, or disability and ensure equal employment opportunity (EEO). Ethical responsibilities complement legal mandates by fostering inclusive workplaces that respect diversity and promote fairness (Cascio & Boudreau, 2016). HR professionals must therefore develop policies and practices that are legally compliant and ethically sound.

Global Perspectives and Cultural Sensitivity in HR

As organizations expand globally, HR practices must adapt to diverse legal frameworks and cultural norms (Cascio & Boudreau, 2016). Differences in labor laws, work ethics, authority structures, and attitudes toward gender and ethnicity influence HR policy development and implementation across countries. For instance, anti-discrimination laws vary significantly between the U.S. and other nations, affecting recruitment, performance management, and employee relations (Hofstede, 2001). HR managers must navigate these cultural differences to facilitate international assignments, expatriate management, and cross-cultural training.

Addressing Diversity and Promoting Inclusion

Diversity management has gained prominence as organizations recognize the benefits of varied perspectives, creativity, and innovation. Embracing diversity involves fair recruitment practices of minority groups, developing inclusive policies, and providing cultural competency training (Mor Barak, 2015). Racial and ethnic disparities in pay, hiring, and promotion opportunities remain challenges requiring deliberate strategies to foster equity (Triana & Garrett, 2018). Effective diversity training programs employ techniques such as unconscious bias awareness, mentorship, and employee resource groups to enhance inclusivity (Roberson, 2019).

Research and Applied HR Management

Research plays a vital role in refining HR practices. Empirical studies, such as those analyzing hospital performance differences based on size and ownership, provide insights into operational efficiency (Coyne & Messina, 2010). Similarly, HR research evaluates the effectiveness of recruitment, selection, training, and compensation strategies, guiding evidence-based decision-making (Cascio & Boudreau, 2016). The integration of research findings ensures HR policies are grounded in data, enhancing organizational performance and compliance.

Conclusion

Human Resource Management is a multifaceted discipline requiring knowledge of legal frameworks, global trends, diversity issues, and data-driven strategies. As organizations navigate complex environments, HR professionals must develop adaptable policies and practices that support organizational objectives while promoting fairness and inclusion. The course modules, grounded in foundational texts and contemporary research, equip students to understand and implement effective HR strategies in diverse settings.

References

• Bohlander, G., & Snell, S. (2013). Managing Human Resources (16th ed.). Mason, OH: Thomson.
• Cascio, W. F., & Boudreau, J. W. (2016). Managing Human Resources: Productivity, Quality of Work Life, Profits (10th ed.). McGraw-Hill Education.
• Dessler, G. (2020). Human Resource Management (16th ed.). Pearson Education.
• Hofstede, G. (2001). Culture's Consequences: Comparing Values, Behaviors, Institutions, and Organizations Across Nations. Sage Publications.
• Mor Barak, M. E. (2015). Managing Diversity: Toward a Globally Inclusive Workplace. Sage Publications.
• Roberson, Q. M. (2019). Disentangling the concepts of diversity and inclusion in organizations. Group & Organization Management, 44(2), 211–236.
• Triana, M. d. C., & Garrett, L. (2018). Racial Diversity and Workplace Discrimination. American Journal of Management, 18(4), 102–113.
• Coyne, M., & Messina, P. (2010). Analysis of hospital performance: The impact of size and ownership. Grand Canyon University.