Syllabus for Fall 2009
Each student is responsible for reading the class material before the topic is discussed in class. For example, read the first half of "Workforce Planning & Employment" before class on September 8, and then read and review the entire module before September 14 class.
NOTE: Dates in bold indicate class sessions when module
quizzes will be given. These quizzes are reviewed in class on the same
night, and enable you to get a sense of how well you have learned that
modules contents.
Aug.31: Orientation
Sept. 8 (Note: class starts on Tuesday due to Labor Day Holiday): Workforce
Planning & Employment I (Susan Pinkston)
Sept. 14: Workforce Planning & Employment II (Susan Pinkston)
Sept. 21: Strategic Management I (Bill Dugle)
Sept. 28: Strategic Management II (Bill Dugle)
Oct. 5: Total Rewards I (Bill Dugle)
Oct. 12: Total Rewards II (Bill Dugle)
Oct. 19: Risk Management (Phillip Tremble)
Oct. 26: Employee & Labor Relations I (Bob Hoell)
Nov. 2: Employee & Labor Relations II (Bob Hoell)
Nov. 9: Human Resource Development I (Susan Pinkston)
Nov. 16: Human Resource Development II (Susan Pinkston)
Nov. 23: No class session, due to GSU furlough
Nov. 30: Course Final
Topics are listed below:
• Strategic Management COVERS the processes and activities used to
formulate HR objectives, practices and policies to meet the short- and
long-range organizational needs and opportunities, to guide and lead the
change process, and to evaluate HR's contributions to organizational effectiveness.
• Total Rewards COVERS the processes of analyzing, developing, implementing,
administering, and performing ongoing evaluation of a total compensation
and benefits system for all employee groups consistent with human resource
management goals.
• Employee & Labor Relations COVERS the processes of analyzing,
developing, implementing, administering, and performing ongoing evaluation
of the workplace relationship between employer and employee (including
the collective bargaining process and union relations), in order to maintain
effective relationships and working conditions that balance the employers
needs with the employeesrights in support of the organization's strategic
objectives.
• Workforce Planning & Employment
COVERS the processes of planning,
developing, implementing, administering, and performing ongoing evaluation
of recruiting, hiring, orientation, and organizational exit to ensure that
the workforce will meet the organization's goals and objectives.
• Risk Management COVERS the processes of analyzing, developing, implementing,
administering, and performing ongoing evaluation of programs, practices,
and services to promote the physical and mental well-being of individuals
in the workplace, and to protect individuals and the workplace from unsafe
acts, unsafe working conditions, and violence.
• Human Resource Development COVERS the processes of ensuring that
the skills, knowledge, abilities, and performance of the workforce meet
the current and future organizational and individual needs through developing,
implementing, and evaluating activities and programs addressing employee
training and development, change and performance management, and the unique
needs of particular employee groups.
NOTE: Each module concludes with an in-class quiz that tests how well you
have learned the topic. These quizzes do not count toward the course grade.
The shortest module (Risk Management) is covered in one three-hour class
session. All other module topics are covered in two 3-hour class sessions.
Course Final & Review
FINAL exam reviews all six modules. The class administrator and one or
more instructors are present to review exam results, answer questions,
and provide study tips for PHR/SPHR exam.