hrm520 fall2012 revised 12oct12

HRM 520 – Human Resource Information Systems

©2012 Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University. HRM 520 Student Version 1122 (1136 10-08-2012) of 22

COURSE DESCRIPTION

Analyzes information technologies and systems used to maintain data relative to the human resource needs of an organization. Learners examine how human resource management systems are integrated into larger organizational databases and systems. These systems and technologies are evaluated for their effectiveness of achieving human resource and organizational goals.

INSTRUCTIONAL MATERIALS

Required Resources

Gueutal H., & Stone, D. (2005). The brave new world of eHR: Human resources management in the digital age. San Francisco: Jossey-Bass.

Kavanagh, M. J., Thite, M., & Johnson, R. D. (2012). Human resource information systems. (2nd ed.).

Thousand Oaks, CA: Sage Publications, Inc.

Supplemental Resources

Galagan, P. (2011). The burgeoning metrics market. T+D, 65(7), 26-28. Pfieffelmann, B., Wagner, S. H., & Libkuman, T. (2010). Recruiting on corporate web sites: Perceptions of

fit and attraction. International Journal of Selection & Assessment, 18(1), 40-47. Project Management Institute (n.d.). General format. Retrieved from http://www.pmi.org/ Society of Human Resources Management (n.d.). General format. Retrieved from http://www.shrm.org

COURSE LEARNING OUTCOMES

1. Analyze the strategy of the organization, the HR strategy and HR programs with HRIS.

2. Analyze key elements of the design in database HR relationships and evaluate system considerations in the design.

3. Create an HRIS needs analysis and evaluate the acquisition process.

4. Analyze HR metrics to support the justification of the cost of an HRIS system.

5. Create a project management plan and prepare the organization for the implementation.

6. Analyze the complexities of HRIS administration.

7. Analyze talent management and its importance to the organization.

8. Evaluate the use of the Internet to achieve organizational recruiting, training, and development objectives.

9. Evaluate the role of HRIS with performance management, compensation, benefits, and payroll.

10. Examine the difference between domestic and international organizations.

11. Evaluate best practices and legal requirements with information security.

12. Use technology and information resources to research issues in human resource information systems.

13. Write clearly and concisely about human resource information systems using proper writing mechanics.

FALL 2012

Dr. Bobbie G. DeLeon [email protected]



WEEKLY COURSE SCHEDULE

The standard requirement for a 4.5 credit hour course is for students to spend 13.5 hours in weekly work. This includes preparation, activities, and evaluation regardless of delivery mode.

Week Preparation, Activities, and Evaluation Points

1

10/11/12

Preparation

Reading(s)

o Gueutal, Chapter 1: From Personnel Administration to Business-Driven Human Capital Management: The Transformation of the Role of HR in the Digital Age

o Kavanagh, Chapter 1: Evolution of Human Resource Management and Human Resource Information Systems: The Role of Information Technology

Activities

Discussions

Evaluation

None

20

2

10/18/12

Preparation

Reading(s)

o Gueutal, Chapter 8: The Effects of eHR System Characteristics and Culture on System Acceptance and Effectiveness

o Kavanagh, Chapter 2: Database Concepts and Applications in Human Resource Information Systems

o Kavanagh, Chapter 3: Systems Considerations in the Design of a Human Resource Information System: Planning for Implementation

e-Activity

o Use the Internet to research “software as service” programs for small businesses. Be prepared to discuss.

Activities

Discussions

Evaluation

None

20

3

10/25/12

Preparation

Reading(s): Kavanagh

o Chapter 4: Human Resource Information Systems Needs Analysis

o Chapter 5: System Design and Acquisition

e-Activity

o Use the Internet to research current and possible changes to the economy and demographics and how they could affect the HR industry. Be prepared to discuss.

Activities



Discussions

Evaluation

Assignment 1: Systems Consideration in HRIS

20

150

4

11/01/12

Preparation

Reading(s)

o Gueutal, Chapter 7: eHR: Trends in Delivery Methods

o Kavanagh, Chapter 6: Human Resource Metrics and Workforce Analytics

o Kavanagh, Chapter 7: Cost Justifying Human Resource Information Systems Investments

Activities

Discussions

Evaluation

Assignment 2: Determining HRIS Needs

20

150

5

11/08/12

Preparation


o Chapter 8: Project Management and Human Resource Management Advice for Human Resource Information Systems Implementation

o Chapter 9: Change Management: Implementation, Integration, and Maintenance of the Human Resource Information System

Activities

Discussions

Evaluation

None

20

6

11/15/12

Preparation

Reading(s): Kavanagh,

o Chapter 10: Human Resource Administration and Human Resource Information Systems

o Chapter 11: Talent Management

e-Activity

o Use the Internet to research talent management trends occurring during an economic slowdown. Be prepared to discuss.

Activities

Discussions

Evaluation

Assignment 3: Project Management

20

180

7

11/22/12

Preparation

Reading(s)

o Gueutal, Chapter 2: e-Recruiting: Online Strategies for Attracting Talent

o Gueutal, Chapter 3: e-Selection



o Gueutal, Chapter 4: Research-Based Guidelines for Designing Distance Learning: What We Know So Far

o Kavanagh, Chapter 12: Recruitment and Selection in an Internet Context

o Kavanagh, Chapter 13: Training and Development: Issues and Human Resource Information System Applications

e-Activity

o Use the Internet to research and review two (2) recruiting Websites. Be prepared to discuss.

Activities

Discussions

Evaluation

None

20

8

11/29/12

Preparation

Reading(s)

o Gueutal, Chapter 5: eHR and Performance Management: A Consideration of Positive Potential and the Dark Side

o Gueutal, Chapter 6: e-Compensation: The Potential to Transform Practice?

o Kavanagh, Chapter 14: Performance Management, Compensation, Benefits, Payroll and Human Resource Information System

Activities

Discussions

Evaluation

Assignment 4: e-Recruiting

20

180

9

12/06/12

Preparation


o Chapter 15: Human Resource Information Systems and International Resource Management

e-Activity

o Use the Internet to research the culture of at least one (1) developed country in which an office or subsidiary of a U.S.-based global organization or MNE exists. Go to http://money.cnn.com/magazines/fortune/global500/2010/full_list/ for a list of global organizations. Be prepared to discuss.

Activities

Discussions

Evaluation

None

20

10

12/13/12

Preparation

Reading(s)

o Gueutal, Chapter 9: The Next Decade of HR: Trends, Technologies, and Recommendations

o Kavanagh, Chapter 16: Information Security and Privacy in



Human Resource Information Systems

o Kavanagh, Chapter 17: The Future of Human Resource Information Systems: Emerging Trends in Human Resource Management and Information Technology

e-Activity

o Use the Internet to research new technologies that could impact the workforce, HR, human resource information systems, and world economics in the next decade. Be prepared to discuss.

Activities

Discussions

Evaluation

Assignment 5: e-Compensation

20

200

11

12/20/12

Preparation

Reading(s): None

Activities

Discussions

Evaluation

None

20

GRADING SCALE – GRADUATE

Assignment Total Points % of

Grade

Assignment 1: Systems Consideration in HRIS Due: 10/28/12 150 14%

Assignment 2: Determining HRIS Needs Due: 11/04/12 150 14%

Assignment 3: Project Management Due: 11/18/12 180 17%

Assignment 4: e-Recruiting Due: 11/02/12 180 17%

Assignment 5: e-Compensation Due: 12/16/12 200 18%

Participation (22 discussions worth 10 points apiece) 220 20%

Totals 1,080 100%

Points Percentage Grade

972 – 1,080 90% – 100% A

864 – 971 80% – 89% B

756 – 863 70% – 79% C

Below 756 Below 70% F

HRM 520 – Assignments and Rubrics


Assignment 1: Systems Consideration in HRIS

Due Week 3 and worth 150 points

Write a three to four (3-4) page paper in which you:

1. Use the Internet to research and evaluate two (2) commercial HR database systems for your organization. Evaluate the advantages and disadvantages of each system and, based on your knowledge of human resources and database systems, propose one (1) package that would fit the needs of your organization. Suggest three (3) specific reasons why you would recommend that system over the other.

2. Suggest three (3) efficiencies that an organization would gain from using a SAAS for its HRIS needs and three (3) inefficiencies from maintaining an MS Access-based database application.

3. Assess the (3) most significant risks associated with combining products from multiple vendors into one (1) HRIS.

4. Predict three (3) unintended consequences of not managing an HR database properly and how you would circumvent those situations from occurring.

5. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting guidelines:

Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.

Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

Be submitted online in the course shell (Blackboard) by 11:59PM on the due date.

The specific course learning outcomes associated with this assignment are:

Analyze the strategy of the organization, the HR strategy, and HR programs with HRIS.

Analyze key elements in the design of database HR relationships and evaluate system considerations in the design.

Use technology and information resources to research issues in human resource information systems.

Write clearly and concisely about human resource information systems using proper writing mechanics.

Grading for this assignment will be based on answer quality, logic/organization of the paper, and language and writing skills, using the following rubric.

Points: 150 Assignment 1: Systems Consideration in HRIS

Criteria Unacceptable Below 70% F

Fair 70-79% C

Proficient 80-89% B

Exemplary 90-100% A

1. Use the Internet to research and evaluate two (2) commercial HR database systems for your organization. Evaluate the advantages and disadvantages of

Did not submit or incompletely used the Internet to research and evaluate two (2) commercial HR database systems

Partially used the Internet to research and evaluate two (2) commercial HR database systems for your

Satisfactorily used the Internet to research two (2) commercial HR database systems for your

Thoroughly used the Internet to research and evaluate two (2) commercial HR database systems for your organization.



each system and, based on your knowledge of human resources and database systems, propose one (1) package that would fit the needs of your organization. Suggest three (3) specific reasons why you would recommend that system over the other. Weight: 25%

for your organization. Did not submit or incompletely evaluated the advantages and disadvantages of each system and, based on your knowledge of human resources and database systems, proposed one (1) package that would fit the needs of your organization. Did not submit or incompletely suggested three (3) specific reasons why you would recommend that system over the other.

organization. Partially evaluated the advantages and disadvantages of each system and, based on your knowledge of human resources and database systems, proposed one (1) package that would fit the needs of your organization. Partially suggested three (3) specific reasons why you would recommend that system over the other.

organization. Satisfactorily evaluated the advantages and disadvantages of each system and, based on your knowledge of human resources and database systems, proposed one (1) package that would fit the needs of your organization. Satisfactorily suggested three (3) specific reasons why you would recommend that system over the other.

Thoroughly evaluated the advantages and disadvantages of each system and, based on your knowledge of human resources and database systems, proposed one (1) package that would fit the needs of your organization. Thoroughly suggested three (3) specific reasons why you would recommend that system over the other.

2. Suggest three (3) efficiencies that an organization would gain from using an SAAS for its HRIS needs and three (3) inefficiencies from maintaining a MS Access-based database application. Weight: 20%

Did not submit or incompletely suggested three (3) efficiencies that an organization would gain from using an SAAS for its HRIS needs. Did not submit or incompletely suggested three (3) inefficiencies from maintaining an MS Access-based database application.

Partially suggested three (3) efficiencies that an organization would gain from using an SAAS for its HRIS needs. Partially suggested three (3) inefficiencies from maintaining an MS Access-based database application.

Satisfactorily suggested three (3) efficiencies that an organization would gain from using an SAAS for its HRIS needs. Satisfactorily suggested three (3) inefficiencies from maintaining an MS Access-based database application.

Thoroughly suggested three (3) efficiencies that an organization would gain from using an SAAS for its HRIS needs. Thoroughly suggested three (3) inefficiencies from maintaining an MS Access-based database application.

3. Assess the three (3) most significant risks associated with combining products from multiple vendors into one (1) HRIS. Weight: 20%

Did not submit or incompletely assessed the three (3) most significant risks associated with combining products from multiple vendors into one (1) HRIS.

Partially assessed the three (3) most significant risks associated with combining products from multiple vendors into one (1) HRIS.

Satisfactorily assessed the three (3) most significant risks associated with combining products from multiple vendors into one (1) HRIS.

Thoroughly assessed the three (3) most significant risks associated with combining products from multiple vendors into one (1) HRIS.

4. Predict three (3) unintended consequences of not managing an HR database properly and how you would circumvent those situations from occurring. Weight: 20%

Did not submit or incompletely predicted three (3) consequences of not managing an HR database properly and how you would circumvent those situations from occurring.

Partially predicted three (3) consequences of not managing an HR database properly and how you would circumvent those situations from occurring.

Satisfactorily predicted three (3) consequences of not managing an HR database properly and how you would circumvent those situations from occurring.

Thoroughly predicted three (3) consequences of not managing an HR database properly and how you would circumvent those situations from occurring.



5. 3 references Weight: 5%

No references provided

Does not meet the required number of references; some or all references poor quality choices.

Meets number of required references; all references high quality choices.

Exceeds number of required references; all references high quality choices.

6. Clarity, writing mechanics, and formatting requirements Weight: 10%

More than 6 errors present

5-6 errors present 3-4 errors present 0-2 errors present



Assignment 2: Determining HRIS Needs Due Week 4 and worth 150 points

Write a three to four (3-4) page paper in which you:

1. Assess the types of changes and new developments in technology and government regulations that should be considered in long-range planning requirements for updating or replacing a HRIS.

2. Identify three (3) disadvantages (other than time) of using interviews and focus groups for data collection during the analysis phase when determining HRIS needs. Recommend three (3) approaches to overcome the disadvantages.

3. Assess three (3) critical sources of data-gathering initiatives for an HRIS needs analysis and highlight the advantages and disadvantages of using each of those sources.

4. Identify a system, process, or service in your organization’s HRIS that could be improved. Compare the current system, process, or service (where it is now) with the envisioned future (where it is going) and then create a gap analysis report that identifies the discrepancies between the current state and the future desired state and prioritizes needs.

5. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.


Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.

Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length.



Analyze the strategy of the organization, the HR strategy, and HR programs with HRIS.

Create an HRIS needs analysis and evaluate the acquisition process.




Points: 150 Assignment 2: Determining HRIS Needs


Fair 70-79% C

Proficient 80-89% B

Exemplary 90-100% A

1. Assess the types of changes and new developments in technology and government regulations that should be considered in long-range planning requirements for

Did not submit or incompletely assessed the types of changes and new developments in technology and government regulations that

Partially assessed the types of changes and new developments in technology and government regulations that should be

Satisfactorily assessed the types of changes and new developments in technology and government regulations that should be

Thoroughly assessed the types of changes and new developments in technology and government regulations that should be



updating or replacing an HRIS. Weight: 20%

should be considered in long-range planning requirements for updating or replacing an HRIS.

considered in long-range planning requirements for updating or replacing an HRIS.

considered in long-range planning requirement s for updating or replacing an HRIS.

considered in long-range planning requirements for updating or replacing an HRIS.

2. Identify three (3) disadvantages (other than time) of using interviews and focus groups for data collection during the analysis phase when determining HRIS needs. Recommend three (3) approaches to overcome the disadvantages. Weight: 20%

Did not submit or incompletely identified three (3) disadvantages (other than time) of using interviews and focus groups for data collection during the analysis phase when determining HRIS needs. Did not submit or incompletely recommended three (3) approaches to overcome the disadvantages.

Partially identified three (3) disadvantages (other than time) of using interviews and focus groups for data collection when determining HRIS needs. Partially recommended three (3) approaches to overcome those disadvantages.

Satisfactorily identified three (3) disadvantages (other than time) of using interviews and focus groups for data collection when determining HRIS needs. Satisfactorily recommended three (3) approaches to overcome those disadvantages.

Thoroughly identified three (3) disadvantages (other than time) of using interviews and focus groups for data collection when determining HRIS needs. Thoroughly recommended three (3) approaches to overcome those disadvantages.

3. Assess three (3) critical sources of data- gathering initiatives for an HRIS needs analysis and highlight the advantages and disadvantages of using each of those sources. Weight: 20%

Did not submit or incompletely assessed three (3) critical sources of data-gathering initiatives for an HRIS needs analysis. Did not submit or incompletely highlighted the advantages and disadvantages of using each of those sources.

Partially assessed three (3) critical sources of data- gathering initiatives for an HRIS needs analysis. Partially highlighted the advantages and disadvantages of using each of those sources.

Satisfactorily assessed three (3) critical sources of data-gathering initiatives for an HRIS needs analysis. Satisfactorily highlighted the advantages and disadvantages of using each of those sources.

Thoroughly assessed three (3) critical sources of data-gathering initiatives for an HRIS needs analysis. Thoroughly highlighted the advantages and disadvantages of using each of those sources.

4. Identify a system, process, or service in your organization’s HRIS that could be improved. Compare the current system, process, or service (where it is now) with the envisioned future (where it is going) and then create a gap analysis report that identifies the discrepancies between the current state and the future desired state and prioritizes needs. Weight: 25%

Did not submit or incompletely identified a system, process, or service in your organization’s HRIS that could be improved. Did not submit or incompletely compared the current system, process, or service (where it is now) with the envisioned future (where is it going). Did not submit or incompletely created a gap analysis report that identifies the

Partially identified a system, process, or service in your organization’s HRIS that could be improved. Partially compared the current system, process, or service (where it is now) with the envisioned system (where it is going). Partially created a gap analysis report that identifies the discrepancies between the current state and the future desired state and prioritizes needs.

Satisfactorily identified a system, process, or service in your organization’s HRIS that could be improved. Satisfactorily compared the current system, process, or service (where it is now) with the envisioned system (where it is going). Satisfactorily created a gap analysis report that identifies the discrepancies between the current state and the future desired state and

Thoroughly identified a system, process, or service in your organization’s HRIS that could be improved. Thoroughly compared the current system, process, or service (where it is now) with the envisioned system (where it is going). Thoroughly created a gap analysis report that identifies the discrepancies between the current state and the future desired state and prioritizes needs.



discrepancies between the current state and the future desired state and prioritizes needs.

prioritizes needs.











Assignment 3: Project Management Due Week 6 and worth 180 points

Write a five to seven (5-7) page paper in which you:

1. Construct a Cost-Benefit Analysis matrix for an organization that is considering replacing its internal payroll system with a payroll outsourcing service. Include direct and indirect revenue enhancements and direct and indirect cost reductions.

2. Assess the risks associated with integrating a new payroll system and suggest what the project management team can do to minimize those risks.

3. Compose the tasks that would be needed to complete a Gantt chart (project schedule) for outsourcing the company’s payroll system. Compare the advantages and disadvantages of using a Gantt chart versus using the Performance evaluation and review technique (PERT) and critical path method (CPM) when managing projects.

4. Propose three (3) types of feedback loops the project management team can implement so that potential users of the new payroll system can provide advice, suggestions, and guidance to the team during project development and implementation. Suggest how the project management team can filter out irrelevant information and target critical information provided by potential users of the new system.

5. Suggest three (3) types of behavioral problems that employees can manifest as a result of replacing the organization’s legacy payroll system with an outsourced solution. Compose three (3) guidelines that a project manager can use to mitigate employee resistance to change.

6. Use at least four (4) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.






Create a project management plan and prepare the organization for the implementation.






Points: 180 Assignment 3: Project Management


Fair 70-79% C

Proficient 80-89% B

Exemplary 90-100% A

1. Construct a Cost-Benefit Analysis matrix for an organization that is considering replacing its legacy payroll system with a payroll outsourcing service. Include direct and indirect revenue enhancements and direct and indirect cost reductions. Weight: 20%

Did not submit or incompletely constructed a Cost-Benefit Analysis matrix for an organization that is considering replacing its legacy payroll system with a payroll outsourcing service. Did not submit or incompletely included direct and indirect revenue enhancements and direct and indirect cost reductions.

Partially constructed a Cost-Benefit Analysis matrix for an organization that is considering replacing its legacy payroll system with a payroll outsourcing service. Partially included direct and indirect revenue enhancements and direct and indirect cost reductions.

Satisfactorily constructed a Cost-Benefit Analysis matrix for an organization that is considering replacing its legacy payroll system with a payroll outsourcing service. Satisfactorily included direct and indirect revenue enhancements and direct and indirect cost reductions.

Thoroughly constructed a Cost-Benefit Analysis matrix for an organization that is considering replacing its legacy payroll system with a payroll outsourcing service. Thoroughly included direct and indirect revenue enhancements and direct and indirect cost reductions.

2. Assess the risks associated with integrating a new payroll system and suggest what the project management team can do to minimize those risks. Weight: 15%

Did not submit or incompletely assessed the risks associated with integrating a new payroll system. Did not submit or incompletely suggested what the project management team can do to minimize those risks.

Partially assessed the risks associated with integrating a new payroll system. Partially suggested what the project management team can do to minimize those risks.

Satisfactorily assessed the risks associated with integrating a new payroll system. Satisfactorily suggested what the project management team can do to minimize those risks.

Thoroughly assessed the risks associated with integrating a new payroll system. Thoroughly suggested what the project management team can do to minimize those risks.

3. Compose the tasks that would be needed to complete a Gantt chart (project schedule) for outsourcing the company’s payroll system. Compare the advantages and disadvantages of using a Gantt chart versus using the Performance evaluation and review technique (PERT) and critical path method (CPM) when managing projects. Weight: 15%

Did not submit or incompletely composed the tasks that would be needed to complete a Gantt chart (project schedule) for outsourcing the company s payroll system. Did not submit or incompletely compared the advantages and disadvantages of using a Gantt chart versus using the Performance evaluation and review technique (PERT) and critical path method (CPM) when managing projects.

Partially composed the tasks that would be needed to complete a Gantt chart (project schedule) for outsourcing the company’s payroll system. Partially compared the advantages and disadvantages of using a Gantt chart versus using the Performance evaluation and review technique (PERT) and critical path method (CPM) when managing projects.

Satisfactorily composed the tasks that would be needed to complete a Gantt chart (project schedule) for outsourcing the company’s payroll system. Satisfactorily compared the advantages and disadvantages of using a Gantt chart versus using the Performance evaluation and review technique (PERT) and critical path method (CPM) when managing projects.

Thoroughly composed the tasks that would be needed to complete a Gantt chart (project schedule) for outsourcing the company’s payroll system. Thoroughly compared the advantages and disadvantages of using a Gantt chart versus using the Performance evaluation and review technique (PERT) and critical path method (CPM) when managing projects.



4. Propose three (3) types of feedback loops the project management team can implement so that potential users of the new payroll system can provide advice, suggestions, and guidance to the team during project development and implementation. Suggest how the project management team can filter out irrelevant information and target critical information provided by potential users of the new system. Weight: 20%

Did not submit or incompletely proposed three (3) types of feedback loops the project management team can implement so that potential users of the new payroll system can provide advice, suggestions, and guidance to the team during project development and implementation. Did not submit or incompletely suggested how the project management team can filter out irrelevant information and target critical information provided by potential users of the new system.

Partially proposed three (3) types of feedback loops the project management team can implement so that potential users of the new payroll system can provide advice, suggestions, and guidance to the team during project development and implementation. Partially suggested how the project management team can filter out irrelevant information and target critical information provided by potential users of the new system.

Satisfactorily proposed three (3) types of feedback loops the project management team can implement so that potential users of the new payroll system can provide advice, suggestions, and guidance to the team during project development and implementation. Satisfactorily suggested how the project management team can filter out irrelevant information and target critical information provided by potential users of the new system.

Thoroughly proposed three (3) types of feedback loops the project management team can implement so that potential users of the new payroll system can provide advice, suggestions, and guidance to the team during project development and implementation. Thoroughly suggested how the project management team can filter out irrelevant information and target critical information provided by potential users of the new system.

5. Suggest three (3) types of behavioral problems that employees can manifest as a result of replacing the organization’s legacy payroll system with an outsourced solution. Compose three (3) guidelines that a project manager can use to mitigate employee resistance to change. Weight: 15%

Did not submit or incompletely suggested three (3) types of behavioral problems that employees can manifest as a result from replacing the organization’s legacy payroll system with an outsourced solution. Did not submit or incompletely composed three (3) guidelines that a project manager could use to mitigate employee resistance to change.

Partially suggested three (3) types of behavioral problems that employees can manifest as a result of replacing the organization’s legacy payroll system with an outsourced solution. Partially composed three (3) guidelines that a project manager can use to mitigate employee resistance to change.

Satisfactorily suggested three (3) types of behavioral problems that employees can manifest as a result of replacing an organization’s legacy payroll system with an outsourced solution. Satisfactorily composed three (3) guidelines that a project manager can use to mitigate employee resistance to change.

Thoroughly suggested three (3) types of behavioral problems that employees can manifest as a result of replacing the organization’s legacy payroll system with an outsourced solution. Thoroughly composed three (3) guidelines that a project manager can use to mitigate employee resistance to change.











Assignment 4: e-Recruiting Due Week 8 and worth 180 points

Write a five to seven (5-7) page paper in which you:

1. Suggest how HR professionals can use online recruiting to more effectively support recruitment activities while reducing organizational costs.

2. Recommend four (4) strategies to mitigate the unintended consequences associated with e-Recruiting.

3. Propose one (1) approach in which online recruitment can help ensure the employee’s psychological contracts are fulfilled.

4. Suggest three (3) strategies you would use to attract high-quality candidates and members of diverse groups using an e-Recruitment approach.

5. Take a stand on whether or not the attributes of a Website (attractiveness, quality, and ease of use) would affect your motivation to apply for a job at that company. Justify your position with specific examples from two (2) business Websites that you are familiar with.

6. Propose four (4) security controls you would put into place to prevent unauthorized access to data and unauthorized disclosure of data when using e-Recruiting systems.







Analyze the complexities of HRIS administration.

Analyze talent management and its importance to the organization.

Evaluate the use of the Internet to achieve organizational recruiting, training, and development objectives.




Points: 180 Assignment 4: e-Recruiting


Fair 70-79% C

Proficient 80-89% B

Exemplary 90-100% A

1. Suggest how HR professionals can use online recruiting to more

Did not submit or incompletely suggested how HR

Partially suggested how HR professionals can

Satisfactorily suggested how HR professionals can

Thoroughly suggested how HR professionals can



effectively support recruitment activities while reducing organizational costs. Weight: 10%

professionals can use online recruiting to more effectively support recruitment activities while reducing organizational costs.

use online recruiting to more effectively support recruitment activities while reducing organizational costs.



2. Recommend four (4) strategies to mitigate the unintended consequences associated with e-Recruiting. Weight: 15%

Did not submit or incompletely recommended four (4) strategies to mitigate the unintended consequences associated with e-Recruiting.

Partially recommended four (4) strategies to mitigate the unintended consequences associated with e-Recruiting.

Satisfactorily recommended four (4) strategies to mitigate the unintended consequences associated with e-Recruiting.

Thoroughly recommended four (4) strategies to mitigate the unintended consequences associated with e-Recruiting.

3. Propose one (1) approach in which online recruitment can help ensure the employee’s psychological contracts are fulfilled. Weight: 10%

Did not submit or incompletely proposed one (1) approach in which online recruitment can help ensure the employee’s psychological contracts are fulfilled.

Partially proposed one (1) approach in which online recruitment can help ensure the employee’s psychological contracts are fulfilled.

Satisfactorily proposed one (1) approach in which online recruitment can help ensure the employee’s psychological contracts are fulfilled.

Thoroughly proposed one (1) approach in which online recruitment can help ensure the employee’s psychological contracts are fulfilled.

4. Suggest three (3) strategies you would use to attract high-quality candidates and members of diverse groups using an e-Recruitment approach. Weight: 15%

Did not submit or incompletely suggested three (3) strategies you would use to attract high-quality candidates and members of diverse groups using an e-Recruitment approach.

Partially suggested three (3) strategies you would use to attract high-quality candidates and members of diverse groups using an e-Recruitment approach.

Satisfactorily suggested three (3) strategies you would use to attract high- quality candidates and members of diverse groups using an e-Recruitment approach.

Thoroughly suggested three (3) strategies you would use to attract high- quality candidates and members of diverse groups using an e-Recruitment approach.

5. Take a stand on whether or not the attributes of a Website (attractiveness, quality, and ease of use) would affect your motivation to apply for a job at that company. Justify your position with specific examples from two (20 business Websites that you are familiar with. Weight: 20%

Did not submit or incompletely took a stand on whether or not the attributes of a Website (attractiveness, quality, and ease of use) would affect your motivation to apply for a job with that company. Did not submit or incompletely justified your position with specific examples from two (2) business Websites that you are familiar with.

Partially took a stand on whether or not the attributes of a Website (attractiveness, quality, and ease of use) would affect your motivation to apply for a job with that company. Partially justified your position with specific examples from two (2) business Websites that you are familiar with.

Satisfactorily took a stand on whether or not the attributes of a Website (attractiveness, quality, and ease of use) would affect your motivation to apply for a job with that company. Satisfactorily justified your position with specific examples from two (2) business Websites that you are familiar with.

Thoroughly took a stand on whether or not the attributes of a Website (attractiveness, quality, and ease of use) would affect your motivation to apply for a job with that company. Thoroughly justified your position with specific examples from two (2) business Websites that you are familiar with.

6. Propose four (4) security controls that you

Did not submit or incompletely

Partially proposed four (4) security

Satisfactorily proposed four (4)

Thoroughly proposed four (4) security



would put into place to prevent unauthorized access to data and unauthorized disclosure of data when using e-Recruiting systems. Weight: 15%

proposed four (4) security controls that you would put into place to prevent unauthorized access to data and unauthorized disclosure of data when using e-Recruiting systems.

controls that you would put into place to prevent unauthorized access to data and unauthorized disclosure of data when using e-Recruiting systems.

security controls that you would put into place to prevent unauthorized access to data and unauthorized disclosure of data when using e-Recruiting systems.

controls that you would put into place to prevent unauthorized access to data and unauthorized disclosure of data when using e-Recruiting systems.











Assignment 5: e-Compensation Due Week 10 and worth 200 points

Write a six to eight (6-8) page paper in which you:

1. Assess the advantages and disadvantages of using a Web-based compensation tool versus a client-server based or stand-alone PC-based system and then give your opinion on which system would provide the most value to an organization’s stakeholders. Include three (3) facts to support your opinion.

2. Justify the use of e-Compensation tools in the job-evaluation process from the perspective of HR, management, and the employee.

3. Evaluate three (3) benefits and three (3) drawbacks of a centralized approach to managing merit pay programs compared to a more decentralized approach.

4. Suggest three (3) types of integrated analytic features that are needed for compensation planning and decision support in e-Compensation systems.

5. Assess the barriers that prevent organizations from realizing the potential of Web-based internal equity tools and propose three (3) approaches to overcome those barriers.

6. Recommend three (3) strategies that HR managers can use to evaluate the quality of market data (surveys, benchmark salary studies, etc.) that they receive from outside sources.







Analyze the complexities of HRIS administration.

Evaluate the role of HRIS with performance management, compensation, benefits, and payroll.






Points: 200 Assignment 5: e-Compensation


Fair 70-79% C

Proficient 80-89% B

Exemplary 90-100% A

1. Assess the advantages and disadvantages of using a Web-based compensation tool versus a client-server or stand-alone PC-based system and then give your opinion on which system would provide the most value to the organization’s stakeholders. Include three (3) facts to support your opinion. Weight: 15%

Did not submit or incompletely assessed the advantages and disadvantages of using a Web-based compensation tool versus a client-server or stand-along PC-based system. Did not submit or incompletely gave your opinion on which system would provide the most value to the organization’s stakeholders. Did not submit or incompletely included three (3) facts to support your opinion.

Partially assessed the advantages and disadvantages of using a Web-based compensation tool versus a client-server or stand-alone PC-based system. Partially gave your opinion on which system would provide the most value to the organization’s stakeholders. Partially included three (3) facts to support your opinion.

Satisfactorily assessed the advantages and disadvantages of using a Web-based compensation tool versus a client-server or stand-alone PC-based system. Satisfactorily gave your opinion on which system would provide the most value to the organization’s stakeholders. Satisfactorily included three (3) facts to support your opinion.

Thoroughly assessed the advantages and disadvantages of using a Web-based compensation tool versus a client-server or stand-alone PC-based system. Thoroughly gave your opinion on which system would provide the most value to the organization’s stakeholders. Thoroughly included three (3) facts to support your opinion.

2. Justify the use of e-Compensation tools in the job-evaluation process from the perspective of HR, management, and the employee. Weight: 15%

Did not submit or incompletely justified the use of e-Compensation tools in the job- evaluation process from the perspective of HR, management, and the employee.

Partially justified the use of e-Compensation tools in the job-evaluation process from the perspective of HR, management, and the employee.

Satisfactorily justified the use of e-Compensation tools in the job-evaluation process from the perspective of HR, management, and the employee.

Thoroughly justified the use of e-Compensation tools in the job-evaluation process from the perspective of HR, management, and the employee.

3. Evaluate three (3) benefits and three (3) drawbacks of a centralized approach to managing merit pay programs compared to a more decentralized approach. Weight: 15%

Did not submit or incompletely evaluated three (3) benefits and three (3) drawbacks of a centralized approach to managing merit pay programs compared to a more decentralized approach.

Partially evaluated three (3) benefits and three (3) drawbacks of a centralized approach to managing merit pay programs compared to a more decentralized approach.

Satisfactorily evaluated three (3) benefits and three (3) drawbacks of a centralized approach to managing merit pay programs compared to a more decentralized approach.

Thoroughly evaluated three (3) benefits and three (3) drawbacks of a centralized approach to managing merit pay programs compared to a more decentralized approach.

4. Suggest three (3) types of integrated analytical features that are needed for compensation planning and decision support in e-Compensation systems. Weight: 10%

Did not submit or incompletely suggested three (3) types of integrated analytical features that are needed for compensation planning and decision support in e-Compensation

Partially suggested three (3) types of integrated analytical features that are needed for compensation planning and decision support in e-Compensation systems.

Satisfactorily suggested three (3) types of integrated analytical features that are needed for compensation planning and decision support in e-Compensation systems.

Thoroughly suggested three (3) types of integrated analytical features that are needed for compensation planning and decision support in e-Compensation systems.



systems. 5. Assess the barriers that prevent organizations from realizing the potential of Web-based internal equity tools and propose three (3) approaches to overcome those barriers. Weight: 15%

Did not submit or incompletely assessed the barriers that prevent organizations from realizing the potential of Web-based internal equity tools. Did not submit or incompletely proposed three (3) approaches to overcome those barriers.

Partially assessed the barriers that prevent organizations from realizing the potential of Web-based internal equity tools. Partially proposed three (3) approaches to overcome those barriers.

Satisfactorily assessed the barriers that prevent organizations from realizing the potential of Web-based internal equity tools. Satisfactorily proposed three (3) approaches to overcome those barriers.

Thoroughly assessed the barriers that prevent organizations from realizing the potential of Web-based internal equity tools. Thoroughly proposed three (3) approaches to overcome those barriers.

6. Recommend three (3) strategies that HR managers can use to evaluate the quality of market data (surveys, benchmark salary studies, etc.) that receive from outside sources. Weight: 15%

Did not submit or incompletely recommended three (3) strategies that HR managers can use to evaluate the quality of market data (surveys, benchmark salary studies) that they receive from outside sources.

Partially recommended three (3) strategies that HR managers can use to evaluate the quality of market data (surveys, benchmark salary studies) that they receive from outside sources.

Satisfactorily recommended three (3) strategies that HR managers can use to evaluate the quality of market data (surveys, benchmark salary studies) that they receive from outside sources.

Thoroughly recommended three (3) approaches that HR managers can use to evaluate the quality of market data (surveys, benchmark salary studies) that they receive from outside sources.









HRM 520 – Student Notes


Weekly Course Schedule

The purpose of the course schedule is to give you, at a glance, the required preparation, activities, and evaluation components of your course. For more information about your course, whether on-ground or online, access your online course shell.

The expectations for a 4.5 credit hour course are for students to spend 13.5 hours in weekly work. This time estimate includes preparation, activities, and evaluation regardless of the delivery mode.

Instructional Materials

In order to be fully prepared, obtain a copy of the required textbooks and other instructional materials prior to the first day of class. When available, Strayer University provides a link to the first three (3) chapters of your textbook(s) in eBook format. Check your online course shell for availability.

Review the online course shell or check with your professor to determine whether Internet-based assignments and activities are used in this course.

Instructional materials are obtained through the university’s virtual bookstore and can be accessed through iCampus: http:bookstore.mbsdirect.net/strayer.htm. Courses with Internet-based assignments and activities on publisher sites may require the purchase of onetime access codes. When purchasing used textbooks, a separate access code purchase will be necessary.

Discussions

All discussions will be held during class time. To be marked present you must be in class from 6:00PM – 9:45PM. To receive the maximum participation points you must be in class from 6:00PM to 9:45PM. Arriving late or leaving early during this class time may reduce the amount of participation points you earn or may result in no participation points.

Assignments

A standardized performance grading rubric is a tool your professor will use to evaluate your written assignments. Review the rubric before submitting assignments that have grading rubrics associated with them to ensure you have met the performance criteria stated on the rubric.

Grades are based on individual effort. There is no group grading; however, working in groups in the online or on-ground classroom is acceptable.

All written assignments must be submitted online in the course shell (Blackboard) by 11:59PM on the due date. No paper documents will be accepted.

As it is always possible that you could lose your work due to unforeseen circumstances, you should routinely save your work in a separate file before posting.

Resources

The Resource Center navigation button in the online course shell contains helpful links. Strayer University Library Resources are available here as well as other important information. You should review this area to find resources and answers to common questions.

Technical support is available for the following:

For technical questions, please contact Strayer Online Technical Support by logging in to your iCampus account at https://icampus.strayer.edu/login and submitting a case under “Student Center,” then “Submit Help Ticket.” If you are unable to log in to your iCampus account, please contact Technical Support via phone at (877) 642-2999.

HRM 520 – Student Notes


For concerns with your class, please access the Solution Center by logging in to your iCampus account at https://icampus.strayer.edu/login and submitting a case under “Student Center,” then “Submit Help Ticket.” If you are unable to log in to your iCampus account, please contact the IT Help Desk at (866) 610-8123 or at mailto:[email protected].

TurnItIn.com is an optional online tool to assess the originality of student written work. Check with your professor for access and use instructions.

The Strayer Policies link on the navigation bar in the online course shell contains academic policies. It is important that students be aware of these policies.

hrm520 fall2012 revised 12oct12

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