人力资源课程全学习资料

Columbia Southern University
24847 Commercial Avenue
. Box 3110
Revision 01B
Table of Contents
STUDY GUIDE INTRODUCTION (4)
REQUESTING HELP (4)
HOW TO USE THIS STUDY GUIDE (5)
TESTING AND STUDENT EVALUATION (6)
SELECTING A PROCTOR FOR YOUR FINAL EXAMINATION (7)
GRADING (7)
CREDITS (8)
COMMUNICATIONS (8)
COURSE INFORMATION (9)
TEXTBOOK (9)
COURSE DESCRIPTION (9)
COURSE OBJECTIVES (9)
COURSE RESEARCH PAPER (10)
QUESTIONS FOR COURSE RESEARCH PAPER (11)
CHAPTER ONE: HUMAN RESOURCE MANAGEMENT: AN OVERVIEW (12)
CHAPTER OBJECTIVES (12)
CHAPTER OVERVIEW (12)
CHAPTER EXERCISES (13)
CHAPTER TWO: THE ENVIRONMENT OF HUMAN RESOURCE MANAGEMENT (14)
CHAPTER OBJECTIVES (14)
CHAPTER OVERVIEW (14)
CHAPTER EXERCISES (15)
CHAPTER THREE: EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION.. 16 CHAPTER OBJECTIVES (16)
CHAPTER EXERCISES (17)
CHAPTER FOUR: JOB ANALYSIS AND HUMAN RESOURCE PLANNING (18)
CHAPTER OBJECTIVES (18)
CHAPTER OVERVIEW (18)
CHAPTER EXERCISES (19)
CHAPTER FIVE: RECRUITMENT (20)
CHAPTER OBJECTIVES (20)
CHAPTER OVERVIEW (20)
CHAPTER EXERCISES (21)
CHAPTER SIX: INTERNET RECRUITING (22)
CHAPTER OBJECTIVES (22)
CHAPTER OVERVIEW (22)
CHAPTER EXERCISES (23)
CHAPTER SEVEN: SELECTION (24)
CHAPTER OBJECTIVES (24)
CHAPTER OVERVIEW (24)
CHAPTER EXERCISES (25)
CHAPTER EIGHT: TRAINING AND DEVELOPMENT (26)
CHAPTER OBJECTIVES (26)
CHAPTER OVERVIEW (26)
CHAPTER EXERCISES (27)
UNIT ONE EXAM (28)
CHAPTER NINE: CAREER PLANNING AND DEVELOPMENT (37)
CHAPTER OBJECTIVES (37)
CHAPTER OVERVIEW (37)
CHAPTER EXERCISES (38)
CHAPTER TEN: PERFORMANCE APPRAISAL (39)
CHAPTER OBJECTIVES (39)
CHAPTER OVERVIEW (39)
CHAPTER EXERCISES (40)
CHAPTER ELEVEN: COMPENSATION (41)
CHAPTER OBJECTIVES (41)
CHAPTER EXERCISES (42)
CHAPTER TWELVE: BENEFITS AND OTHER COMPENSATION ISSUES (43)
CHAPTER OBJECTIVES (43)
CHAPTER OVERVIEW (43)
CHAPTER EXERCISES (44)
CHAPTER THIRTEEN: A SAFE AND HEALTHY WORK ENVIRONMENT (45)
CHAPTER OBJECTIVES (45)
CHAPTER OVERVIEW (45)
CHAPTER EXERCISES (46)
CHAPTER FOURTEEN: THE EVOLUTION OF LABOR UNIONS (47)
CHAPTER OBJECTIVES (47)
CHAPTER OVERVIEW (47)
CHAPTER EXERCISES (48)
CHAPTER FIFTEEN: LABOR-MANAGEMENT RELATIONS (49)
CHAPTER OBJECTIVES (49)
CHAPTER OVERVIEW (49)
CHAPTER EXERCISES (50)
CHAPTER SIXTEEN: INTERNAL EMPLOYEE RELATIONS (51)
CHAPTER OBJECTIVES (51)
CHAPTER OVERVIEW (51)
CHAPTER EXERCISES (52)
CHAPTER SEVENTEEN: GLOBAL HUMAN RESOURCE MANAGEMENT (53)
CHAPTER OBJECTIVES (53)
CHAPTER OVERVIEW (53)
CHAPTER EXERCISES (54)
UNIT TWO EXAM (55)
STUDY GUIDE INTRODUCTION
REQUESTING HELP
In order to facilitate your studies, a faculty member has been
assigned to you and will serve as your Professor. A letter
with your professor’s contact information will be mailed to
you. Your Professor will be available to answer questions you
may have as you progress through your studies. You should
direct all course questions to your assigned Professor.
You are required to make at least three contacts with your
professor. A Contact Log to record these contacts with your
professor is located after this introduction. Please
complete this contact log and return it with your Final
Examination Request form.
We cannot stress enough how important it is that you take full
advantage of these opportunities to establish an on-going
dialogue with your Professor. You will find that these
interactions with faculty will be quite useful in helping you
to grasp concepts, crystallize your thoughts, and stay
focused on your studies. Earning a degree through directed
studies is tough enough. Use your faculty. You’ll be glad
you did.
THE ONLINE STUDENT/FACULTY FORUM SERVES AS “STUDENT DISCUSSION BOARD” TH AT ENABLES STUDENTS TO POST MESSAGES TO FELLOW STUDENTS AS WELL AS FACULTY AND STAFF MEMBERS OF CSU. WE HOPE THIS FORUM WILL FOSTER A SENSE OF CAMARADERIE BETWEEN YOU AND YOUR FELLOW STUDENTS AND ASSIST YOU AS YOU PROGRESS
THROUGH YOUR STUDIES. ONLY CSU STUDENTS AND ALUMNI ARE PERMITTED TO USE THE FORUM. WHEN YOU FIRST ACCESS THE FORUM YOU WILL HAVE TO SET UP AN ACCOUNT WITH YOUR NAME AND PASSWORD. THE STUDENT SERVICES DEPARTMENT REVIEWS ALL ACCOUNTS TO VERIFY THAT THE USER IS A STUDENT OR ALUMNI BEFORE ALLOWING ACCESS. THE FORUM SHOULD GREATLY ENHANCE YOUR EDUCATIONAL EFFORTS HERE AT CSU. WE ENCOURAGE YOU TO VISIT THE FORUM REGULARLY. YOU CAN ACCESS THE FORUM AT THE FOLLOWING ADDRESS:
HOW TO USE THIS STUDY GUIDE
Through summaries, objectives, study questions, and
practical exercises, this Study Guide will help you
assimilate the information presented in the text.
This course consists of lessons that are grouped into units.
As you begin each unit, note the titles of the lessons that
comprise that particular unit. This will enable you to gain
an understanding of the general subject being explored and
to determine how the lessons relate to one another. Each
lesson begins with a brief introduction, which will help you
put the material in context and make it easier to know what’s
ahead.
Following the introduction there is a list of learning
objectives. Upon completing all the learning tasks for each
lesson, review the objectives to verify in your own mind that
you have grasped the materials covered.
The Study Guide will instruct you to focus on particular
portions of your text. Read the assigned portions carefully
and take notes to help you absorb the material. After you
have completed the assigned reading, review the study
questions listed immediately following the assignment (there
will typically be 5-8of these questions for each lesson).
For each question, make some notes to help formulate answers,
jotting down some of your ideas or key words. Refer to the
text freely in finalizing your answers.
The answers to the study questions may appear on the pages
following the questions. Compare your answers to those in
the Study Guide. This will help you establish a clear
picture of the correct and complete answer.
After completing the study questions, turn to the practical
exercises that are listed at the end of the lesson (not all
lessons have practical exercises). The exercises are an excellent way to apply the theories and concepts you have learned. Each exercise will pose thought-provoking questions that will assist you in crystallizing your conclusions. Even though you are not required to write the answers to the practical exercises, you are encouraged to do so.
TESTING AND STUDENT EVALUATION
This course contains Unit Exams that can be found at the end
of each Unit. These exams are to be taken after you have
studied all lessons in the unit. Mark your answers to the
exam questions on the enclosed answer sheets located after
this introduction. Remember to complete the information at
the top of each answer sheet you use. Write the course number, course revision code, exam type, and exam number. It is
necessary to submit Unit Exams for grading after completing
each unit. The University will grade the exams then return
the results to you in a timely manner.
When completing the Unit Exams, you may use your textbooks
and other available reference material for assistance. It
is important you put forth your best effort when taking these
Unit Exams. The scores you earn on these exams will be
factored into your final grade for each course. You will not
be given an opportunity to improve your grade by retaking the
unit exam. Since these exams are open-book and no time
constraints are imposed, you have an opportunity to check and
double-check your answers. You should not send in the answer
sheets until you are confident you have answered all the test
items correctly.
Do not schedule your Final Exam until you have successfully
completed all Unit Exams. You must review the results of your
Unit Exams and correct any questions you may have missed.
The purpose of this exercise is to help prepare you for the
Final Exam. When you are ready to take the Final Exam, please
submit the request form located after this introduction.
NOTE: Keep in mind that the purpose for correcting your
errors on the Unit Exams is to ensure you understand the
course material before you take the Final Exam. The
corrections will not effect your Unit Exam scores.
Therefore, we strongly encourage you to make certain that your original answers are correct.
SELECTING A PROCTOR FOR YOUR FINAL EXAMINATION
Final examinations are to be administered to students by an
approved Proctor on a date that is mutually convenient to both.
Examinations are ideally administered at testing centers to
be found in local High Schools, Trade and Vocational Schools,
or Colleges and Universities. The Proctor must be a
responsible and reputable third party for whom there is no
conflict of interest or appearance of impropriety. School
officials, counselors, education directors, supervisors,
etc. are well suited for this purpose. The Proctor verifies
the examination was administered in the manner prescribed.
In the presence of the student, the Proctor will then seal
in the provided envelope the examination and answer sheet and
forward to CSU. Falsifying proctor information will result
in invalidation of the examination and may be cause for
termination. Once you have selected your proctor, complete
the Examination Request form located at the end of this
Introduction and mail or fax it to the University at least
two weeks before you intend to sit for your exam. The exam
will be sent directly to your proctor.
GRADING
Your grade for the course will be determined by your
performance on the Unit and Final Exams. The exams will be
weighted as follows:
Unit Exams = 30%
Course Research Paper = 30%
Final Exam = 40%
Total = 100%
Letter grades will be assigned only at the end of the course.
Successful completion of the course requires an overall score
of 70% or better. The following scale will be used to determine your course grade:
A = 90-100
B = 80-89
C = 70-79
D = 60-69
F = 59 and below
CREDITS
Upon successful completion of this course, you will earn
three (3) semester hours of college credit. COMMUNICATIONS
The office hours at Columbia Southern University are from 8:00 AM to 5:00 PM Central Standard Time, Monday through Friday.
ADDRESS Columbia Southern University
PO Box 3110
24847 Commercial Ave
Orange Beach, AL 36561
TELEPHONE(800) 977-8449 or (251) 981-3771
FAX(251) 981-3815
E-MAIL Student Services
Bookstore
WEB SITE
NOTE: Be sure to include your name, student identification number,
and mailing address on all correspondence.
We hope you find this course interesting and informative.
COURSE INFORMATION
TEXTBOOK
Human Resource Management (8th edition) by R. Wayne Mondy,
Robert M. Noe, and Shane R. Premeaux. Copyright 2002,
published by Prentice Hall. ISBN: 0-.
COURSE DESCRIPTION
This course covers the major aspects of human resource
management. It provides an assessment of the human resource
management field. Topics include: equal employment
opportunity, job analysis, strategic planning, recruitment,
selection, training, and performance appraisal.
Compensation, benefits, safety and health and
labor-management relations are also included.
COURSE OBJECTIVES
At the completion of this course, the student will be able
to:
1.Describe the most central concerns of a human resource management
department and why these aspects are important in today’s society;
2.Relate the history and present day situation regarding equal
employment opportunity and affirmative action, to include a
discussion of “political correctness” vs. fair practice;
3.Describe the process of job analysis and indicators of performance,
including MBO, TQM, PAQ, and GOJA;
4.Write an effective job description by stipulating the key ingredients
in such an endeavor;
5.Describe the relationship between strategic planning and HR;
6.Discuss the selection process including a concise analysis of
interviewing, review of applications and resumes, selection tests, and background investigations;
7.Describe current organizational departments of Training and
Development and where outsourcing is a viable alternative;
8.Present an effective and practical process for evaluating training
efforts;
pare and contrast “good” vs. “ineffective” adult training in
terms of delivery, program development, and needs assessment;
10.Describe the process of career planning and development, being sure
to include a conclusion concerning the practical use of such endeavors
in today’s organizations;
11.Analyze the current job market including a discussion of how middle
age white males fare compared to minorities and younger applicants;
12.Review at least three current approaches to performance appraisal and
argue each one’s merits and limitations;
13.Present a concise overview of the field of compensation, including
the methods used to determine pay and grade levels within the
corporation;
14.Relate how benefits are currently affecting the corporate world in
terms of being a viable means of compensation;
15.Discuss the progress and problems of safety and healthy in
yesterday’s and today’s work environment;
16.Present a concise history of labor unions and the present status and
power of such organizations in today’s work world;
17.Describe the legal and morale implications of internal employee
relations including the discussion of disciplinary action,
collective bargaining, grievance procedure, arbitration, and
termination.
The student will show attainment of this knowledge by scoring
at least a passing grade on the course unit and final exams. COURSE RESEARCH PAPER
Choose any three of the issues from the next section to
research. You can use your course text, other books, journals,
magazines, newspapers, your own experience, or actually
interview people. Two-three typed pages for each answer.
Your paper must meet the format requirements set forth in the
Publication Manual of the American Psychological
Association (APA), 4ed (ISBN ). This paper must be in your
own words. Make certain to enclose any quoted materials in
quotation marks and provide proper reference (citation) in
the body of the paper (see the APA manual). Further, the
paper will be typed, double-spaced with 1-inch margins (top,
bottom, and sides). As a minimum, your paper must be
securely stapled together (no paper clips, please).
The Research Paper will represent 30% of your final course
grade.
This paper must be sent to Columbia Southern and returned
prior to scheduling your final exam.
QUESTIONS FOR COURSE RESEARCH PAPER
1.Since EEO and legal requirements, progress has been made establishing equal
pay and providing jobs for minorities and women. How much effort is being made to attract applicants who are of minority status What would be the
average 45 year old white male’s chances in landing a job be when competing with applicants who are of minority status, female, and/or younger Is this fair legal Professional athletic teams don’t hire based on quotas. Positions are filled by the people who can perform the best. Why shouldn’t this be the case in business and education as well
2.Strategic Planning has come “of age.” Organizations have mission
statements and a strategic plan as well as often insisting that departments also have a strategic plan. Strategic planning takes a significant amount of time and effort. Follow up includes dates objectives are to be accomplished as well as specific people responsible for achieving the results. Your
assignment is to evaluate the effectiveness of strategic planning, giving the pros and cons of this method for organizations.
anization X insists that employees are more than simply professionals and
do an honest day’s work, but that they see their work at this organization as a “calling” At the managerial level, if someone is out of the office on company business, there is no compensatory time and working 10 hours per day is expected, as well as at home and on some weekends. Work comes first,
family and personal needs second. In return the employee is fairly paid and retains their job unless job cuts are necessary to meet the organizational budget and needs. What is your analysis of this situation Is it the way things need to be in a profit-production centered world
4.What is the difference between working as a manager or supervisor in the
United States compared to working in a country in Europe Compare the hours of work expected, vacation times, job security, compensation (relative to the specific conditions that country), chance for advancement for people of different races, ages, and sex, and retirement. Cite research to back up your conclusions and thinking.
5.Sexual harassment has become a dominant litigation issue in America. No one
argues that true cases of harassment need to be surfaced and legally handled.
But have things gone too far In one State situation, if a child kisses another’s face area below the eye, the adm inistrator is required to bring in the police for investigation and a written report. In another study, females have admitted bringing law suits, not because of harassment but because they wanted to “get even” with tough bosses and couldn’t find a better way of expressing their anger. Based on what you find and think regarding sexual harassment, comment on this issue.
CHAPTER ONE: HUMAN RESOURCE MANAGEMENT: AN
OVERVIEW
CHAPTER OBJECTIVES
After completing this chapter, the student should be able to:
1.Identify the human resource management
functions.
2.Explain how organizations are adjusting to human
resource restructuring trends.
3.Explain the need for human resources to be a
strategic partner.
pare and contrast executives, generalists,
and specialists.
5.Describe the changes that occur in the human
resource function as a firm grows larger and more
complex.
6.Explain the nature of the professionalization of
human resources and the direction it has taken.
7.Define ethics and relate ethics to human
resource management.
These objectives are taken from page 1 of your course text
(Human Resource Management [8th edition] by Mondy, Noe, and
Preameaux.
CHAPTER OVERVIEW
In the first part of the chapter, the basic human resource
management functions are discussed. Next, the chapter
addresses human resource restructuring trends and the human
resource manager as a strategic partner. Then, the impact
of technology is reviewed. The distinctions among human resource executives, generalists, and specialists, and among the human resource function in organizations of different sizes are addressed next. Then, the chapter covers professionalism and ethics in the dynamic discipline of HRM. Finally, a description of the scope of the book concludes the chapter.
This overview is taken from the Instructor’s Manual for Human Resource Management, 8th edition, by Mondy, Noe, and Premeaux. The Instructor’s Manual was written by Judy Bandy Mondy and Elisa Adams. ISBN: 0-.
CHAPTER EXERCISES
The chapter exercises for this chapter are located online at To find the exercises, log on to this page, and select the
appropriate chapter at the bottom of the page. Note: this
website was originally built for the seventh edition text,
so you will need to find the appropriate name of the chapter,
rather than a specific chapter . chapter 1, chapter 7, etc.).
Once you select the appropriate chapter, click on the
“Multiple Choice” section on the left side of the page.
Here, you will be provided with practice multiple choice
questions that will guide your understanding of the chapter
content. When you select answers for every question, click
submit and you will receive immediate feedback on how you did
on the exercises.
Additionally, each chapter you will powerpoint presentations
that are available for your review. These will make
excellent course notes and help in exam preparation. To find
them, once inside the chapter, select “Powerpoint files.”
These files are rather large, so saving them to disk might
be a good idea.
CHAPTER TWO: THE ENVIRONMENT OF HUMAN RESOURCE
MANAGEMENT
CHAPTER OBJECTIVES
After completing this chapter, the student should be able to:
1.Describe the dynamics of the human resource management
environment.
2.Identify the external environmental factors that affect human
resource management.
3.Distinguish between a proactive and a reactive response to the
external environment.
4.Explain internal environmental factors.
5.Describe the diverse workforce that management now confronts.
6.Describe human resource management and the small business.
7.Define corporate culture.
These objectives are taken from page 29 of your course text
(Human Resource Management [8th edition] by Mondy, Noe, and
Preameaux.
CHAPTER OVERVIEW
In this chapter, the dynamics of the human resource
management environment are discussed. Next described is the
means by which specific external environmental factors can
influence human resource management and distinguish between
a proactive and reactive response to the external environment.
Next, the internal environmental factors, the diverse
workforce that management now confronts, and human resource
management in the small business environment are covered.
The chapter ends with a discussion of corporate culture.
This o verview is taken from the Instructor’s Manual for Human Resource Management, 8th edition, by Mondy, Noe, and Premeaux. The Instructor’s Manual was written by Judy Bandy Mondy and Elisa Adams. ISBN: 0-.
CHAPTER EXERCISES
The chapter exercises for this chapter are located online at To find the exercises, log on to this page, and select the
appropriate chapter at the bottom of the page. Note: this
website was originally built for the seventh edition text,
so you will need to find the appropriate name of the chapter,
rather than a specific chapter . chapter 1, chapter 7, etc.).
Once you select the appropriate chapter, click on the
“Multiple Choice” section on the left side of the page.
Here, you will be provided with practice multiple choice
questions that will guide your understanding of the chapter
content. When you select answers for every question, click
submit and you will receive immediate feedback on how you did
on the exercises.
Additionally, each chapter you will powerpoint presentations
that are available for your review. These will make
excellent course notes and help in exam preparation. To find
them, once inside the chapter, select “Powerpoint files.”
These files are rather large, so saving them to disk might
be a good idea.
CHAPTER THREE: EQUAL EMPLOYMENT OPPORTUNITY
AND AFFIRMATIVE ACTION
CHAPTER OBJECTIVES
After completing this chapter, the student should be able to:
1.Identify the major laws affecting equal
employment opportunity.
2.Explain presidential Executive Orders 11246 and
11375.
3.Identify some of the major Supreme Court
decisions that have had an impact on equal
employment opportunity.
4.Describe the Equal Employment Opportunity
Commission.
5.Explain the purpose of the Uniform Guidelines on
Employee Selection Procedures.
6.Explain adverse impact.
7.Describe the Uniform Guidelines related to
sexual harassment, national origin, and
religion.
8.Explain affirmative action programs.
These objectives are taken from page 53 of your course text
(Human Resource Management [8th edition] by Mondy, Noe, and
Preameaux.
CHAPTER OVERVIEW
In this chapter, an overview of the major EEO legislation that
impacts human resource management is provided. First
discussed is the significant equal employment opportunity
laws affecting human resource management. Then, a description is provided of the importance of presidential Executive Orders 11246 and 11375. Next reviewed are significant Supreme Court decisions and the Equal Employment Opportunity Commission. Next, a discussion of the Uniform Guidelines on Employee Selection Procedures is provided and the topics of adverse impact and additional guidelines are addressed. The remainder of the chapter is devoted to affirmative action programs.
This overview is taken from the Instructor’s Manual for Human Resource Management, 8th edition, by Mondy, Noe, and Premeaux. The Instructor’s Manual was written by Judy Bandy Mondy and Elisa Adams. ISBN: 0-.
CHAPTER EXERCISES
The chapter exercises for this chapter are located online at To find the exercises, log on to this page, and select the
appropriate chapter at the bottom of the page. Note: this
website was originally built for the seventh edition text,
so you will need to find the appropriate name of the chapter,
rather than a specific chapter . chapter 1, chapter 7, etc.).
Once you select the appropriate chapter, click on the
“Multiple Choice” section on the left side of the page.
Here, you will be provided with practice multiple choice
questions that will guide your understanding of the chapter
content. When you select answers for every question, click
submit and you will receive immediate feedback on how you did
on the exercises.
Additionally, each chapter you will powerpoint presentations
that are available for your review. These will make
excellent course notes and help in exam preparation. To find
them, once inside the chapter, select “Powerpoint files.”
These files are rather large, so saving them to disk might
be a good idea.
CHAPTER FOUR: JOB ANALYSIS AND HUMAN RESOURCE
PLANNING
CHAPTER OBJECTIVES
After completing this chapter, the student should be able to:
1.Describe why job analysis is a basic human resource tool.
2.Explain the reasons for conducting job analysis.
3.Describe the types of information required for job
analysis.
4.Describe the various job analysis methods.
5.Describe the components of a well-designed job
description.
6.Discuss how job analysis helps satisfy various legal
requirements.
7.Explain the human resource planning process.
8.Describe some human resource forecasting techniques.
9.Define requirements and availability forecasts.
10.Identify what a firm can do when either a surplus or a
shortage of workers exists.
11.Distinguish between succession planning and succession
development.
12.Describe job design.
These objectives are taken from page 87 of your course text
(Human Resource Management [8th edition] by Mondy, Noe, and
Preameaux.
CHAPTER OVERVIEW
Chapter Four is begun with a description of why job analysis is a basic human resource management tool and an explanation of the reasons for conducting job analysis. Next, a review of the types of job analysis information required is provided, including job analysis methods. An explanation of the components of a well-designed job description and a description of other methods for conducting job analysis and the ways job analysis help to satisfy various legal requirements all comprise the next section of the chapter. Next examined are the human resource planning process and some human resource forecasting techniques. Following that, a discussion of forecasting human resource requirements and availability as well as a description of what actions could be taken should either a surplus or a shortage of workers exist. The chapter ends with a discussion of succession planning and development and job design.。