Human Resource Management (ILRHR) - ILR School

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methods and approaches that organizations use to identify, assess and develop high-potential talent and the means for evaluating these practices. ILRHR 6607: Executive Compensation 2 nd 7 Weeks 2.0 HRS LET ONLY 14873 LEC 001 W 0700-1000P IVS TBD TBA Prerequisite: ILRHR 5600 or equivalent. Provides students with an in-depth understanding of the structure and governance of executive compensation programs and practices. Course material draws upon theory and research in executive compensation and explores current legislative and shareholder reform initiatives affecting executive pay. The topic is approached from a multistakeholder perspective taking into account the interests of shareholders, institutional investors, advocacy groups, social activists, governmental regulators, employees, and executives. Also examined are the linkages between executive compensation and business strategy; issues surrounding compliance with securities laws, tax regulations, accounting standards, and principles of good corporate governance; various types of executive pay programs, including equity-based incentives, perquisites, and executive benefits; the roles of corporate compensation committees and independent compensation consultants; and current trends and best practices. ILRHR 6611: Entrepreneurs & Entrepreneurial Organizations 4.0 HRS LET ONLY 12005 LEC 001 T 0700-1000P IVS TBD D. Burton Entrepreneurs are modern-day heroes. We are increasingly captivated by the stories of people from humble origins who, with only a good idea and a bit of luck, build respected, high-profile organizations. In this seminar we will examine the myths and realities of entrepreneurship and the entrepreneurial process in the United States. Through case studies and readings, we will critically evaluate the received wisdom about building successful new ventures. Intended for students who are interested in learning more about entrepreneurship. It is not a how to course, but rather a conceptual overview of the field with particular emphasis on labor market and employment-related topics. Through readings and case studies, students will learn about topics such as opportunity assessment, organization growth and management, and entrepreneurial careers. We will examine different types of entrepreneurship including self-employment, franchising, small and family businesses, and externally financed new ventures. A seminar-style course where students will be expected to actively engage with the material. Requires coming to class having read the assigned material and being prepared to discuss and debate the ideas. ILRHR 6620: AGILITY: HRM WHEN SHIFT HAPPENS 2 nd 7-weeks 2.0 HRS LET ONLY 8728 LEC 001 TR 0255-0410P IVS TBD L. Dyer Prerequisites: ILRHR 5600 or equivalent and permission of the instructor. We live in turbulent times. Nonetheless, most organizations are designed and managed for stability not change. So when shift happens, it is often a devastating and traumatic experience, especially for the employees involved. The alternative is for organizations to be designed and managed for agility. This approach is beginning to catch on, although admittedly it is more talked about than tried (in a recent survey, for example, about 90% of CEOs indicated that agility was important or very important to the success of their businesses, but very few said they had it all figured out). At its core, agility has two dimensions: (1) the capacity to be strategically proactive in the marketplace by constantly out-maneuvering and leap-frogging competitors with innovative products, service, or solutions and (2) the capacity to be operationally reactive, or adept at adapting when events take a turn for the worse. Through lectures, discussions, and case studies, this course explores the virtues and challenges associated with agility, with particular emphasis on the HR issues involved. ILRHR 6622: Compensation in Service Firms (also ILRHR 4612, HADM 4412, 6612) 3.0 HRS LET ONLY 12807 LEC 001 TR 1140A-1255P STATLER TBD M. Sturman Prerequisite(s): Introductory human resource course such as HADM 2211 (formerly HADM 211) or ILRHR 2600. Co-meets with HADM 6622. This course is designed to give students a practical understanding of the methods and implications of compensation, including hands-on experience designing compensation systems for firms in the service industry. (The course is designed to provide material that is distinct from that provided in ILRHR 6690 Managing Compensation.) Students will learn how to design a pay plan, including base pay and pay-for-performance plans. By the completion of the course, participants will know how to design pay ranges and grades for organizations where most jobs can be benchmarked with market data. The course will also devote considerable time to the design of incentive plans, including merit pay, bonuses, gainsharing, profit sharing, piece-rate, tipping, and commission systems. The course is designed to be useful for those desiring employment as an entry-level compensation specialist, a human resources generalist, those starting and running their own business, or those who want a better understanding of how human resource practices are actually managed. For students with a particular interest in compensation, the course can be taken in addition to the ILRHR 6690 course; for those interested in compensation in the services industry, this course can be taken as a standalone course. ILRHR 6660: Strategic HR Metrics 4.0 HRS LET ONLY 13183 LEC 001 MW 1140A-1255P IVS TBD J. Hausknecht Prerequisites: ILRHR 2600/5600 or equivalent, one statistics course, one elective in HR Studies. The search for the ideal strategic HR metrics misses the larger issue of taking a more analytical approach toward HR decision making. Analytics requires Spring 2011 ILR Courses ~ 11/04/2010 Update 4 of 18
understanding the process through which knowledge is gained, and then applying the tools and techniques to gather and analyze the right kind of data relevant to the question at hand. This course covers topics such as philosophy of science, theory development, research methodology, data analysis and interpretation as well as data and practices commonly used to assess the effectiveness of HR activities. Consequently, the class simultaneously addresses the types of information needed for HR decision making, as well as the processes and techniques necessary to gather, integrate, and analyze the data. ILRHR 6900: International Comparative Human Resource Management 4.0 HRS LET ONLY 14876 LEC 001 TR 1010-1125A IVS TBD L. Nishii Prerequisite: ILRHR 2600/5600 or permission of instructor. Provides students with an understanding of the complexities associated with international human resource management. The central theme of the course is to identify whether and in what ways HRM practices need to be adapted across cultures to be effective. Course material reflects a focus on comparing American HRM practices with those in East Asia and Western Europe. In addition, the major topic areas of concern to IHRM managers are covered, including the selection, training, compensation, and performance management of international managers (expatriates), coordination across subsidiaries of a company, the development and tracking of global leaders, and cross-cultural communication and negotiation. ILRHR 6930 Training and Development in Organizations 4.0 HRS LET ONLY 14874 LEC 001 TR 0840-0955A IVS TBD B. Bell Prerequisite: ILRHR 5600 or permission of instructor. Acquaints students with aspects of learning in organizations. Begins by discussing organizational learning and then focuses more narrowly on specific ways in which learning is achieved through the training and development functions. Topics include how learning is linked to organizational strategy, how to determine that training is needed, issues regarding the design of training programs, current training techniques, evaluation strategies, and management development practices. ILRHR 6990 Advanced Desktop Applications (Co-meets ILRHR 4699) 1 st 7-weeks 1.0 HR LET ONLY 8758 LEC 001 T 1220-0215P IVS 118 C. Homrighouse Prerequisite: ILRHR 2660 or significant experience (2/4 years) using office applications. Explores advanced topics for common desktop applications including Windows, Word, Excel, Access, PowerPoint, and basic HTML. The course is designed based on student input and instructor recommendations, covering those subjects that students feel would be most useful and relevant in the job market. Examples of areas include working with tables, columns, or sections in Word, pivot tables in Excel; taking a PowerPoint presentation “on the road;” and using join tables to create relationships in Access. ILRHR 7451: Leadership Assessment for Managers January 19-22, 2010 1.5 HRS S/U Only 15403 LEC 001 TBA TBA IVS TBA P. Stepp Department Consent Only. Leadership and management skills will be assessed to provide an opportunity for students to gather feedback on their strengths and developmental needs. The first two days focuses on self-awareness and employs several experiential exercises and self-assessment instruments including a leadership 360, Myers-Briggs (MBTI), Thomas-Kilman Conflict Mode Instrument (TKI) and the Fundamental Interpersonal Relations Orientation- Behavior (FIRO-B). Class members will be trained in giving and receiving feedbck from team members. Activities in the course will include various leadershp and team challenges. Professional feedback providers will observe students in group work on leadership cases and exercises, and provide feeback on their observations and the results of individual assessments. The final day of the course students will rfocus on goal setting for future leadership development. ILRHR 7560: Organizational Consulting – Skills 4.0 HRS LET ONLY 14875 LEC 001 W 0125-0425P IVS TBD C. Collins Prerequisites: ILRHR 5600 and concurrent registration in ILRHR 7561. This course is part of a capstone experience for second year MILRs who are about to embark on careers as HR generalists, business partners, or organizational consultants. It focuses on developing consulting skills especially with respect to the use of effective diagnostics and tools. The consulting process is examined from a systems perspective. This includes the knowledge and skills required to build trust and influence, to contract with clients, and to maintain good working relationships with all stakeholders. While attention is given to concepts and theory, the course is primarily focused on gaining hands-on experience in dealing with real organizational issues. Accordingly, from the mid-semester on it merges with ILRHR 7561 and a significant amount of time is then spent working on a large, integrated project with an actual client on a real-time basis. ILRHR 7561: Organizational Consulting -- Process And Applications 4.0 HRS LET ONLY 15471 LEC 001 TR 1140A-1255P IVS TBD J. Haggerty Prerequisites: ILRHR 5600 and concurrent registration in ILRHR 7560. This course is part of a capstone experience for second year MILRs who are about to embark on careers as HR generalists, business partners, or organizational consultants. It focuses on developing the consulting skills required to formulate effective interventions and the change management skills required to assure Spring 2011 ILR Courses ~ 11/04/2010 Update 5 of 18
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