MGT 580 - Strategic Human Resources Management
Course Syllabus


Spring 2002
WJ Patterson.
( wjpatterson@sullivan.edu; 502.456.6504; www.iluv2teach.com)

Office Hours - Friday 8am - 12 noon or by appointment

COURSE

The purpose of the Starategic Human Resource Management is to provide you with a detailed examination of the theory and practice of Strategic HRM. In addition, the course will provide a detailed presentation of topics including evaluating HR effectiveness, theoretical foundations of strategic HRM, the history of HRM, the strategy making concept, strategic human resource management theory, and the strategic human resource process.

This course involves an analysis of the Strategic Human Resource Management as it applies to specific Human Resource functions. The topics include staffing, performance evaluation, compensation, training and development, and industrial relations. .

Click here for Weekly Topics, Readings and Assignments

TEXT 

Strategic Human Resources  Jeffrey A. Mello, South-Western Publishing,   ISBN 0-324-06584-1

Additional Readings

  • Arthur, J. B. (1992). The link between business strategy and industrial relations systems in American steel minimills. Industrial and Labor Relations Review, 45, 488-506.
  • Baldwin, T.T., Danielson, C., & Wiggenhorn, W. (1997). The evolution of learning strategies in organizations: from employee development to business redefinition. Academy of Management Executive, 11(4), 47 - 58.
  • Campion, M.A., & Thayer, P.W. (1987, winter). Job design: approaches, outcomes, and trade-offs. Organizational Behavior, pp. 66 - 76.
  • Cardy, R. L. (1996). Total quality and the abandonment of performance appraisal: taking a good thing too far. Journal of Quality Management, 1(2), 193 – 206.
  • Caurdron, S. (2000, January). Jobs disappear when work becomes more important. Workforce, pp. 30-32.
  • Cox, T.A., & Blake, S. (1991). Managing cultural diversity: implications for organizational competitiveness. Academy of Management Executive, 5(3), 45 – 56.
  • Delaney, J., & Huselid, M. A. (1996). The impact of human resources management practices on perceptions of organizational performance. Academy of Management Journal, 39(4), 444 - 469.
  • Goldstein, I.L., & Goldstein, H.W. (1990). Training as an approach for organizations to the challenges of human resources issues in the year 2000. Journal of Organizational Change Management, 3(2), 30 – 43.
  • Hoffman, R. (1995, April). Ten reasons you should be using 360-degree feedback. HR Magazine, pp. 82-84.
  • Huselid, M. A. (1995). The impact of human resources practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635 - 642.
  • Huselid, M., & Jackson, S. E. (1997). Technical and strategic human resources effectiveness as determinants of firm performance. Academy of Management Journal, 40(1), 171 -188.
  • Kaplan, R. S., & Norton, D.P. (1996, Jan. / Feb.). Using the balanced scorecard as a strategic management system. Harvard Business Review, pp. 75-85.
  • Kochan, T.A., McKersie, R.B., & Chalykoff, J. (1986). The effects of corporate strategy and workplace innovations in union representation. Industrial and Labor Relations Review, 39, 487-501.
  • Jacobs, R.W., & McKeown, F. (2000). Real time strategic change. Executive Excellence, 17(2), 13.
  • LaPoint, M. K. (2000). One year after Sutton--how the courts have applied its ADA mandates. Journal of Employment Law Discrimination, 2(3), 217 - 219.
  • Lawler, E. (1995). The new pay: a strategic approach. Compensation and Benefits Review, 27(4), 14 -22.
  • McDaniel, M.A., Whetzel, D. L., Schmidt, F. L., & Maur, S.D. (1996). The validity of employment interviews: a comprehensive review and meta-analysis. Journal of Applied Psychology, 79(4), 599 - 616.
  • Murphy, B.S., & Barlow, W.E. (1994). EEOC gives guidance on legal and illegal inquiries under ADA. Personnel Journal, 73, 26 – 31.
  • Olian, J.D., & Rynes, S. L. (1984). Organizational staffing: integrating practice with strategy. Industrial Relations, 23, 170-183.
  • Schuler, R. (1992). Strategic human resources management: linking the people with the strategic needs of the business. Organizational Dynamics, 21(1), 18 - 32.
  • Schuler, R., & Walker, R. (1990,). Human resources strategy: focusing on issues and actions. Organizational Dynamics, 19(1), 5-19.
  • Wright, P., & McMahan, G. (1992). Theoretical perspectives for strategic human resources management. Journal of Management, 18, 295-320.
  • Wright, P., & Snell, S. (1991). Toward an integrative view of strategic human resources. Human Resources Management Review, 1(3), 203 – 225.
  • Zachary, M. A. (2000). The ADA and professional sports – a golfer's drive may land in Supreme Court. Journal of Employment Discrimination Law, 2(3), 209 - 216.

REQUIREMENTS

  • 20% Mid Term Exam. 
  • 20% Final Exam
  • 20%  Case Analysis 
  • 40%  Research Project
  • Compliance to University Policy on Plagiarism. Provide full citation for source materials. Submission of other people's work, or work outside of this class is considered plagiarism.  Violation will result in 0 point for the assignment or more severe penalty.  If you have any questions or doubts about what plagiarism entails or how to properly acknowledge source materials be sure to consult the instructor. 
  • Preparation for assigned readings and discussion lead. 
  • Mandatory On-Line Participation. 
  • Incomplete grade is given only for an exceptional reason with documented evidence.  Any incomplete request must be made at least two weeks before the final week, and approved by the Dean of Sullivan University Graduate School.  Any consequences resulting from a poor grades for the course will not be considered as valid reasons for such a request. 

W.J. Patterson Ph.D. Candidate - eCommerce & IT   Copyright © 2002. All rights reserved.   Last Updated: .