Evidence-based
Human Resources Management
MGT 4163
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Instructor |
Craig
J. Russell, Ph.D. |
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Office hours |
By appointment |
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2040 Price Hall, 4:30 - 5:45 PM Monday & Wednesday January 20th to May 6th, 2016
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Texts/materials |
Hammonds, K.H. (2005). Why we hate HR. Fast Company. 97, 40-47.
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Learning Objectives
The
purpose of this course is
to survey topics in human resource management practices and
systems concerning how
to assess the financial and/or operational impact of HR
practices (or what is
often called utility analysis). This topic,
generically labeled “business
analytics,” is germane to ALL HR policy and practice areas
and is generally in
short supply among HR professionals. A goal of the
course is to enable
students to answer to the C suite executive who asks "we
spent $250k on HR
training systems last year - when do we get the $250k back
and what is our
return on this investment?" This question can and
should routinely
be asked of all HR policies or practices if the firm hopes
to optimize use of
scarce labor resources. Students will get hands-on
experience actually
assessing the impact of alternate pay systems on voluntary
turnover in the
Johnson Company case study. Dr. Russell wrote the text
"Evidence-based Human Resources Management" explicitly for
use in the
course (all royalties generated by sales to OU students are
donated to the
general OU scholarship fund). The Russell text is
available to students
from University Readers (Cognella) on line at https://students.universityreaders.com/store/.
Our
launch into this topic comes in reading the provocative
article titled
"Why we hate HR."
Student Participation
Students are
required to attend class and participate in discussion,
exercises, and lectures. Attendance will not be taken -
students are expected to attend and performance on the test
will severely suffer for those who do not.
Grades:
Grades will be based on student performance on two AND a partner-project (i.e., groups project consisting of two group members) - exams and the project will be equaly weighted in determining final course grades. Students are required to bring Blue Books, Scantrons, and writing instruments to the exams.
| Date | Topic | Reading(s) |
| Week 1 |
Rationale behind need to evaluate HR contributions to business outcomes, or, "Why we hate HR" and the burning need for love. | Hammond
& Russell, Chapter 1 Evidence-based management: helping
managers make better decisionsProf. Denise M. Rousseau – Carnegie Mellon University, USA |
| Week 2 |
Revisiting some basic
tools used to evaluate effects of HR policies and
practices. |
Russell,
Chapter 2 |
| Week 3 |
Evaluating the effect
of HR policies, practices, and interventions on
voluntary employee turnover. |
Russell,
Chapter 4 |
| Week 4 |
Utility: Taylor-Russell |
Russell,
Chapter 3 |
| Week 5 |
Utility:
Brogdon-Cronbach-Gleser (BCG) |
Russell,
Chapter 3 |
| Week 6 |
Project work |
Russell,
Chapter 4 |
| Week 7 |
Evaluating evidence bearing on the
effects of recruting policies, practices, and
interventions. |
Russell,
Chapter 5 |
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Exam I
Draft Johnson
Project Due
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| Week 8 | Evaluating evidence
bearing on effect of HR
policies, practices, and interventions on
EEO and Equal Pay Act compliance |
Russell, Chapter 6 |
| Week
9 |
Evaluating evidence bearing on the
efffects of personnel selection system policies,
practices, and interventions. |
Russell, Chapter 7 |
| Week
10 |
SPRING BREAK (week of March 12th - 20th) |
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| Weeks
11-12 |
Evaluating evidence bearing on the efffects of performance assessment policies, practices, and interventions. | Russell, Chapter 8*
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| Weeks 13-14 | Evaluating evidence bearing on the
efffects of training and development
policies, practices, and interventions. |
Russell, Chapter 9*
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| Weeks 15-16 | Evaluating
evidence bearing on the efffects of
job analysis on HR policies,
practices, and interventions - the
impact of early judgment calls on
downstream outcomes.
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Russell, Chapter 10*
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| Final Johnson Project Due by 5:00pm
Friday, May 6 |
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| Final Exam,
Wednesday, May 11th, 10:30 am. |
University
Policies
Observed
Academic Integrity
Cheating is strictly prohibited at the
University of
Oklahoma, because it devalues the degree you are working
hard to get. As a
member of the OU community it is your responsibility to
protect your
educational investment by knowing and following the rules.
For specific
definitions on what constitutes cheating, review the
Student’s Guide to
Academic Integrity at http://integrity.ou.edu/students_guide.html.
To be successful in this class, all work
on exams and quizzes
must be yours and yours alone.
You may
not receive outside help. On examinations and quizzes you
will never be
permitted to use your notes, textbooks, calculators, or any
other study aids.
Should you see someone else engaging in this behavior, I
encourage you to
report it to myself or directly to the Office of Academic
Integrity Programs.
That student is devaluing not only their degree, but yours,
too. Be aware that
it is my professional obligation to report academic
misconduct, which I will
not hesitate to do. Sanctions for academic misconduct can
include expulsion
from the University and an F in this course, so don’t cheat.
It’s simply not
worth it.
Religious Observance
It is the policy of the University to
excuse the absences of
students that result from religious observances and to
reschedule examinations
and additional required classwork that may fall on religious
holidays, without
penalty.
Reasonable Accommodation Policy
There is not
specific language for
the Reasonable Accommodation policy to be included in the
syllabus. It
is good to become familiar with the policy
and describe it in your own words.
Including the link to Disability Resources Center
is encourage, http://www.ou.edu/drc/home.html. [See
Faculty Handbook 5.4]
Students requiring academic accommodation
should contact the
Disability Resource Center for assistance at (405) 325-3852
or TDD: (405)
325-4173. For more information please see the Disability
Resource Center
website http://www.ou.edu/drc/home.html
Any student in this course who has a disability that may
prevent him or her
from fully demonstrating his or her abilities should contact
me personally as
soon as possible so we can discuss accommodations necessary
to ensure full
participation and facilitate your educational opportunities.
Title IX Resources and Reporting Requirements
For
any concerns regarding
gender-based discrimination, sexual harassment, sexual
assault, dating/domestic
violence, or stalking, the University offers a variety of
resources. To learn
more or to report an incident, please contact the Sexual
Misconduct Office at
405/325-2215 (8 to 5, M-F) or smo@ou.edu.
Incidents can also be reported confidentially to OU
Advocates at 405/615-0013
(phones are answered 24 hours a day, 7 days a week). Also, please be
advised that a professor/GA/TA
is required to report instances of sexual harassment, sexual
assault, or
discrimination to the Sexual Misconduct Office.
Inquiries regarding non-discrimination policies may
be directed to:
Bobby J. Mason, University Equal Opportunity Officer and
Title IX Coordinator
at 405/325-3546 or bjm@ou.edu.
For more
information, visit http://www.ou.edu/eoo.html.
Adjustments for Pregnancy/Childbirth Related Issues
Should
you need modifications or
adjustments to your course requirements because of
documented pregnancy-related
or childbirth-related issues, please contact your professor
or the Disability
Resource Center at 405/325-3852 as soon as possible. Also,
see http://www.ou.edu/eoo/faqs/pregnancy-faqs.html
for answers to commonly asked questions.
© 2016, Craig J. Russell
Craig J. Russell, Ph.D.
Professor
Michael Price College of Business
University of Oklahoma
Norman, OK 73019-0450
(405) 325-2458
(405) 821-4155 (cell)
cruss@ou.edu