HRMT412 Compensation and Benefits
This course has in dept understanding and practical ability to implement and explain an advanced compensation and benefits to management and employees of various organizations. Additionally, the course focuses on the management of employees within the laws and regulations set forth by the federal, local and state governments. Examine the context of compensation and benefit practices, the criteria used to compensate employees, compensation system design issues, employee benefits, and contemporary challenges that compensation and benefits professionals will face given the current economic times
Define the concept of total rewards in relation to employee compensation and benefits.
Evaluate the economic rationale for employers to offer a mix of cash and benefits in a compensation package
Explain the legal and regulatory influences on domestic and global employee compensation and benefits practices
Compare methods in achieving internally consistent and externally competitive pay systems
Determine the factors to consider when deciding employee benefits.
Describe employer-sponsored insurance programs, specifically group medical, disability, and life insurance programs, and the various options available to both employers and employees.
Define paid time-off programs and other forms of employee leave programs.
Identify and evaluate current trends and special topics in compensation and benefits
Artifact 1 Signature Assignment Reflection
•Throughout this course I learned more than the title led on. I was able to demonstrate my ability to clearly define a job position, job summary, responsibilities, duty frequency, physical effort, salary, experience, benefits, and evaluations. This has been shown to help me personally and professionally by detailing breakdowns of the positions and an understanding of an organization's feedback. The military compensation and benefits are something that is explained but never negotiated. Because this is standardized pay isn't increased unless time or promotion and benefits are standardized across DOD.
I was able to see a different side of the spectrum. Understanding compensation benefits in the form of wages, performance criteria, job descriptions gave me another outlook I have been missing. This course tied in aspects from students that broadened the approach I had for writing a description for an HR specialist. This class gave me a better outlook when determining performance evaluations, staffing, recruitment and challenges organizations may face during their hiring processes. Additionally, this gave me a better insight into
MGMT314 Management Ethics
This course was geared towards Managerial Ethics in the organization. The moral and ethical responsibilities of managers and their direct reports. Essays, discussions, and learning outcomes include organizational justice, human resource practices (i.e. employee selection, salary administration, employee relations), and corporate/social responsibility. Students should have a general knowledge of management and code of ethics, analyze the evaluation of ethics, list the criteria focused to make ethical hiring decisions. Additionally, examine leadership concepts and ethical theories in a business environment
Explain reasons managers need to be aware of diversity management and legal regulations related to hiring, promotion, and firing.
Analyze the evolution of ethics as a central principle in modern business.
List the criteria managers use to make ethical hiring decisions.
Explore potential ethical issues that may arise as a result of the leader having an authoritarian vs. a participatory leadership style.
Examine the application of leadership concepts and ethical theories in the business environment.
Compare the differences, importance, and purpose of a code of conduct and code of ethics
Artifact: 2
I learned alot about ethics and management decision-making while creating this signature assignment. Throughout this class, we keyed in on diversity and inclusion but also talked about hiring ethical employees. There was much debate over ethical situations and how each member have have different viewpoints on ethics, morals, and the responsibilities leaders and managers face in their work centers. This helped shaped my perspective on companies that constantly hire new members to their staff and the training and education they receive.
As a Human Resource major, this tied directly into my existing classes and helped me understand more about the internal responsibilities of holding members accountable throughout the hierarchy. Managers and leaders need to take a hard stance on unethical behavior in the work center. This class showed me how to address this behavior and how to ensure member understand their code of ethics. Annual training requirements are set in place to ensure members are focused on making ethical decisions.
MGMT 310 Principle and Theory of Management
This course analyzes principles of management and includes principles, theory and functions of management. The course also addresses the management process, leadership strategies for motivation, decision-making and delegating, planning and the communication process. One of the important aspects of this course is the application of the theory to practical management issues. The course scope includes the modern definition of management as accomplishment of an organization’s goals, through organization of work, motivation of others, staffing of positions, control of labor and material, and
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Examine the historical evolution of management theory and principles
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Compare and contrast how various theories in management, leadership, and motivation can assist a person with improving and making a change in their work and/or personal life
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Analyze the influence of organizational culture on employee behavior in the workplace
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Illustrate how the concepts of management structure, management process, decision-making, communication, and delegation of authority play a role in forming an effective team
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Deduce the role of individual behaviors and profiles in the creation of high performing teams (LO5
Artifact 3:
During this course, I learned how to demonstrate recruiting and performance evaluations within a work center and what effective strategies and managerial traits members should possess. I learned more about leadership styles and determining how to motivate others through a positive influence. Feedback sets the tone in a work center and different ways to properly conduct feedback within an organization or company. Furthermore, a breakdown in the evaluation process along with the evaluation criterion tied into my Human Resources management course and how to effectively evaluate work that is conducted in the organization.
HRMT 407 Human Resource Management
Human Resources Management and HRM interrelate within the scope of the organization, employee workers, and management. Additionally, the course focuses on the management of employees within the laws and regulations set forth by the federal, local, and state governments. skills, theories, and techniques involving human resource management and a review of examples involving innovative HR practices in the workplace. There will be an examination of human resource planning, development, and utilization in modern organizations. The establishment and operation of a total human resource program are explored. Topics include recruitment, selection, training and development, performance appraisal, reward systems, benefit programs, and the role of the human resource department.
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Distinguish the difference between the strategic and operational role of human resource management.
Apply principles and theories of human resource management to the world of work in areas such as Diversity and Multiculturalism as well as Recruitment and Hiring.
Develop an adequate compensation & benefits package.
Illustrate how employee retention motivators and retention strategies can reduce an organization’s turnover rate.
Analyze the impact of human resource initiatives (i.e. training and development programs, succession planning, performance appraisals) on employee motivation.
Explain communication and emotional intelligence
Deduce the role of organizational policies, practices, and procedures in determining whether or not the employees unionize.
Compare and contrast health and safety regulations of three different countries.
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Artifact 4
This course provide key information that helped me with a better understanding of Human Resource Managers, Compensation Managers, and Employee Relation Managers. As the course continued I began to further understand how managers make up key positions within the structured department. Understanding insight into each of the manager's positions allows me to demonstrate the knowledge and skills each member must possess. This course was key in my ability to understand key aspects when it comes to retaining employees. Furthermore it taught me how to capture the large picture of the HR department. Next, discussing, implementing, and developing HRM plans must have the buy-in from its stakeholders and employees to properly convey messages, values, and the overall intent of the organization. Displaying mission and vision statements are ways to reach objectives and help members create a sense of belonging. This class played a significant role in a better understanding of compensation and benefits. This gave me another perspective on positions that human resources employees and how they play key roles in pay, dispute resolution, hiring, and training of members throughout the organization.