BUS4002 Essentials of Human Resources Management

BUS4002 Essentials of Human Resources Management
PREREQUISITES:
COURSE DESCRIPTION:
The single most important resource in any organization is the people: the human resource (HR).
This course focuses on the understanding and management of human behavior to assist the
Learner in understanding the principles, policies, and practices related to the procurement,
development, maintenance, and, utilization of human resources. The Learner will examine
environmental planning influences, legislation influencing human resource management (HRM),
job specification methods, and recruiting policies.
NUMBER OF ACTIVITIES: 11
LEARNING OUTCOMES:
1.0 - Identify human resource management (HRM) functions.
2.0 - Describe internal and external environmental factors and trends that influence HRM.
3.0 - Examine the major HR legislation in safety and equal opportunity law.
4.0 - Compare the job analysis methods and the means of conducting a job analysis.
5.0 - Compare and contrast the HRM planning process and employee selection process.
6.0 - Describe corporate culture and the concepts of career planning and development.
7.0 - Apply the performance appraisal process, methods, and responsibility in practice.
8.0 - Explore and design employee compensation and incentive programs.
9.0 - Analyze union objectives, organizational structure, and collective bargaining techniques.
COURSE CONCEPTS:
1. Human resource management (HRM) functions
2. Environmental factors, trends that influence HRM
3. HR legislation, safety and equal opportunity
4. Job analysis methods
5. HRM planning process and employee selection process
6. Career planning and development
7. Performance appraisal process, methods, and responsibility
8. Employee compensation and incentive programs
9 Union objectives, organizational structure, and collective bargaining
PRIMARY RESOURCES:
These resources are required to complete the course.
Please make sure that you purchase the primary textbook(s) that match the syllabus you are
issued. Please let your assigned Mentor know through the NCU messaging system what text(s)
you have purchased. NCU cannot be responsible for Learner purchase of books that do not match
assigned syllabi.
Book
Mondy, R. W. (2010) Human resource management (11th ed.). Upper Saddle River, N.J.:
Pearson Prentice Hall. ISBN: 9780136077282
You may purchase books at EdMap.
ADDITIONAL RESOURCES:
These resources must be used to complete the assignments.
File
Mapping Resource
Mapping Resource.pdf
MENTOR RESOURCES
There are no Mentor Resources for this course.
SUPPLEMENTAL REFERENCES & READINGS:
These resources are not required, but may provide assistance in completing your work for this
course. Please copy and paste any web links listed below into your browser to view the websites.
NCU Library Guide for this
course: http://learners.ncu.edu/library/research_help/guide.aspx?guide_id=585
GENERAL INFORMATION:
COURSE PARTICIPATION: Learners are ultimately responsible for participating in a course
through the following academic activities: uploading assignments, posting to discussion folders
and responding to Mentor and Academic Advisor inquiries. Learners are expected to be involved
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SUBMITTAL TURN-AROUND SCHEDULE:
Course Length Time Allotted for Mentors
to Return Assignments
4 weeks 2 calendar days
3 calendar days
8 weeks
5 calendar days
12 weeks
Note: Courses in dissertation sequence excluding CMP courses range from 5-14 calendar days;
see syllabus for details.
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performance requirements. Following directions in the syllabus provides the best avenue for
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Mastery of course concepts may require demonstration of critical thinking and communication
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observations, written assignments or other activities.
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more. In addition, you can obtain library research assistance as well as request articles and books
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RECOMMENDED SCHEDULE FOR COURSE COMPLETION: Following directions in
the syllabus, provides the best avenue for success. Read directions very carefully and follow all
suggestions and requirements. Learners may submit assignments early, but may not submit the
next assignment until they have received a grade on the previous one. Assignments must not be
submitted together. Submitting assignments in the order assigned will insure that you are
progressing according to academic standards and following the design of the course.
GRADING SCALE: If a letter grade is awarded for an NCU course, the following chart shows
the percentages of points awarded to the letter grade for Undergraduate and Graduate grades.
Undergraduate
Graduate Scoring
Scoring
Letter Grade
Numerical Points Letter Grade Numerical Points
A
100-94 A 100-94
A-
93-90 A- 93-90
B+
89-87 B+ 89-87
B
86-83 B 86-83
B-
82-80 B- 82-80
C+
79-77 C+ 79-77
C
76-73 C 76-73
F
72-70 C- 72-0
69-67 D+
If a course is graded using the Satisfactory/Unsatisfactory method, specific instructions will be

given in the syllabus indicating how S/U grades are assigned.
NCU Grading Rubric
Grading based on 100 Total Points per Course is determined using the percentages
listed in the following rubric. This percentage is determined by dividing the total number
of points possible for an activity by the actual points earned, with the resulting
percentage determining the letter grade for the activity or course according to the NCU
Grading Rubric. 70% of each grade represents Learner’s content understanding, and
30% of each grade represents Learner’s ability to convey such understanding in
academic format
70% of grade 30% of grade

- Content - Presentation
Discussion Activities Coursework Activities Style and Conventions
Includes evaluation of Focus, Includes evaluation of Focus, Includes evaluation of Style and
Development, and Organization – Development, and Organization – See Conventions – See NCU Writing
See NCU Writing Terms* for more NCU Writing Terms* for more Terms* for more information
information information.
Learner demonstrates a well- Learner demonstrates a well- Learner demonstrates exemplary
developed focus, thorough points of developed focus, thorough points of accomplishment of task.
development, and a logical pattern of development, and a logical pattern or
organization of ideas and concepts. organization of discussion ideas and • Consistently appropriate and
The original posting covers the topic concepts required in assigned precise language for the
thoroughly, demonstrates substantial activity. assignment
reflection and/or self assessment, • Consistently clear divisions
exhibits a broad integration of • Substantially achieved stated between the writer’s voice and
Excellent readings, and reveals conceptual learning outcome(s) the sources used to support
knowledge and skills. • Substantially integrated key claims
100%- concepts and terms from course • Consistent and clear use of
materials standard American English in
94% • Substantially evaluated, grammar and punctuation
concluded, and applied concepts • Consistent use of APA
learned-demonstrated learning formatting
through use of examples and/or
illustrations
• Supported insights and
assertions through research and
use of additional outside
academic resources
Learner demonstrates a clear focus, Learner demonstrates a clear focus, Learner demonstrates above average
Above Average
substantive points of development, substantive points of development, accomplishment of the task.
and a logical pattern of organization and a logical pattern of organization
93%-87% of discussion ideas and concepts. The of ideas and concepts required in • Appropriate and precise
original posting covers the topic in assigned activity. language with occasional lapses
some detail, demonstrates reflection • Mostly clear divisions between
and/or self assessment, exhibits • Above-average achievement of the writer’s voice and the sources
integration of readings, and reveals stated learning outcome(s) used to support claims
adequate conceptual knowledge. • Above-average integration of key • Somewhat consistent use of
concepts and terms from course standard American English in
materials grammar and punctuation
• Above-average evaluation, • Somewhat consistent use of APA
conclusion, and application of formatting
concepts learned-demonstrated
learning through use of examples
and/or illustrations
• Above-average support of
insights and assertions through
research and use of outside
academic resources
Learner demonstrates noticeable Learner demonstrates a noticeable Learner demonstrates adequate
focus, adequate points of focus, adequate points of accomplishment of task.
development, and a noticeable development, and a noticeable
pattern of organization of discussion pattern of organization of ideas and • Somewhat precise language
ideas and concepts. The original concepts required in assigned • Irregular divisions between the
posting partially covers the topic, activity. writer’s voice and the sources
Adequate demonstrates some reflection and/or used to support claims
self-assessment, exhibits a sporadic • Adequately achieved learning • Lapses in use of standard
integration of readings, and reveals outcomes American English in grammar
86%-80% incomplete conceptual knowledge • Partially integrated key concepts and punctuation
and skills. and terms from course materials • Lapses in use of APA formatting
• Analyzed and applied concepts
learned-limited use of examples
and illustrations
• Limited use of outside references
or use of non-academic resources
Learner demonstrates some focus, Learner demonstrates some focus, Learner demonstrates incomplete
irregular points of development, and irregular points of development, and attempt to address the task.
lapses in the pattern of organization lapses in the pattern of organization
of discussion ideas and concepts. The of ideas and concepts required in • Frequent lapses in concrete
original posting is unrelated to the assigned activity. language,
Needs assigned topic, demonstrates little to • Consistent irregularity in
no reflection or self-assessment, • Minimal to no learning outcomes divisions between the writer’s
Improvement exhibits little to no integration of achieved voice and the sources used to
readings, and reveals deficient • Key concepts and terms from support claims
79%-70% conceptual knowledge and skills. course materials lacking or • Consistent lapses in use of
omitted standard American English in
• Does not describe and/or grammar and punctuation
summarize course materials • Consistent lapses in use of APA
• No references or inclusion of formatting
additional outside academic
sources
Learner demonstrates no clear focus, Learner demonstrates no clear focus, Learner demonstrates incomplete
no clear development, and no clear no clear development, and no clear attempt to address the task.
organizational pattern of discussion organizational pattern of ideas and
ideas and concepts. Learner fails to concepts required in assigned • Consistent lapses in concrete
Not acceptable post or original posting demonstrates activity. Learner fails to submit or language; regular use of slang,
no reflection or self-assessment, did submission fails to demonstrate etc.
not exhibit integration of reading, is learning outcome(s). • Little to no division between the
69% or deficient in conceptual knowledge writer’s voice and the sources
below and/or skills. used to support claims
• Failure to use standard
American English in grammar
and punctuation
• Failure to use APA formatting
Exceptions to the Rubric

Activities that do not require a written response will be evaluated without use of the rubric.
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the Course Review section of the Learner Website THE RESPONSES ARE ANONYMOUS.
COURSE SPECIFIC INFORMATION:

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Overview
Section 1: Strategic Human Resource Management – Social, Ethical, and Legal
Considerations
Activity 1: Paper – HR Manager Job Description 11 Points
Activity 2: Discussion – HR Ethics 4 Points
Section 2: Staffing, Professional Development, and Performance Appraisal
Activity 3: Paper – HR Planning, Recruitment, and Selection 11 Points
Activity 4: Discussion – Training and Development 4 Points
Activity 5: Presentation – Performance Appraisal Options 11 Points
Section 3: Compensation and Benefits
Activity 6: Discussion – Compensation 4 Points
Activity 7: Paper – Design a Benefits Package 11 Points
Section 4: Safety and Health
Activity 8: Paper – Safety and Health Considerations 11 Points
Section 5: Employee Labor Relations
Activity 9: Paper – Union Structure and Bargaining 11 Points
Section 6: Signature Assignment and Reflective Essay
Activity 10: Signature Assignment – Employee Handbook Slide Presentation 16
Points
Activity 11: Reflective Summary 6 Points
Section 1: Strategic Human Resource Management – Social, Ethical, and Legal
Considerations
The role of the Human Resource (HR) manager has changed considerably over the past decade
with more emphasis on global sourcing, multicultural cross dimensional teams, manpower
planning, and new regulatory compliance issues. The professional HR must be an organizational
architect balancing different social, legal, ethical imperatives with critical performance
requirements to accelerate business performance. Planning and tactical strategies to capitalize
human assets to company opportunities, and maximizing individual performance brings new
challenges to the role of the HR function.
The company has had to assume more cultural responsibility, individual rights, community
obligations, and ethical policies. The inclusion of new guidelines for trade behavior, social
environmental regulations, fair trade practices, and new internal guidelines for ethical behavior
and responsibility has raised the level of the HR function to a very high status in the company.
HR is no longer an administrative role but a very proactive high energy involvement in all of the
activities that govern today’s company. The legal implications of violating human rights alone
are both high risk and extremely critical to the enterprise.
Course Resources
The Resources area for this course contains a variety of reference materials that may help you to
complete the course Activities. It is suggested that you become familiar with these resources
before you begin the Activities.
NCU Library
References used for research need to be peer reviewed/scholarly journals which can be found by
searching the NCU Library databases. These journals typically have the following
characteristics:
- Articles are reviewed by a panel of experts before they are accepted for publication.
- Articles are written by a scholar or specialist in the field.
- Articles report on original research or experimentation.
- Articles are often published by professional associations.
- Articles utilize terminology associated with the discipline.
NCU Writing Center

NCU values your progress and success as a scholarly writer. Please access the NCU Writing
Center from your Learner home page to see a wide variety of writing tips and examples to help
you as you compose written submissions for this and other NCU courses.
 -Course Work;  -Discussion

Required Reading:
Human Resource Management: Chapters 1, 2, 3
Activity 1: Paper – HR Manager Job Description 11
Points
One of the necessary HR skills is writing a job description that is concise, complete, and
accurately captures the essential skills of a specific job. In this Activity, you will practice these
very important skills.
 Write a HR Job Description
Create a job description summary which includes specific responsibilities and duties that
describe the role of the HR Manager. If needed, indicate the particular industry or discipline that
applied to this position. The job description should comply with regulatory federal guidelines
and indicate such criteria as education, experience, physical requirements, specific duties,
responsibilities, and reporting relationships.
You should also create a description table with bulleted points that outline critical
responsibilities, duties, and tasks, and skills needed to perform the job. Please include a
description of working relationships to other company functions.
Length: 1000-1200 words

Your description should demonstrate thoughtful consideration of the ideas and concepts that are
presented in the course. Your document should include an NCU cover sheet.
Submit the completed assignment in the Course Work area below the Activity screen.
Learning Outcome: (1)

Activity Outcomes
• Identify human resource management (HRM) functions.
Activity 2: Discussion – HR Ethics 4 Points
 Ethical Scenarios
What ethical issues arise in recruiting customer service Spanish-speaking candidates for a
telemarketing entry-level position in a local market? Please identify some critical social issues
(environmental considerations) that HR must be aware of when hiring local, national, and
international candidates for sales, technical, and financial positions.
Your posting should demonstrate thoughtful consideration of the ideas and concepts that are
presented in the course and provide new thoughts and insights relating directly to the topic. Your
response should reflect scholarly writing standards and APA standards.
Paste the response into the Discussion area below the Activity screen.
Learning Outcomes: (1, 2, 3)

Activity Outcomes
• Describe internal and external environmental factors and trends that influence HRM.
• Examine the major HR legislation in safety and equal opportunity law.
Section 2: Staffing, Professional Development, and Performance Appraisal
HR must act as the unbiased solicitor of new company talents through targeted recruitment
efforts. Recruitment is a critical activity because the resource of people makes all of the assets
work and provides the intellectual energy to drive the enterprise. Finding the best talent,
selecting the highest prospects, and training and retaining good people is essential to a
company’s lifeblood and performance. The HR role must screen out and identify best candidates
to replenish key jobs and develop new human initiatives.
The Human Resource Management (HRM) function must not only assist in the selection process
but develop corporate training programs that fit the company’s needs and requirements.
Educating individuals in company policies, benefits, and rules is only one aspect of employee
training. New regulatory government laws dictate training on security, safety, and ethical issues.
Further training to cover emergencies, OSHA requirements, HAZMAT regulations, and EEOC
issues must also be addressed. Training can involve any number of skills and talent-based
courses, personal development courses, drug rehab training, and many other corporate
educational programs.

Required Reading:
Human Resource Management: Chapters 4, 5, 6, 7, 8
Activity 3: Paper – HR Planning, Recruitment, and
Selection 11 Points
 Advantages and Disadvantages of Recruiting
Write an essay with comments and explanation on how the HR Manager assists in the selection
of employees. You may wish to use a table to list out the steps necessary in the planning and
hiring process. You may include information discussing how planning and recruitment contribute
to the selection process, and what role the HR professional fulfills in the recruiting process.
List sources of recruitment candidates and develop another table that outlines various sources
(Campus, Search Firms, On-line, Military, Competitive, Job Fairs, Government, and four other
sources) and their pros and cons. In the essay, address the economic impacts of recruiting by
different sources, and when one source is better than another along with specific benefits of each
source.
Your comparison should show differences between various candidate sources and provide what
different methods to attract, promote, and select various personnel. Please include what
candidate sources are best suited for specific types of candidates. You might also consider
including best ways to advertise and target your market to attract appropriate candidates
(recruiter, company personnel, email push, web site, or paper ads and job fairs).
Combined length: 1000-1800 words
Your essay should demonstrate thoughtful consideration of the ideas and concepts that are
presented in the course and provide new thoughts and insight relating directly to the topic. Your
response should reflect scholarly writing and APA standards. Be sure that your reference page
includes your textbook and additional scholarly resources. Your document should include an
NCU cover sheet.
Learning Outcomes: (1, 5)

Activity Outcomes
• Compare and contrast the HRM planning process and employee selection process.
Activity 4: Discussion – Training and Development 4
Points
 Evaluate Training Programs
Create a simple rating system to evaluate various training programs offered within your current
or former place of employment. List, describe, and rate the various HR training programs and
development methods and their effectiveness. Identify and justify areas of improvement that
would best benefit employees in productivity, career planning, and professional development.

Activity Outcomes
• Describe corporate culture and the concepts of career planning and development.
Activity 5: Presentation – Performance Appraisal
Options 11 Points
As the new HR Vice President for a company, the President has asked you to present new
alternatives to the performance appraisal process. Traditionally employees have an annual review
by their supervisor. You have been asked to introduce alternative methods to the traditional
approach.
 Compile and Present Options

Compare (explain how they are alike) or contrast (discuss how they are different) several
performance appraisal methods. You might wish to review a 360-degree evaluation, or a
Management by Objective (MBO) program based on differing time intervals covering qualitative
and quantitative (subjective and objective) ratings. Please also explore the merits of each
appraisal program including its advantages and disadvantages.
Length: 10-12 slides (with a separate reference slide)
Your presentation MUST include notes that contain 150-200 words per slide (this is your script).
Be sure to include citations for quotations and paraphrases with references in APA format and
style. Save the file as a PPT file with the correct course code information in the name.
Upload the completed assignment in the Course Work area below the Activity screen.
Activity Outcomes
• Compare the job analysis methods and the means of conducting a job analysis.
• Apply the performance appraisal process, methods, and responsibility in practice.
Section 3: Compensation and Benefits
Attracting the best employees requires great recruiting skills and an attractive competitive
remuneration offer that will attract and retain best people. Designing a compensation system that
enables the company to attract the best people requires a fair measurement of market demand
and how to assess the required compensation package. Special job requirements may require
different incentives and benefits. Compensation design requires insight into the types of
candidates, their special talents and skills, and the value the company places upon each person in
the hiring process. Good people are hard to find but great people are hard to attract and keep.
Without good people the company fails.

Required Reading:
Human Resource Management: Chapters 9, 10
Activity 6: Discussion – Compensation 4 Points
 How Do You Design a Fair Compensation Program?
Articulate the best methods to determine a fair compensation program. How important are the
following components in making a determination: a well-crafted job description, a fair market
competitive comparison, a detailed consulting company recommended (Half or Hays salary
survey) job scale, or comparative job postings on the internet?

Activity Outcomes
Activity 7: Paper – Design a Benefits Package 11
Points
 Benefits Research and Presentation
Select a specific job and design the specifications for the position at a defined company in a
particular place. Consider job locale as another variable when designing the job benefits
package. Use the Internet to price the position for a particular geographic area if applicable
(remember right-to-work states, union vs. non-union shops, local or global markets). Evaluate
benefits offered for this type of position by other companies. You might review government
sites, monster.com, career.com, newspaper ads, and recruiting companies.
In the role of an HR Manager, design a compensation offer and benefits package that you think
will attract potential employees. In a narrative, evaluate why a benefits package can be more
attractive to employees than just a compensation package. Monetize your benefits package offer
to demonstrate how benefits value can make a difference in attracting the best employees.
Consider healthcare, life insurance, accidental insurance, unemployment, Social Security,
Medicare, educational reimbursement, paid vacation, and other company benefits that help to
make an attractive job offer.
Your essay should demonstrate thoughtful consideration of the ideas and concepts that are
NCU cover sheet.

Activity Outcomes
• Explore and design employee compensation and incentive programs.
Section 4: Safety and Health
Safety and health considerations are major obligations for a company, and they require specific
attention and carry grave consequences if ignored. The economic risks of having employees
injured on the job or becoming ill due to company negligence are severe. Having key employees
become acutely ill during critical activities can be devastating to a company. HR professionals
often consider a complete “care net” to offer employees options such as physical training
activities, health club memberships, smoking clinics, family leave provisions, child care, and
other programs that address comprehensive safety and health coverage.

Required Reading:
Activity 8: Paper – Safety and Health
Considerations 11 Points
 Create a Benefits Strategy Chart and Narrative
Research and prepare a comparison chart (see mapping resource) outlining the various safety and
health related concepts needed to assure an employee benefits plan from accidents to disability to
hospitalization care to sick leave and permanent disability. Outline in your comparison chart the
various support tools needed for safety and health (employee information packages, and other
ways for employees to get help) info systems.
Sample chart
Be specific as to what the predisposing reasons for safety- and health-related triggers might be
including what companies can do to prevent, assure, and provide gap coverage to assure the
employee’s safety and health concerns. What should be the logical sequence of these safety and
health programs, how should these programs be related, when should coverage overlap, and why
should the company be careful and very conscientious?
List at least 10 benefits offered by the company (x axis or column heading) and five ways to (y
axis) critical support objectives. Your matrix must be equal to 100% for each benefit and 100%
for each objective. In an essay, please explain your benefit choices, importance, and how these
benefits work together. Offer reasons why you chose the objectives (regulation, safety, etc.) of
your benefits package and provide estimated cost of each benefit percentage of base salary)
assuming base salary is $100,000.
Your essay and comparative chart should demonstrate thoughtful consideration of the ideas and
concepts that are presented in the course and provide new thoughts and insight relating directly
to the topic. Your response should reflect scholarly writing and APA standards. Be sure that your
reference page includes your textbook and additional scholarly resources. Your document should
include an NCU cover sheet.
Activity Outcomes
Section 5: Employee Labor Relations
Management often walks a fine line, caring for the good of the company and the employees.
Whether a company is a union shop or not, executives must protect employees and care for their
welfare. If the HRM function is to ascend into prominence, then the company culture must be
built on trust and mutual respect. Dealing fairly and equally with all employees can ensure the
best results and provide a framework for high performance. Rules and regulations must be
properly promulgated to all employees and communication must reach all stakeholders.

Required Reading:
Activity 9: Paper – Union Structure and Bargaining 11
Points
 Create a Negotiation Strategy
Take the role of lead company negotiator and bargain a new union agreement for the next three
years. Union demands include higher wages, shorter hours, seniority, increased health coverage
benefits, vacation, work rules, negotiation of National Labor Relations Board requirements, work
station safety, closed shop conditions, and a variety of other economic demands amounting in
total to over 36% for first year increases, and up to 45% in third year increases in the contract
value. The company has indicated to you that there is at most a 15% three year increase with no
more than 5% per year in following years.
Your job is to rationalize with the union leadership about:

- What the company can pay
- The priorities the company will recognize
- How the company will offset these costs through productivity gains to reduce costs and
improve profitability
- What new initiatives the company, in concert with the unions, will co-sponsor, and what the
sequences of drops will be to gain a final contract
Build a strategy by assessing each benefit cost for the new contract and assume that Cost of
Living Allowance (COLA) is decreasing by 3% year over year for the next three years.

Your answers should demonstrate thoughtful consideration of the ideas and concepts that are
NCU cover sheet.

Activity Outcomes
• Analyze union objectives, organizational structure, and collective bargaining
techniques.
Section 6: Signature Assignment and Reflective Essay
The Signature Assignment and reflective essay should show how you: (a) demonstrate mastery
of the course material, and (b) apply this knowledge to the real world.

Required Reading:
Review chapters in the textbook as necessary
Activity 10: Signature Assignment – Employee
Handbook Slide Presentation 16 Points
 Create a PowerPoint Handbook
A new employee handbook is required and you must present the design (graphics) and the
content for this employee handbook. Develop a comprehensive slide presentation that
summarizes key concepts learned from the course and incorporated into the employee handbook.
This presentation should be a professional review of the critical employee topics found in this
course and offer specific insights and relevant opinions with critical thinking and solid research.
Use the notes feature to explain each slide concept by highlighting significant trends that will
affect company business, safety, appraisal, health, benefits, compensation, training and other
employee related issues. Incorporate graphics, tables, images, and illustrations where
appropriate.
Length: 12-15 slides (with separate intro and reference slides)
Your presentation MUST include notes of 50-100 words per slide. Be sure to include citations
for quotations and paraphrases with references in APA format and style. Save the file as a PPT
file with the correct course code information in the name.
Learning Outcomes: (1, 2, 3, 4, 5, 6, 7, 8, 9)

Activity Outcomes
techniques.
Activity 11: Reflective Summary 6 Points
 The Final Wrap-up
Write a reflective essay that explains how this course has changed and expanded your thinking in
a professional and academic sense. Share the concepts and issues that were of greatest interest to
you and why. How do you plan to apply this new knowledge in your life or profession?
Your essay should demonstrate your ability to think critically using the terminology, concepts,
and relationships presented in the course material, and should be supported by documentation
from the text and other resource materials following APA style and format guidelines.
Submit the completed assignment in the Course Work area of the Activity screen.
Learning Outcomes: (1, 2, 3, 4, 5, 6, 7, 8, 9)

Activity Outcomes
techniques.
Effective Date: 7/8/2009
Copyright (C) 2009 Northcentral University

BUS4002 Essentials of Human Resources Management

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If a course is graded using the Satisfactory/Unsatisfactory method, specific instructions will be

70% of grade 30% of grade

Discussion Activities Coursework Activities Style and Conventions

Exceptions to the Rubric

COURSE SPECIFIC INFORMATION:

For syllabi with an Effective/Approved Date of 1/1/2007 or later, the following

For Discussion responses:

3. Type in the Assignment name.

4. Browse for and load your file.

NCU Writing Center

 -Course Work;  -Discussion

Length: 1000-1200 words

Learning Outcome: (1)

Length: 100-250 words

Learning Outcomes: (1, 2, 3)

 -Course Work;  -Discussion

Combined length: 1000-1800 words

Learning Outcomes: (1, 5)

Length: 100-250 words

Learning Outcome: (6)

 Compile and Present Options

Length: 10-12 slides (with a separate reference slide)

 -Course Work;  -Discussion

Length: 100-250 words

Learning Outcomes: (3, 7)

Combined length: 1000-1800 words

Learning Outcome: (8)

 -Course Work;  -Discussion

Length: 1000-1800 words

 -Course Work;  -Discussion

Your job is to rationalize with the union leadership about:

Combined length: 1000-1800 words

Learning Outcome: (9)

 -Course Work;  -Discussion

Length: 12-15 slides (with separate intro and reference slides)

Learning Outcomes: (1, 2, 3, 4, 5, 6, 7, 8, 9)

Length: 350-700 words

Learning Outcomes: (1, 2, 3, 4, 5, 6, 7, 8, 9)

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