The focus of this course is on the functions to be accomplished in effectively managing human resources. An in-depth study of the interrelationship of managers, organizational staff, and/or specialists, will assist the student in understanding and applying management theories to real-world human resource planning. Areas of concentration include human resource planning; recruitment and selection; training and development; compensation and benefits; safety and health; and employee and labor relations.
This course is a required course for the BS degree programs in Aviation Maintenance Management, Technical Management, a specified elective course for the BS and AS degrees in Professional Aeronautics, and an elective course in all degree programs permitting oren electives. The purpose of the course is to present the major factors in an organization designed to influence the effectiveness of its employees. The course is designed as a compact survey of personnel management and will serve as a foundation for further study in the field. Emphasis will be on the aviation industry.
Upon course completion, students will be able to: 1. Describe the strategic importance of Human Resource Management (HRM) and the role that specialists and operating managers play in performing HRM activities, and to list the main objectives pursued by HRM units in organizations. 2. Explain what is meant by the term discrimination. Outline how an organization can implement an affirmative action program. Describe two major criteria used to determine EEO and affirmative action compliance or non-compliance. 3. Describe the trend toward globalization in business in the early 21st Century. Discuss the role that culture plays in the effective use of HRM practices in a global organization. Identify critical HRM issues faced by multinational and global organizations when they conduct business in the international marketplace. 4. Define job analysis, job description, and job specialization. Illustrate the uses that job analysis information can have in an organization's HRM. Describe four methods to collect job analysis information. Describe briefly how job descriptions are changing as the nature of jobs has changed. 5. Describe how managers forecast demand and define the recruiting process: who does it, how recruiters do it, and where they find recruits. Identify typical flaws that college students find in recruiters. Discuss the different strategies that organizations might use to recruit blue-collar, white-collar, managerial, technical, and professional applicants. 6. Define the steps in the selection process. Compare the different types of validity-content, construct, and criteria-related. Discuss the value of controversial selection methods such as drug testing and integrity testing in light of current organizational and social environments. 7. Define the terms training, orientation, performance management and performance evaluation. Discuss the various types of rating errors in performance evaluations. Compare the advantages of various performance evaluation techniques. Describe feedback review and the skills required for it. 8. Explain why organizations provide benefits and services to employees. Describe the various types of benefits and services offered by most American companies. Differentiate between mandated vs. voluntary benefits. Explain how to manage an effective benefits program. 9. Define labor relations, labor unions, and collective bargaining. Discuss the union organization and collective bargaining processes. Identify current trends in unionization in the United States. 10. Define "safety' and "health hazards". Discuss the impact of stress, violence, Indoor Environment Quality (IEQ), AIDS, and repetitive motion injuries on the workplace. Discuss the causes of work-related accidents and illnesses.