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Introduction to Human Resources Management

Purpose of Course  showclose

The purpose of Introduction to Human Resources Management is to provide a general overview of the concepts and applications of the many parts of Human Resources (HR).  This course is for the entry level HR Generalist who wants to explore how the interdependence of the major topics in HR are created and implemented.  Upon completion of this course, you will be able to apply your knowledge to real world HR issues.  While general topics such as benefits and compensation will be covered in other Human Resource Management courses, this course will focus primarily on the employee life cycle and each of its phases.  The employee life cycle is central to most of the functions and purposes of HR.  It is important to start at the beginning of any life cycle in an effort to understand how each component is dependent on the next.

To begin with, you will take a look at the history of HR and determine the major events and champion theorists who brought HR to its humble beginnings.  The course will then cover the employee life cycle by first looking at the areas of recruitment, selection, and hiring.  Each area will be defined, described, and broken down into its measurable parts.  Next, after you have hired your employees, you must send them to the next phase of the life cycle: orientation.  This is where employees learn the written and unwritten rules of the company’s code of conduct.  In addition, an overview of employee services and benefits and how the role of HR impacts these services and benefits will be investigated.  In this course, you will also explore the HR role in performance management.  This is an area wherein clear expectations, policies, and management training are aligned with the performance management system used by the company, which in many cases are created by HR.

This course will address many different HR laws that govern the topics mentioned above.  Understanding how HR law impacts each area of the employee life cycle is crucial to the legal and financial obligations of any HR Department.  Human Resource Departments play a very important role in creating a fair and legal working environment for its employees while keeping the company out of the court system.  Managing this balance is always quite the challenge for any HR employee.

Lastly, you will look at an in-depth approach to global human resources by understanding the current trends and challenges in the workplace.  In Unit 8, you will survey important training topics in HR that will keep companies proactive and viable in an ever changing economy.

Course Information  showclose

Welcome to HR101:Introduction to Human Resources Management!  General information on the course and its requirements can be found below.

Course DesignerDana Boyd, PhD

Primary ResourcesThis course is composed of a range of different free, online materials. However, the course makes primary use of the following materials:
Requirements for CompletionIn order to complete this course, you will need to work through each unit and all of its assigned materials.  Pay special attention to Units 1 and 2, as these lay the groundwork for understanding the more advanced, exploratory material presented in the latter units.  You will also need to complete:
  • Unit 1 Activity
  • Subunit 1.3.1 Assessment
  • Unit 2 Activity
  • Subunit 2.2 Assessment
  • Unit 3 Activity
  • Subunit 3.2 Assessment
  • Unit 4 Activity
  • Subunit 4.1 Assessment
  • Unit 5 Activity
  • Subunit 5.1 Assessment
  • Unit 6 Activity
  • Subunit 6.2 Assessment
  • Unit 7 Activity
  • Subunit 7.1 Assessment
  • Unit 8 Activity
  • Subunit 8.1.1 Activity
  • Unit 9 Activity
  • Subunit 9.2.2 Assessment
  • Unit 10 Activity
  • Subunit 10.1.1 Assessment
  • The Final Exam
Note that you will only receive an official grade on your Final Exam.  However, in order to adequately prepare for this exam, you will need to work through the activities and quizzes listed above.
 
In order to “pass” this course, you will need to earn a 70% or higher on the Final Exam.  Your score on the exam will be tabulated as soon as you complete it.  If you do not pass the exam, you may take it again.
 
Time CommitmentThis course should take you a total of 33.25 hours to complete, including quizzes and learning activities.  Each unit includes a “time advisory” that lists the amount of time you are expected to spend on each subunit.  These should help you plan your time accordingly.  It may be useful to take a look at these time advisories and to determine how much time you have over the next few weeks to complete each unit, and then to set goals for yourself.  For example, Unit 1 should take you 3.25 hours.  Perhaps you can sit down with your calendar and decide to complete Unit 1 (a total of 3.25 hours) on Monday night; Unit 2 (a total of 4 hours) on Tuesday night; etc.
 
Tips/SuggestionsAs you are going through the units, it is helpful to take notes on each resource.  Later, you can make flash cards to study from your notes.  In addition, reading your notes into a recorder and then playing them back will also enhance learning.  We know in the psychology of learning and memory that in order to have material learned it helps to read, speak, write, and/or hear the material about seven to nine times.  These notes will be useful as a review for your Final Exam.  The problem sets provided will give you “hands on” experience with developing and creating many usable work products and documents from each unit.  Good luck! 

Learning Outcomes  showclose

Upon successful completion of this course, the student will be able to:
  • identify the precursor events and theorists responsible for Human Resources’ beginnings;
  • draw and label the employee life cycle wheel;
  • define each area of the employee life cycle wheel;
  • describe the interdependence of each area with other areas on the employee life cycle wheel;
  • differentiate between ethics and sustainability;
  • define corporate responsibility and list two ways companies can do it;
  • define a performance appraisal process and its link to the job analysis;
  • explain the systematic process for organizational recruitment, selection, and retention;
  • list six major Human Resources Laws that relate to each topic on employee life cycle wheel;
  • define performance consulting;
  • describe how technology has impacted Human Resources and efficiency;
  • list four workplace issues performance consultants can assist with;
  • explain the steps in developing organizational and employee training;
  • list five current trends in Global Human Resources functioning; and
  • list four current challenges of Human Resources Departments.

Course Requirements  showclose

In order to take this course, you must:

√    have access to a computer;

√    have continuous broadband Internet access;

√    have the ability/permission to install plug-ins or software (e.g. Adobe Reader or Flash);

√    have the ability to download and save files and documents to a computer;

√    have the ability to open Microsoft files and documents (.doc, .ppt, .xls, etc.); and

√    be competent in the English language.

Preliminary Information

  • Course Textbooks

    Human Resource Management

    You will be prompted to read sections of this book throughout the course.  You may choose to download the text in full now and skip to the appropriate section as prompted by the instructions in the resource boxes below, or you can simply download the specific sections of the text assigned as you progress through each resource box.

    Reading: Human Resource Management (PDF)

    Terms of Use: This text was adapted by The Saylor Foundation under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License without attribution as requested by the work’s original creator or licensee.

    The Business Ethics Workshop

    You will be prompted to read sections of this book throughout the course.  You may choose to download the text in full now and skip to the appropriate section as prompted by the instructions in the resource boxes below, or you can simply download the specific sections of the text assigned as you progress through each resource box.

    Reading: The Business Ethics Workshop (PDF)

    Terms of Use: This text was adapted by The Saylor Foundation under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License without attribution as requested by the work’s original creator or licensee.

Unit Outline show close


Expand All Resources Collapse All Resources
  • Unit 1: The History of Human Resources  

    To begin your journey in HR101, you must explore the early stages of Human Resources. The history of human resources had its formal beginnings with the Industrial Revolution explosion. Around the 1780’s, how you treated your employees was completely subjective and without any laws to guide and govern said treatment. Basic treatment of human beings in the workplace was at the forefront of this new discipline. 

    Many key players, such as psychologists, were putting their theories into practice in actual workplaces, including the military. Personnel management, the predecessor of HR, began to measure and tactically select and hire employees. Traditional human resource then gave way to more strategically and purposeful human resource management as it aligns with HR Law and a more global perspective.

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  • 1.1 Human Resource (HR) Beginnings  
  • 1.1.1 Industrial Revolution  
    • Reading: Michael Losey’s “HR Comes of Age-History of Human Resources”

      Link: Michael Losey’s “HR Comes of Age-History of Human Resources” (HTML)

      Instructions: Please click on link above, and read the entire article as it covers important topics such as the beginnings of human resources directly connected to master craftsmen and apprentices, the Industrial Revolution, and HR transformation.  After reading this article, you will understand how the beginnings of HR were impacted by how people were not treated fairly in the workplace.  This reading will cover the topics outlined in sub-subunits 1.1.1-1.1.2.

      Reading and note-taking should take approximately 1 hour to complete.

      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

  • 1.1.2 Government Involvement in Early HR  

    Note: This topic is covered by the reading assigned below sub-subunit 1.1.1.  In particular, focus on pages 1 and 2 to learn about government mandates and involvement. 

  • 1.2 Personnel Management vs. Human Resources Management  
  • 1.2.1 Administration vs. Operations  
  • 1.2.2 Workforce Centered vs. Resource Centered  

    Note: This topic is covered by the reading assigned below sub-subunit 1.2.1.  In particular, focus on the text below the heading “Main Differences between Personnel Management and HRM.”

  • 1.3 Strategic Human Resource Management  
  • 1.3.1 HRM Model  
    • Web Media: Slideshare: Singapore Institute of Commerce: Dr. Ernesto Dimaculangan’s “Human Resource Management”

      Link: Slideshare: Singapore Institute of Commerce: Dr. Ernesto Dimaculangan’s “Human Resource Management” (PPT)
       
      Instructions:  Please click on link above, and scroll through the PowerPoint presentation (skipping slides 2 and 3) as it covers important definitions, models, and policies that describe strategic human resource management (SHRM).  In addition, understanding best practices in SHRM, as well as specific strategies of current HR Departments are covered.  This reading will cover the topics for sub-subunits 1.3.1 and 1.3.2.

      This resource should take approximately 1 hour to complete.

      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

    • Assessment: Captus’s “General HRM Quiz”

      Link: Captus’s “General HRM Quiz”  (HTML)

      Instructions: Please click on the link above, and follow the instructions provided to complete only the Multiple Choice Questions for Quiz 1.  After you have completed the quiz, click on the “Check the Answers” button to check your answers against the solutions provided.
       
      This resource should take approximately 15 minutes to complete.

      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

      The Saylor Foundation does not yet have materials for this portion of the course. If you are interested in contributing your content to fill this gap or aware of a resource that could be used here, please submit it here.

      Submit Materials

  • 1.3.2 Organizational Alignment  

    Note: This topic is covered by the resource assigned below sub-subunit 1.3.1.  In particular, focus on the chart provided to show organizational alignment.

  • Unit 2: Overview: Employee Life Cycle (Part 1)  

    In this unit, you will get a metaview of all major areas in HR and how they impact the employee.  The employee life cycle is the very essence of HR.  Ethical standards, policies, and procedures all drive how the eight major areas of the employee life cycle relate directly to the company image.  We will take a brief look at each area while evaluating the importance of each component with regard to commitment to the employee and the fiduciary responsibilities to the company.  Compliance with the factors described in the employee life cycle will also be addressed.

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  • 2.1 Employee Life Cycle  
    • Lecture: New Jersey Institute of Technology’s OpenCourseware: Dr. Naomi Rotter’s “Lecture 5: HR Planning”

      Link: New Jersey Institute of Technology’s OpenCourseware: Dr. Naomi Rotter’s “Lecture 5: HR Planning” (MP4)
       
      Instructions: Please click on link above, scroll down to Lecture 5, click on the video link, and then type in the encrypted word to access the video.  Watch the entire video lecture.  The six major areas of the employee life cycle will be reviewed in the video.  In addition, the HR planning process around these issues will be addressed.  This video will cover the topics outlined for sub-subunits 2.1.1 and 2.1.2.
       
      Viewing this lecture and pausing to take notes should take approximately 1 hour and 30 minutes to complete.
       
      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

    • Activity: The Saylor Foundation's "Unit 2 Activity"

      Link: The Saylor Foundation's "Unit 2 Activity" (PDF)

      Instructions: Please click on the link above, and follow the instructions provided to complete the activity for Unit 2.  After you have completed the activity, check your answer against the Saylor Foundation's "Solutions to Activities for Units 1-10." (PDF)

      This resource should take approximately 1 hour to complete.

      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

  • 2.1.1 Eight Major Areas  

    Note: This topic is covered by the video lecture assigned below subunit 2.1.  Pay close attention to the visual aid at approximately 17 minutes that list the 6 elements of assessing the Human Resources Department as well as the definition of each area.

  • 2.1.2 Interdependence of the Areas  

    Note: This topic is covered by the video lecture assigned below subunit 2.1.  In particular, pay attention to the table presented to show how the areas are interdependent on each other.

  • 2.2 Recruitment and Selection Tools  
  • 2.2.1 Tools of the Trade  

    Note: This topic is covered by the video lecture assigned below subunit 2.2.  In particular, note the recruitment tools used by most HR departments.

  • 2.2.2 Legal Issues  

    Note: This topic is covered by the video lecture assigned below subunit 2.2.  In the lecture, note the discussion on specific legal issues effecting HR departments when it comes to recruiting personnel.

  • Unit 3: Interactive Phases: Employee Life Cycle (Part 2)  

    In this unit, you will focus on the first four components of the employee life cycle. Understanding the role of HR in attraction, recruitment, and expectancy of its employees is important in setting the tone of the company image, of all major areas in HR, and how they impact the employee.  The employee life cycle is the very essence of HR.  Understanding and following an HR department in its recruitment and selection process of an employee is crucial to hiring the right person the first time.  This component of the life cycle is imperative in that it can save or cost the company many thousands of dollars.

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  • 3.1 Employee Life Cycle: First Four Components  
  • 3.1.1 Motivation  

    Note: This topic is covered by the reading/video assigned below subunit 3.1.  Pay special attention to how companies motivate employees during the initial “attraction phase” in Section 7.2.

  • 3.1.2 Recruitment/Retention  

    Note: This topic is covered by the reading/video assigned below subunit 3.1.  Pay special attention to the tools and techniques used for recruiting and keeping employees in Section 7.3.

  • 3.1.3 Turnover Costs  

    Note: This topic is covered by the reading/video assigned below subunit 3.1.  Pay special attention to the costs ratio of hiring versus firing an employee and starting the recruiting process again in Section 7.4.

  • 3.2 Selection  
    • Reading: Human Resource Management: “Chapter 5: Selection”

      Link: Human Resource Management: “Chapter 5: Selection” (PDF)
       
      Instructions: Read the chapter introduction, as well as Sections 5.1 through 5.5.  Chapter 5 will cover selection planning and criteria, as well as interviewing techniques and reviewing resumes.  You may also want to attempt the Exercises at the end of each section.  This resource will cover the topics outlined in sub-subunits 3.2.1 and 3.2.2.
       
      This reading and these exercises should take approximately 1 hour to complete.
       
      Terms of Use: The text was adapted by The Saylor Foundation under the Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License without attribution as requested by the work's original creator or licensee. 

    • Assessment: Tutor2U: Jim Riley’s “Recruitment and Selection Quiz”

      Link: Tutor2U: Jim Riley’s “Recruitment and Selection Quiz” (HTML)

      Instructions: Please click on the link above, scroll down to link that says click here to launch Retention Quiz, and click on the link to access the quiz.  As you select each answer in the multiple choice quiz, a pop-up will open to tell you whether your answer is correct or incorrect.
       
      This resource should take approximately 15 minutes to complete.

      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

  • 3.2.1 Criteria  

    Note: This topic is addressed by the reading assigned below subunit 3.2.  Note the specific criteria used that is valid and reliable in the selection process in Section 5.1.

  • 3.2.2 Interviewing Process  

    Note: This topic is addressed by the reading assigned below subunit 3.2.  Pay close attention to the legal aspects of interviewing in Section 5.3.

  • Unit 4: Full Circle: Employee Life Cycle (Part 3)  

    In this unit, you will focus on the final four components of the employee life cycle. Understanding the role of HR in development, growth enablement, work-life actualization, and separation of its employees will help you see how the entire process comes full circle.  Performance management is the continuous thread that holds this entire life cycle together.  You will examine how training and development, succession planning and performance management go hand in hand while the employee continues to grow in and with the company. 

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  • 4.1 Employee Life Cycle: Final Four Components  
  • 4.1.1 Development  

    Note: This topic is covered by the reading assigned below subunit 4.1. In particular, focus on how the development process is analyzed in Section 8.1.

  • 4.1.2 Growth Enablement  

    Note: This topic is covered by the reading assigned below subunit 4.1.  In section 8.2, review the steps in “growth enablement.”

  • 4.1.3 Measurement  

    Note: This topic is covered by the reading assigned below subunit 4.1.  In section 8.3, please note how training and development is measured, as well as the tools used to do train and develop employees.

  • 4.1.4 Work/Life Actualization  

    Note: This topic is covered by the reading assigned below subunit 4.1.  In section 8.4, work/life actualization is defined.  Also, note how an organization, particularly, an HR department helps an employee accomplish actualization.

  • 4.2 Performance Management  
  • 4.2.1 Managing Employee Performance  

    Note: This topic is covered by the reading assigned below subunit 4.2.  In Section 10.1, please focus on the documenting tools used to manage employee performance.

  • 4.2.2 Measuring Employee Performance  

    Note: This topic is covered by the reading assigned below subunit 4.2.  In Section 10.2, please focus on the particular tools used to measure employee performance.

  • 4.2.3 Communicating Performance Results  

    Note: This topic is covered by the reading assigned below subunit 4.2.  In Section 10.3, notice the tips and techniques provided for communication performance results back to an employee.

  • Unit 5: Ethics and Sustainability  

    A company’s image can depend entirely on its code of ethics and its sustainability.  The corporate social responsibility plays an important role in the community’s perception of the community.  In other words, how well-liked is the company in the eyes of its surrounding neighbors and citizens?  Although ethics and sustainability are two different topics, ethics describes how the company will execute its social responsibility in the community.

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  • 5.1 Ethics and Sustainability Defined and Differentiated  
    • Reading: The Business Ethics Workshop: “Chapter 1: What Is Business Ethics?”

      Link: The Business Ethics Workshop: “Chapter 1: What Is Business Ethics?” (PDF)
       
      Instructions: Please click on the link above to view Chapter 1 of the textbook.  Read the introduction, as well as Sections 1.1 through 1.6, and attempt any Exercises at the end of each section.  Chapter 1 will define business ethics while linking ethics to values, facts, and arguments.  This reading will cover the topics outlined in sub-subunits 5.1.1 and 5.1.2.
       
      This reading and these exercises should take approximately 1 hour and 30 minutes to complete.
       
      Terms of Use: The text was adapted by The Saylor Foundation under the Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License without attribution as requested by the work's original creator or licensee. 

    • Assessment: Quizlet’s “Business Ethics”

      Link: Quizlet’s “Business Ethics” (HTML)

      Instructions: Please click on the link above, and complete the quiz.  After you have completed the quiz, click on “Check Answers” to access the correct solutions.
       
      This resource should take approximately 15 minutes to complete.

      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above.

  • 5.1.1 Company Code of Ethics  

    Note: This topic is covered by the reading assigned below subunit 5.1.  Pay special attention to how companies create a Code of Ethics in Section 1.3.

  • 5.1.2 HR Role in Ethics  

    Note: This topic is covered by the reading assigned below subunit 5.1.  In Section 1.4, notice how HR helps the organization create and implement the company’s code of ethics.

  • 5.2 Corporate Responsibility  
  • 5.2.1 Sustainability  

    Note: This topic is covered by the reading assigned below subunit 5.2.  In particular, make sure to review the text below “The Triple Bottom Line” heading in Section 13.2 for a definition of and information on sustainability.

  • 5.2.2 Image Control  

    Note: This topic is covered by the reading assigned below subunit 5.2.  Note how social responsibility is directly related to sustainability.  To cover this topic, make sure to review Section 13.3, especially the text below “The Enlightened Self-interest Argument” heading.

  • Unit 6: Organization and Employee Development  

    An organization must strategize with its HR Department in an effort to ensure and promote growth and development of the company and its employees.  Job analyses linked to performance management, using training and development as a vehicle to ensure success, are key to identifying what training needs to occur.  Forecasting future organizational goals and outcomes is a primary function of HR and will lead to the development of overall training curriculums, succession planning, and new orientation packaging.

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  • 6.1 HR’s Role in Organizational Development and Training  
    • Lecture: New Jersey Institute of Technology’s OpenCourseware: Dr. Naomi Rotter’s “Lecture 11 and 12: Training”

      Link: New Jersey Institute of Technology’s OpenCourseware:  Dr. Naomi Rotter’s “Lecture 11 and 12: Training” (MP4)
       
      Instructions: Please click on the link above, scroll down to Lecture 11 and 12 “Training,” click on the video link, and type in the encrypted word to launch the lecture.  This video will discuss how the mission and goals of the organization are integrated in employee training.  Needs assessments and incentives will also be discussed.  This video will cover the topics outlined in sub-subunits 6.1.1 and 6.1.2.
       
      Viewing this lecture and taking notes should take approximately 1 hour and 30 minutes to complete.
       
      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

  • 6.1.1 Needs Assessments  

    Note: This topic is covered by the video lecture assigned below subunit 6.1. Please note this is the first step in training within an organization.

  • 6.1.2 Incentives and Motivation  

    Note: This topic is covered by the video lecture assigned below subunit 6.1.  Pay special attention to how companies motivate and reward employees.

  • 6.2 Performance Management and Training  
  • 6.2.1 Performance Enhancement  

    Note: This topic is covered by the video lecture assigned below subunit 6.2.  Note how companies create performance enhancement measurement tools.

  • 6.2.2 Skill Based Pay  

    Note: This topic is covered by the video lecture assigned below subunit 6.2.  Note this is only one method of performance enhancement.

  • Unit 7: HR Law  

    Unit 2 discussed the Life Cycle of the Employee. This life cycle could not function adequately without laws to govern the behavior of both the company and the employee. Companies must be in compliance with all laws with regard to the corporate environment and its employees. A primary role of the HR Department is to keep both the company and its employees out of court. Of course, a company cannot necessarily go to jail, but there are massive financial penalties involved every day with companies who have not provided equal opportunities for employees or do not react to harassment issues. Knowing the laws in your state that affect your company will be imperative to a successful career in HR.

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  • 7.1 Employment Law  
    • Reading: FindLaw’s “Employment and Anti-Discrimination Laws: An Introduction”

      Link: FindLaw’s “Employment and Anti-Discrimination Laws: An Introduction” (HTML)
       
      Instructions: Please click on the link above, and read this article on employment law.  The ten most important laws HR must comply with are addressed and defined including equal opportunity and the American’s with Disabilities Act. This reading covers the topics outlined in subunit 7.1.1.

      Reading and taking notes should take approximately 30 minutes to complete.
       
      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

    • Activity: The Saylor Foundation's "Unit 7 Activity"

      Link: The Saylor Foundation's "Unit 7 Activity" (PDF)

      Instructions: Please click on the link above, and follow the instructions provided to complete the activity for Unit 7.  After you have completed the activity, check your answer against the Saylor Foundation's "Solutions to Activities for Units 1-10." (PDF)
       
      This resource should take approximately 30 minutes to complete.

      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

    • Assessment: Tutor2U: “Employment Law”

      Link: Tutor2U:  “Employment Law” (HTML)

      Instructions: Please click on the link above, scroll down to the Employment Law link, and click on the link to begin the quiz.   As you answer each multiple choice question, you will automatically receive feedback on whether you choose the correct or incorrect answer.
       
      This resource should take approximately 15 minutes to complete.

      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

  • 7.2 Workplace Diversity  
  • 7.2.1 What Is Workplace Diversity?  
    • Reading: Diversity World: Ron McInnes' "Workforce Diversity: Changing the Way You Do Business"

      Link: Diversity World: Ron McInnes' "Workforce Diversity: Changing the Way You Do Business" (HTML)

      Instructions: Upon clicking on the link above, you will be directed to this reading. Please read the entire article.  The information contained in this reading provides you with insight on why diversity is so important.  The concept of diversity will be framed in a number of ways within this reading, i.e. as economic payback (people who have previous been excluded from the workplace are typically more reliant on social service programs) and as social responsibility (improving the quality of life for disenfranchised groups of people).  Please ensure you identify and process each of the diversity frameworks and the potential impact they can have on business success.

      This reading should take approximately 30 minutes to complete.

      Terms of Use: Please respect the copyright and terms of use displayed on the webpages above.

    • Web Media: YouTube: Workopolis Careers Channel: Hamlin Grange's "Workforce Diversity"

      Link: YouTube: Workopolis Careers Channel: Hamlin Grange's "Workforce Diversity" (YouTube)
       
      Instructions: To access the video, click on the link above.  Please view the entire video (4:34 minutes).  In the presentation, Hamlin Grange speaks about a company based in Canada, but the information can indeed be applied within a workplace in the U.S.  The presentation will introduce a framework for diversity in the workplace.  This lecture is designed to provide you with a foundational understanding of diversity and its importance to achieving a competitive advantage. 
       
      Viewing this lecture and taking notes should take approximately 15 minutes to complete.
       
      Terms of Use: Please respect the copyright and terms of use displayed on the webpages above.

    • Reading: University of North Texas: Diversity National Partnership for Reinventing Government's "Best Practices in Achieving Workforce Diversity"

      Link: University of North Texas: Diversity National Partnership for Reinventing Government's "Best Practices in Achieving Workforce Diversity" (PDF)

      Instructions: Upon clicking the link above, scroll down the webpage to the section titled “Benchmark Reports.”  Select the link “Best Practices in Achieving Workforce Diversity (2000) PDF Version” to download the PDF file.  Read this article beginning with the Executive Summary through Chapter 4 (pages 5-17 of the PDF).  Led by former Vice President of the United States Al Gore and the U.S. Department of Commerce, this reading will provide you with in-depth insight on diversity—why it is important and how it can be integrated into the workplace.  The reading is broken up into 4 chapters, and each chapter builds on the previous chapter.  You will see comments from leaders of major organizations, and the report provides some strategic key findings regarding diversity that you should indeed take note of and use as a source for implementing diversity within the workplace.

      This reading and note taking should take approximately 1 hour and 15 minutes to complete.

      Terms of Use: Please respect the copyright and terms of use displayed on the webpages above.

  • 7.2.2 How Does A Company Do Workplace Diversity?  

    Note: This topic is covered by the reading assigned below subunit 7.2.  Make sure to review the “Best Practices” article for information on important elements of achieving workplace diversity: leadership commitment, strategic planning, and employee involvement.

  • Unit 8: Performance Consulting  

    Internal performance consulting within an HR Department has been around since the 1980’s.  Typically, a company will bring in someone from HR to create training as a solution to an issue within another department.  In this unit, you will identify how performance consulting uses systematic and systemic methods to assess, interpret, and provide solutions to workplace issues.  Issues can be people related or systems and processes related.  It is important to note that a training class will not always be the answer to work place issues.

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  • 8.1 Performance/HR Consulting  
    • Reading: The Open University’s “Choosing a Human Resources Consultant”

      Link: The Open University’s “Choosing a Human Resources Consultant” (HTML)
       
      Instructions: Please click on the link above, and read the introduction.  Then, continue on to read all seven sections of this lesson.  Click on the “next” link at the bottom of the text to continue on to each section.  This text will provide you with characteristics of a good consultant along with pertinent information on models and methodologies used.  Measuring results is also addressed in this reading.  This reading covers the topics outlined in sub-subunits 8.1.1 through 8.1.4.
       
      This reading should take you approximately 1 hour and 30 minutes to complete.
       
      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

  • 8.1.1 Performance/HR Consulting Defined  

    Note: This topic is covered by the reading assigned below subunit 8.1.  In particular, Section 1 covers the definition and how performance consultants are used in HR and throughout the organization.

    • Assessment: About.com’s Career Planning: “Management Consultant Quiz”

      Link: About.com’s Career Planning: “Management Consultant Quiz” (HTML)

      Instructions: Please click on the link above, and complete the quiz to determine whether being a management consultant is a good career choice for you.   Please answer the questions honestly.  After you have completed the quiz, click on “Your Result” for some feedback on whether this is an appropriate career choice.
       
      This resource should take approximately 15 minutes to complete.

      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

  • 8.1.2 Internal vs. External Consulting  

    Note: This topic is covered by the reading assigned below subunit 8.1.  Section 2 focuses on the comparing and contrasting internal and external consulting.

  • 8.1.3 Four Stages of Consultant’s Model  

    Note: This topic is covered by the reading assigned below subunit 8.1.  Section 5 will provide specifics on the consultant model and how is it used in the organization to provide feedback to management while measuring the success of the team.

  • 8.1.4 Measuring Successful Results  

    Note: This topic is covered by the reading assigned below subunit 8.1.  Section 7 discusses how a consultant will measure and provide results to management to justify the implementation of change.

  • 8.2 HR as an Internal Consultant  
  • 8.2.1 Developing HR as an Internal Consultant  
  • 8.2.2 Action Research  

    Note: This topic is covered by the reading assigned below sub-subunit 8.2.1.  In particular, focus on pages 2-4 of the text as well as Figure 1 and 3. 

  • 8.2.3 Roles and Competencies of the Consultant  

    Note: This topic is covered by the reading assigned below sub-subunit 8.2.1.  In particular, focus on the text on pages 5-8.

  • Unit 9: Technology  

    In this unit, you will take a look at how technology has impacted HR Departments.  Measuring effectiveness and efficiency in the workplace has never been more crucial to a company’s bottom line as it is in today’s economy.  Technology, specifically HR software, has become crucial to an HR Department’s ability to measure and justify jobs, training, and funding.  A company must be able to not only gather important data, but be able to interpret said data and use it to forecast future needs of the company.

    Time Advisory   show close
    Learning Outcomes   show close
  • 9.1 Current HR Technology  
    • Reading: HR Management’s “Technology Aids the Human Touch”

      Link: HR Management’s “Technology Aids the Human Touch” (HTML)
       
      Instructions: Please click on the link above, and read article on HR Technology.  Industry trends and employee buy-in are all addressed in this article.  In addition, keeping the “human” touch in human resources is examined.  This article addresses the topics outlined in sub-subunits 9.1.1-9.1.4.
       
      Reading and note-taking should take approximately 1 hour and 30 minutes to complete.
       
      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above.

    • Activity: The Saylor Foundation's "Unit 9 Activity"

      Link: The Saylor Foundation's "Unit 9 Activity" (PDF)

      Instructions: Please click on the link above, and follow the instructions provided to complete the activity for Unit 9.  After you have completed the activity, check your answer against the Saylor Foundation's "Solutions to Activities for Units 1-10." (PDF)
       
      This resource should take approximately 1 hour to complete.

      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

  • 9.1.1 How HR Uses Technology  

    Note: This topic is covered by the reading assigned below subunit 9.1.  In particular, please focus on the text below the heading “Integration and Employee Buy-In” to learn about how HR is rolling out different technology and review “The Human Element” to see how technology use affects humans in the industry.

  • 9.1.2 Current Trends in HR Technology  

    Note: This topic is covered by the reading assigned below subunit 9.1.  Make sure to review the list below the heading “Industry Trends.” 

  • 9.1.3 Where Are We Going?  

    Note: This topic is covered by the reading assigned below subunit 9.1.  Make sure to review the text below the heading “The Process of Evolution” to answer the question of this sub-subunit.

  • 9.1.4 Top HR Technologies  

    Note: This topic is covered by the reading assigned below subunit 9.1.  Please review the list of “Top HR Technologies” for information on what is technology trends exist in the workplace today. 

  • 9.2 HR Strategy and Technology  
  • 9.2.1 Interfacing HR Strategy with Technology  
    • Reading: Workinfo.com: John R. Sullivan’s “Selecting an HR Strategy”

      Link: Workinfo.com: John R. Sullivan’s “Selecting an HR Strategy” (HTML)
       
      Instructions: Please click on the link above, and read article on Selecting an HR Strategy and connecting the right technology to help support the implementation of said strategy.  Pay close attention to the 10 Basic HR Strategies defined.  This article addresses the topics outlined in sub-subunits 9.2.1 and 9.2.2.
       
      Reading and note-taking should take approximately 30 minutes to complete.
       
      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above.

  • 9.2.2 The 10 Basic HR Strategies  

    Note:  This topic is covered by the reading assignment below subunit 9.2.  Make sure to review the article from “The 10 Basic HR Strategies” onward to identify these 10 strategies and to learn about each more in-depth.

    • Assessment: Captus’s “General HRM Quiz”

      Link: Captus’s “General HRM Quiz” (HTML)

      Instructions: Please click on the link above, and follow the instructions provided to complete only the Multiple Choice Questions for Quiz 9.  After you have completed the quiz, click on the “Check the Answers” button to access the solutions.
       
      This resource should take approximately 15 minutes to complete.

      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

      The Saylor Foundation does not yet have materials for this portion of the course. If you are interested in contributing your content to fill this gap or aware of a resource that could be used here, please submit it here.

      Submit Materials

  • Unit 10: Global HR: Current Trends and Challenges  

    To wrap up your journey in HR, you must take a look at how it is changing globally.  This unit will discuss the current trends and challenges influencing HR.  The ability for HR Departments to organize policies in an effort to solve problems will be crucial to HR playing a proactive role in workplace issues.  Creating budgets and policies in an economic downturn will also be a major responsibility of HR.  This will also mean taking a closer look at health care benefits, by increasing its focus on employee wellness, in an effort to retain employees and stay financially viable.

    In addition, HR must be ready to train leaders in how to continue to work with multigenerational populations, manage people globally, and streamline data and technologies.   “Work Smarter” was a popular phrase in the 90’s.  “Streamline smarter” may be the new catch phrase for the next HR generation.

    Time Advisory   show close
    Learning Outcomes   show close
  • 10.1 International Human Resources  
  • 10.1.1 Current Trends in International HR  

    Note: This topic is covered by the reading assigned below subunit 10.1. In particular, make sure to view the video in “Section 14.1: Offshoring, Outsourcing” to learn about current international trends in HR.

  • 10.1.2 Globalization: Staffing Internationally  

    Note: This topic is covered by the reading assigned below subunit 10.1.  Please focus on reviewing “Section 14.2: Staffing Internationally” to better understand globalization.

  • 10.1.3 Information Age  

    Note: This topic is covered by the reading assigned below subunit 10.1.  In Section 14.3, pay attention to how the information age is affecting HR departments globally.

  • 10.2 International Aspects of HR  
    • Lecture: New Jersey Institute of Technology’s OpenCourseware: Dr. Naomi Rotter’s “International Aspects of HR”

      Link: New Jersey Institute of Technology’s OpenCourseware:  Dr. Naomi Rotter’s “International Aspects of HR” (MP4)
       
      Instructions: Please click on the link above, scroll down to Lecture 25 “International Aspects of HR,” click on the video link, and type the encrypted word to access the video.  Watch this entire video as it discusses the many facets of Human Resources from the perspective of International Hiring and Managing Employees Worldwide. This video will cover the topics outlined in sub-subunit 10.2.1.
       
      Viewing this lecture and pausing to take notes should take approximately 1 hour and 30 minutes to complete.
       
      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

    • Activity: The Saylor Foundation's "Unit 10 Activity"

      Link: The Saylor Foundation's "Unit 10 Activity" (PDF)

      Instructions: Please click on the link above, and follow the instructions provided to complete the activity for Unit 10.  After you have completed the activity, check your answer against the Saylor Foundation's "Solutions to Activities for Units 1-10." (PDF)
       
      This resource should take approximately 30 minutes to complete.

      Terms of Use: Please respect the copyright and terms of use displayed on the webpage above. 

  • Final Exam  

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