HRM 500 - Human Resource Management Foundations: Course Description

HRM 500 Human Resource Management Foundations
COURSE DESCRIPTION
Examines the theoretical foundation of the human resource management field and the evolution of the
human resource management body of knowledge, including workforce planning and employment,
employee development and performance, compensation and benefits, labor and employee relations, and
risk. Trends and issues influencing the development and application of these elements within
contemporary organizations will be analyzed. Awareness of the effects of federal laws and regulations on
businesses will be explored.
INSTRUCTIONAL MATERIALS
Required Resources
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource
management (5th ed.). New York, NY: McGraw-Hill.
Supplemental Resources
Marler, J. H. (2012). Strategic human resource management in context: A historical and global
perspective. Academy of Management Perspectives, 26(2), 6-11.
O*NET. (2013). General format. Retrieved from http://www.onetonline.org/
Society for Human Resource Management (SHRM). (2013). General format. Retrieved from
http://www.shrm.org/Pages/default.aspx
Sultana, M., Rashid, M., & Huda, M. M. (2013). Cross-cultural management and organizational
performance: A content analysis perspective. International Journal of Business & Management,
8(8), 133-146. doi: 10.5539/jjbm.v8n8p133
COURSE LEARNING OUTCOMES

1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
Examine the theoretical constructs of human resource management.

Analyze the external environmental factors that impact human resource policies and procedures.
Analyze issues involved in job design, resource planning, and recruitment.
Evaluate an organizations approaches to and procedures for training employees to meet
organizational goals.
Examine performance management issues and processes.
Examine the influences on and various approaches to compensation.
Analyze issues related to developing and implementing employee benefit packages.
Apply relevant theories and knowledge to human resource practices in organizations.
Use technology and information resources to research issues in human resource management
foundations.
Write clearly and concisely about human resource management foundations using proper writing
mechanics.
2014 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 500 Student Version 1146 (1163 6-4-2014) Final
Page 1 of 20

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.
Certain discussions are tied to scenarios. Please view these scenarios prior to participating in the related
discussions.
Week
1
Preparation, Activities, and Evaluation
Points
Preparation
Reading(s)
o Chapter 1: Managing Human Resources
Scenario (See Faculty Notes for more details)
Other Preparation (Optional)

o Read the article titled Is HR at Its Breaking Point? located at
http://www.workforce.com/article/20130405/NEWS02/130329
989/is-hr-at-its-breaking-point.
Activities
Discussions
Evaluation
20
None
Preparation
Reading(s)
o Chapter 2: Trends in Human Resource Management
o Chapter 3: Providing Equal Employment Opportunity and a
Safe Workplace

Activities
Discussions
Evaluation
20
None
Preparation
Reading(s)
o Chapter 4: Analyzing Work and Designing Jobs
o Chapter 5: Planning for and Recruiting Human
Resources
e-Activity
o Watch the video titled, HR Management: Job
Descriptions & Job Analysis (5 min 22 sec). Be prepared
to discuss.
Video Source: Bareham, S. (Oct. 21, 2012). HR
Management: Job Description & Job Analysis [Video file].
Retrieved from
http://www.youtube.com/watch?v=51xgYK9PTKY.
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This video can viewed from within your online course
shell.
Activities
Discussion
Evaluation
Assignment 1: Trends in the Workplace
10
200
Preparation
Reading(s)
o Chapter 6: Selecting Employees and Placing Them in
Jobs
o Chapter 7: Training Employees
e-Activity
o Go to About.coms Website to read the article titled, The
Right People in the Wrong Jobs, located at
http://management.about.com/cs/people/a/RightWrong10
99.htm. Be prepared to discuss.
Activities
Discussions
Evaluation
20
None
Preparation
Reading(s)
o Chapter 8: Managing Employees Performance
e-Activity
o Go to TLNTs Website to read the article titled, The Top 50
Problems With Performance Appraisals located at
http://www.tlnt.com/2011/01/31/the-top-50-problems-withperformance-appraisals/. Be prepared to discuss.
Activities
Discussions
Evaluation
20
None
Preparation
Reading(s)
Reading(s)
o Chapter 9: Developing Employees for Future Success
o Chapter 10: Separating and Retaining Employees
e-Activities
o Go to eHows Website to read the article titled, How to
Determine the Impact of Employee Development on the
Success of an Organization, located at
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http://www.ehow.com/info_12157963_determine-impactemployee-development-success-organization.html. Be
prepared to discuss.
Use the Internet to research a psychological test (such as
IPIP-NEO Personality Test or the Kolbe Index) that may be
used in employee development to identify individual
preferences, ways of decision making, means of gathering
information, etc. Be prepared to discuss.
Activities
Discussion
Evaluation
Assignment 2: Job Analysis and Design
10
300
Preparation
Reading(s)
o Chapter 11: Establishing a Pay Structure
o Chapter 12: Recognizing Employee Contributions with Pay
e-Activity
o Go to Salary.coms Website, located at
http://www.salary.com, and use its U.S. Salary Wizard to
compare the salary for the same job in two different areas of
the country. Try to select areas of the country that will yield
varied salaries for the same job. Use the Internet to research
possible reasons for the discrepancy in pay. Be prepared to
discuss.
Other Preparation (Optional)

o Watch the video titled 5 Tactics to Help You Get Into the
Habit of Recognizing Your Employees, located at
http://www.youtube.com/watch?v=DSa1Q-K1N-4..
Activities
Discussions
Evaluation
20
None
Preparation
Reading(s)
o Chapter 13: Providing Employee Benefits
o Chapter 14: Collective Bargaining and Labor Relations
e-Activity
o Go to eHows Website to read the article titled, Collective
Bargaining & Employee Rights, located at
http://www.ehow.com/info_8275359_collective-bargainingemployee-rights.html. Be prepared to discuss.
Activities
Discussion
Evaluation
10
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Assignment 3: Performance Management
300
Preparation
Reading(s)
o Chapter 15: Managing Human Resources Globally
e-Activity
o Imagine you are the HR manager of a U.S. company looking
to expand in another country. You need to learn about the
culture before sending expatriates abroad to work. Use the
Internet to research the culture in a country of your choosing
as it relates to the work environment. Next, watch the video
titled, Trends in global HR (4 min 28 sec). Be prepared to
discuss.
Video Source: Canadian HR Reporter. (Feb. 15, 2011).
Trends in global HR [Video file]. Retrieved from
http://www.youtube.com/watch?v=JKPJiFf3ly0.
This video can viewed from within your online course shell.
Activities
Discussions
Evaluation
10
20
None
Preparation
Reading(s
o Chapter 16: Creating and Maintaining High Performance
Organizations
e-Activity
o Watch the video titled, High Performance Teams (4 min 57
sec). Be prepared to discuss.
Video Source: Olding, M. (Mar 12, 2012). High Performance
Teams [Video file]. Retrieved from
http://www.youtube.com/watch?v=E3hewr9_zn4
This video can be viewed from within your online course
shell.
Activities
Discussion
Evaluation
11
Assignment 4: Recognizing Employee Contributions
10
300
Preparation
Reading(s): None
Activities
Discussions
Evaluation
20
None
Strayer University.
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GRADING SCALE GRADUATE
Total Points
% of
Grade
200
16%
300
23%
300
23%
300
23%
Participation (18 discussions worth 10 points apiece)
180
15%
1,280
100%
Assignment
Totals
Points
Percentage
Grade
1,152 1,280
90% 100%
1,024 1,151
80% 89%
896 1,023
70% 79%
Below 896
Below 70%
Strayer University.
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HRM 500 Assignments and Rubrics

Due Week 3 and worth 200 points
According to the text, there are a number of key trends in the workplace that have significant influences
on organizations. HR professionals play a key role in helping organizations respond to evolving trends,
comply with federal and state regulations, and manage workplace flexibility. As an HR professional it is
important for you to demonstrate your understanding of the ever changing global environment.
Write a four to six (4-6) page paper in which you:
1. Specify the key functional areas of Human Resources Management. Explore the manner in which
each function contributes to the overall performance of an organization. Support your response
with specific examples of the activities for which HRM is typically responsible.
2. Examine three (3) federal equal employment opportunity laws. Suggest the primary manner in
which each law influences fair employment practices within the organization where you currently
work or an organization for which you have worked in the past. Support your response with
specific examples of the chosen organizations employment practices.
3. According to the text, there are three (3) significant trends affecting organizations today: the aging
workforce, diversity, and skills deficiencies in the workplace. Analyze the primary manner in which
each of these three (3) trends has impacted the organization where you currently work or one (1)
where you have worked in the past. Support your response with specific examples of said impact.
4. According to the text, workplace flexibility is essential for organizational success in the rapidly
changing world. Explore two (2) ways that the organization where you currently work, or one (1)
where you have worked in the past, might respond to the need to be flexible. Provide a rationale
for your response.
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 requirements:
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 students name, the professors
name, the course title, and the date. The cover page and the reference page are not included in
the required assignment page length.
The specific course learning outcomes associated with this assignment are:
Examine the theoretical constructs of human resource management.
Analyze the external environmental factors that impact human resource policies and procedures.
foundations.
mechanics.
Strayer University.
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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: 200
Criteria
1. Specify the key
functional areas of
Human Resources
Management. Explore
the manner in which
each function contributes
to the overall
performance of an
organization. Support
your response with
specific examples of the
activities for which HRM
is typically responsible.
Weight: 20%
2. Examine three (3) key

federal equal
employment opportunity
laws. Suggest the
primary manner in which
each law influences fair
employment practices
within the organization
where you currently work
or an organization for
which you have worked
in the past. Support your
response with specific
examples of the chosen
organizations
employment practices.
Weight: 25%
3. Analyze the significant

manner in which each of
these three (3) trends

Unacceptable
Below 70% F
Fair
70-79% C
Proficient
80-89% B
Exemplary
90-100% A
Did not submit or

incompletely
specified the key
functional areas of
Human Resources
Management. Did
not submit or
incompletely
explored the
manner in which
each function
contributes to the
overall performance
of an organization.
Did not submit or
incompletely
supported your
response with
specific examples
of the activities for
which HRM is
typically
responsible.
Did not submit or
incompletely
examined three (3)
key federal equal
employment
opportunity laws.
Did not submit or
incompletely
suggested the
primary manner in
which each law
influences fair
employment
practices within the
organization where
you currently work
or an organization
for which you have
worked in the past.
Did not submit or
incompletely
supported your
response with
specific examples
of the chosen
organizations
employment
practices.
Did not submit or
incompletely
analyzed the
Partially specified
the key functional
areas of Human
Resources
Management.
Partially explored
the manner in which
each function
contributes to the
overall performance
of an organization.
Partially supported
your response with
specific examples
which HRM is
typically
responsible.
Satisfactorily
specified the key
functional areas of
Human Resources
Management.
Satisfactorily
explored the
manner in which
each function
contributes to the
overall performance
of an organization.
Satisfactorily
supported your
response with
specific examples
which HRM is
typically
responsible.
Thoroughly
specified the key
functional areas of
Human Resources
Management.
Thoroughly
explored the
manner in which
each function
contributes to the
overall performance
of an organization.
Thoroughly
supported your
response with
specific examples
which HRM is
typically
responsible.
Partially examined
three (3) key federal
equal employment
opportunity laws.
Partially suggested
the primary manner
in which each law
influences fair
employment
organization where
you currently work
or an organization
for which you have
worked in the past.
Partially supported
your response with
specific examples
of the chosen
organizations
employment
practices.
Satisfactorily
examined three (3)
key federal equal
employment
opportunity laws.
Satisfactorily
suggested the
primary manner in
which each law
influences fair
employment
organization where
you currently work
or an organization
for which you have
worked in the past.
Satisfactorily
supported your
response with
specific examples
of the chosen
organizations
employment
practices.
Thoroughly
examined three (3)
key federal equal
employment
opportunity laws.
Thoroughly
suggested the
primary manner in
which each law
influences fair
employment
organization where
you currently work
or an organization
for which you have
worked in the past.
Thoroughly
supported your
response with
specific examples
of the chosen
organizations
employment
practices.
Partially analyzed
the significant
manner in which
Satisfactorily
analyzed the
significant manner
Thoroughly
analyzed the
significant manner
Strayer University.
Page 8 of 20

has impacted the
organization where you
currently work or one (1)
where you have worked
in the past. Support your
response with specific
examples of said impact.
Weight: 25%
4. Explore two (2) ways

that the organization
where you currently
work, or one (1) where
you have worked in the
past, might respond to
the need to be flexible.
Provide a rationale for
your response.
Weight: 15%
5. 3 references
Weight: 5%
6. Clarity, writing
mechanics, and
formatting requirements
Weight: 10%
significant manner
in which each of
these three (3)
trends has
impacted the
organization where
you currently work
or one (1) where
you have worked in
the past. Did not
submit or
incompletely
supported your
response with
specific examples
of said impact.
Did not submit or
incompletely
explored two (2)
ways that the
organization where
you currently work,
or one (1) where
you have worked in
the past, might
respond to the need
to be flexible. Did
not submit or
incompletely
provided a rationale
for your response.
No references
provided
More than 6 errors

present
each of these three

(3) trends has
impacted the
organization where
you currently work
or one (1) where
you have worked in
the past. Partially
supported your
response with
specific examples
of said impact.
in which each of
these three (3)
trends has
impacted the
organization where
you currently work
or one (1) where
you have worked in
the past.
Satisfactorily
supported your
response with
specific examples
of said impact.
in which each of
these three (3)
trends has
impacted the
organization where
you currently work
or one (1) where
you have worked in
the past.
Thoroughly
supported your
response with
specific examples
of said impact.
Partially explored
two (2) ways that
the organization
where you currently
work, or one (1)
where you have
worked in the past,
might respond to
the need to be
flexible. Partially
for your response.
Satisfactorily
explored two (2)
ways that the
organization where
you currently work,
or one (1) where
you have worked in
the past, might
respond to the need
to be flexible.
Satisfactorily
for your response
Thoroughly
explored two (2)
ways that the
organization where
you currently work,
or one (1) where
you have worked in
the past, might
respond to the need
to be flexible.
Thoroughly
for your response
Does not meet the

required number of
references; some or
all references poor
quality choices.
5-6 errors present
Meets number of
required references;
all references high
quality choices.
Exceeds number of
all references high
quality choices.
3-4 errors present
0-2 errors present
Strayer University.
Page 9 of 20

Assignment 2: Organizational Structure
You are the HR manager for a small retail company that sells a high volume of products over the Internet.
Your company is growing rapidly due to increased Internet sales. Your company prides itself on providing
high-quality products and services. The Customer Service department is integral to the success of the
company. Over the past few months, the Customer Service department has been unable to fill its
openings for Customer Service Representative positions. You suspect there could be a number of
reasons for this, but you know you first need to look at the job, the work flow, the knowledge, skills,
abilities, and experience the company is seeking to ensure the job reflects the current workload and
expectations.
Write a six to eight (6-8) page paper in which you:
1. Examine at least three (3) approaches that you can take as the HR manager to conduct a job
analysis of the Customer Service Representative position. Suggest the major pros and cons of
each selected approach. Recommend the approach that would be most effective in conducting
the job analysis for this organization. Justify your recommendation.
2. Select two (2) out of the four (4) approaches to job design that are the most important for you to
consider. Suggest two (2) challenges that you may encounter when designing a job using each of
the selected approaches. Support your response with specific examples to illustrate the potential
advantages and disadvantages of using each approach.
3. Using the four (4) approaches to job design, create two (2) strategies that the organization can
implement to attract and select qualified applicants for the Customer Service Representative
position. Justify the main reasons that the selected strategies would be effective.
4. Propose three (3) ways that you can use the information obtained from a job analysis to measure
the performance of Customer Service Representatives. Provide a rationale for your response.
Analyze issues involved in job design, resource planning, and recruitment.
Evaluate an organizations approaches to and procedures for training employees to meet

organizational goals.
foundations.
mechanics.
Strayer University.
Page 10 of 20

Points: 300
Criteria
1. Examine at least three
(3) approaches that you
can take as the HR
manager to conduct a job
analysis of the Customer
Service Representative
position. Suggest the
major pros and cons of
each selected approach.
Recommend the
approach that would be
most effective in
conducting the job
analysis for this
organization. Justify your
recommendation.
Weight: 25%
2. Select two (2) out of

the four (4) approaches
to job design that are the
most important for you to
consider. Suggest two
(2) challenges that you
may encounter when
designing a job using
each of the selected
approaches. Support
your response with
specific examples to
illustrate the potential
advantages and
disadvantages of using
each approach.
Weight: 20%

Unacceptable
Below 70% F
Fair
70-79% C
Proficient
80-89% B
Exemplary
90-100% A
Did not submit or

incompletely
examined at least
three (3)
approaches that
you can take as the
HR manager to
conduct a job
analysis of the
Customer Service
Representative
position. Did not
submit or
incompletely
suggested the
major pros and
cons of each
selected approach.
Did not submit or
incompletely
recommended the
approach that
would be most
effective in
conducting the job
analysis for this
organization. Did
not submit or
incompletely
justified your
recommendation.
Did not submit or
incompletely
selected two (2) out
of the four (4)
approaches to job
design that are the
most important for
you to consider. Did
not submit or
incompletely
suggested two (2)
challenges that you
may encounter
when designing a
job using each of
the selected
approaches. Did not
submit or
incompletely
supported your
response with
specific examples
to illustrate the
Partially examined
at least three (3)
approaches that
you can take as the
HR manager to
conduct a job
analysis of the
Customer Service
Representative
position. Partially
suggested the
major pros and
cons of each
selected approach.
Partially
recommended the
approach that
would be most
effective in
conducting the job
analysis for this
organization.
Partially justified
your
recommendation.
Satisfactorily
examined at least
three (3)
approaches that
you can take as the
HR manager to
conduct a job
analysis of the
Customer Service
Representative
position.
Satisfactorily
suggested the
major pros and
cons of each
selected approach.
Satisfactorily
recommended the
approach that
would be most
effective in
conducting the job
analysis for this
organization.
Satisfactorily
justified your
recommendation.
Thoroughly
examined at least
three (3)
approaches that
you can take as the
HR manager to
conduct a job
analysis of the
Customer Service
Representative
position.
Thoroughly
suggested the
major pros and
cons of each
selected approach.
Thoroughly
recommended the
approach that
would be most
effective in
conducting the job
analysis for this
organization.
Thoroughly justified
your
recommendation.
Partially selected
two (2) out of the
four (4) approaches
to job design that
are the most
important for you to
consider. Partially
suggested two (2)
challenges that you
may encounter
when designing a
job using each of
the selected
approaches.
Partially supported
your response with
specific examples
to illustrate the
potential
advantages and
disadvantages of
using each
approach.
Satisfactorily
of the four (4)
approaches to job
design that are the
most important for
you to consider.
Partially suggested
two (2) challenges
that you may
encounter when
designing a job
using each of the
selected
approaches.
Partially supported
your response with
specific examples
to illustrate the
potential
advantages and
disadvantages of
using each
Thoroughly
of the four (4)
approaches to job
design that are the
most important for
you to consider.
Thoroughly
suggested two (2)
challenges that you
may encounter
when designing a
job using each of
the selected
approaches.
Thoroughly
supported your
response with
specific examples
to illustrate the
potential
advantages and
disadvantages of
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Page 11 of 20
3. Using the four (4)

approaches to job
design, create two (2)
strategies that the
organization can
implement to attract and
select qualified
applicants for the
Customer Service
Representative position.
Justify the main reasons
that the selected
strategies would be
effective.
Weight:20%
4. Propose three (3)

ways that you can use
the information obtained
from a job analysis to
measure the
performance of Customer
Service Representatives.
your response.
Weight: 20%
5. 3 references
Weight: 5%
6. Clarity, writing
mechanics, and
Weight: 10%
potential
advantages and
disadvantages of
using each
approach.
Did not submit or
incompletely
created two (2)
strategies that the
organization can
implement to attract
and select qualified
applicants for the
Customer Service
Representative
position using the
four (4) approaches
to job design. Did
not submit or
incompletely
justified the main
reasons that the
selected strategies
would be effective.
Did not submit or
incompletely
proposed three (3)
ways that you can
use the information
obtained from a job
analysis to measure
the performance of
Customer Service
Representatives.
Did not submit or
incompletely
for your response.
No references
provided
More than 6 errors

present
approach.
using each
approach.
Partially created
two (2) strategies
that the
organization can
applicants for the
Customer Service
Representative
position using the
four (4) approaches
to job design.
Partially justified the
main reasons that
the selected
strategies would be
effective.
Satisfactorily
created two (2)
strategies that the
organization can
applicants for the
Customer Service
Representative
position using the
four (4) approaches
to job design.
Satisfactorily
justified the main
reasons that the
selected strategies
would be effective.
Thoroughly created
two (2) strategies
that the
organization can
applicants for the
Customer Service
Representative
position using the
four (4) approaches
to job design.
the main reasons
that the selected
strategies would be
effective.
Partially proposed
three (3) ways that
you can use the
information
obtained from a job
analysis to measure
the performance of
Customer Service
Representatives.
Partially provided a
rationale for your
response.
Satisfactorily
proposed three (3)
ways that you can
use the information
obtained from a job
analysis to measure
the performance of
Customer Service
Representatives.
Satisfactorily
for your response.
Thoroughly
proposed three (3)
ways that you can
use the information
obtained from a job
analysis to measure
the performance of
Customer Service
Representatives.
Thoroughly
for your response.
Does not meet the

required number of
references; some or
all references poor
quality choices.
5-6 errors present
Meets number of
all references high
quality choices.
Exceeds number of
all references high
quality choices.
3-4 errors present
0-2 errors present
Strayer University.
Page 12 of 20

Imagine that you are the HR manager for a retail store. Your store sells clothing, shoes, handbags, linens,
etc. The company recently had its worst quarter, and you want to improve employee performance through
sales of the merchandise and through offering excellent customer service. The employees are less
motivated, due to the recent negative media attention the company has been getting about its earnings.
You want to implement a new performance management system, modify the employees current
behavior, and link compensation directly to performance.
1. Create a job description for a retail sales associate, which includes the most significant
components necessary to describe the job both internally and externally.
2. Create an organizational behavior modification (OBM) plan to define three (3) key behaviors that
are required for successful job performance as a retail sales associate. Suggest the significant
ways that your plan will benefit the organization.
3. Specify two (2) ways that you would measure whether current employees exhibit the key job
performance behaviors. Propose two (2) methods that you could use to inform employees of the
new performance standards.
4. Outline a plan with two (2) methods of providing feedback to employees. Include the frequency
with which the feedback will be provided. Propose two (2) actions company leaders should take
to reinforce positive employee behaviors.
5. Examine at least three (3) key legal and ethical issues that could potentially impact the
performance management system. Support your response with specific examples of the identified
issues possible effects on the performance management system.
foundations.
mechanics.
Strayer University.
Page 13 of 20

Points: 300
Criteria
1. Create a job
description for a retail
sales associate, which
includes the most
significant components
necessary to describe
the job both internally
and externally.
Weight: 10%
2. Create an
organizational behavior
modification (OBM) plan
to define three (3) key
behaviors that are
required for successful
job performance as a
retail sales associate.
Suggest the significant
ways that your plan will
benefit the organization.
Weight: 20%
3. Specify two (2) ways

that you would measure
whether current
employees exhibit the
key job performance
behaviors. Propose two
(2) methods that you
could use to inform
employees of the new
performance standards.
Weight: 20%
4. Outline a plan with two

(2) methods of providing
feedback to employees.

Unacceptable
Below 70% F
Fair
70-79% C
Proficient
80-89% B
Exemplary
90-100% A
Did not submit or

incompletely
created a job
description for a
retail sales
associate, which
includes the most
significant
components
necessary to
describe the job
both internally and
externally.
Did not submit or
incompletely
created an
organizational
behavior
modification (OBM)
plan to define three
(3) key behaviors
that are required for
successful job
performance as a
retail sales
associate. Did not
submit or
incompletely
suggested the
significant ways that
your plan will
benefit the
organization.
Did not submit or
incompletely
specified two (2)
ways that you
would measure
whether current
employees exhibit
the key job
performance
behaviors. Did not
submit or
incompletely
proposed two (2)
methods that you
could use to inform
employees of the
new performance
standards.
Did not submit or
incompletely
outlined a plan with
Partially created a
job description for a
retail sales
associate, which
includes the most
significant
components
necessary to
describe the job
both internally and
externally.
Satisfactorily
created a job
description for a
retail sales
associate, which
includes the most
significant
components
necessary to
describe the job
both internally and
externally.
Thoroughly created
a job description for
a retail sales
associate, which
includes the most
significant
components
necessary to
describe the job
both internally and
externally.
Partially created an
organizational
behavior
modification (OBM)
(3) key behaviors
successful job
performance as a
retail sales
associate. Partially
suggested the
your plan will
benefit the
organization.
Satisfactorily
created an
organizational
behavior
modification (OBM)
(3) key behaviors
successful job
performance as a
retail sales
associate.
Satisfactorily
suggested the
your plan will
benefit the
organization.
Thoroughly created
an organizational
behavior
modification (OBM)
(3) key behaviors
successful job
performance as a
retail sales
associate.
Thoroughly
suggested the
your plan will
benefit the
organization.
Partially specified
two (2) ways that
you would measure
whether current
employees exhibit
the key job
performance
behaviors. Partially
proposed two (2)
methods that you
could use to inform
employees of the
new performance
standards.
Satisfactorily
specified two (2)
ways that you
would measure
whether current
employees exhibit
the key job
performance
behaviors.
Satisfactorily
proposed two (2)
methods that you
could use to inform
employees of the
new performance
standards.
Thoroughly
specified two (2)
ways that you
would measure
whether current
employees exhibit
the key job
performance
behaviors.
Thoroughly
proposed two (2)
methods that you
could use to inform
employees of the
new performance
standards.
Partially outlined a
plan with two (2)
methods of
Satisfactorily
outlined a plan with
two (2) methods of
Thoroughly outlined
a plan with two (2)
methods of
Strayer University.
Page 14 of 20

Include the frequency
with which the feedback
will be provided. Propose
two (2) actions company
leaders should take to
reinforce positive
employee behaviors.
Weight: 20%
5. Examine at least three

(3) key legal and ethical
issues that could
potentially impact the
performance
management system.
Support your response
with specific examples of
the identified issues
possible effects on the
performance
management system.
Weight: 15%
6. 3 references
Weight: 5%
7. Clarity, writing
mechanics, and
Weight: 10%
two (2) methods of

providing feedback
to employees.
Include the
frequency with
which the feedback
will be provided. Did
not submit or
incompletely
proposed two (2)
actions company
leaders should take
to reinforce positive
employee
behaviors.
Did not submit or
incompletely
examined at least
three (3) key legal
and ethical issues
that could
potentially impact
the performance
management
system. Did not
submit or
incompletely
supported your
response with
specific examples
of the identified
issues possible
effects on the
performance
management
system.
No references
provided
More than 6 errors

present
providing feedback
to employees.
Include the
frequency with
which the feedback
will be provided.
Partially proposed
two (2) actions
company leaders
should take to
reinforce positive
employee
behaviors.
providing feedback
to employees.
Include the
frequency with
which the feedback
will be provided.
Satisfactorily
proposed two (2)
actions company
leaders should take
employee
behaviors.
providing feedback
to employees.
Include the
frequency with
which the feedback
will be provided.
Thoroughly
proposed two (2)
actions company
leaders should take
employee
behaviors.
Partially examined
at least three (3)
key legal and
ethical issues that
could potentially
impact the
performance
management
system. Partially
supported your
response with
specific examples
of the identified
issues possible
effects on the
performance
management
system.
Satisfactorily
examined at least
three (3) key legal
and ethical issues
that could
potentially impact
the performance
management
system.
Satisfactorily
supported your
response with
specific examples
of the identified
issues possible
effects on the
performance
management
system.
Thoroughly
examined at least
three (3) key legal
and ethical issues
that could
potentially impact
the performance
management
system. Thoroughly
supported your
response with
specific examples
of the identified
issues possible
effects on the
performance
management
system.
Does not meet the

required number of
references; some or
all references poor
quality choices.
5-6 errors present
Meets number of
all references high
quality choices.
Exceeds number of
all references high
quality choices.
3-4 errors present
0-2 errors present
Strayer University.
Page 15 of 20

You are the HR manager of a relatively new retail company that has both retail stores and Internet sales.
Your company is steadily growing in revenue and profitability. The company realizes that in order to retain
the solid, highly productive workforce it currently has in place, it is important to enhance the base
compensation and benefits package offered to the employees. The company currently offers a basic
compensation program and only federally mandated benefits. Employee surveys suggest the
compensation and benefits program may be out of date. Employees are beginning to consider leaving the
organization.
1. Propose two (2) methods an HR professional could use to determine incentive pay. Specify the
principal manner in which the proposed methods take into consideration individual, group, and
company performance. Justify your response.
2. Examine the core legal requirements affecting employee benefits in todays competitive
environment. Determine the legally mandated benefits that the company must currently offer to its
employees.
3. Recommend at least three (3) additional benefits that the organization should consider providing
to its employees. Suggest at least two (2) important concepts that a company must consider
when designing benefit plans. Provide a rationale for your response.
4. Assess the efficiency of common techniques for effectively communicating compensation and
benefit plans to employees. Support your answer.
5. Suggest two (2) ethical risks of making incentive pay a large portion of employees total
compensation. Propose two (2) recommendations for ways the company might mitigate or reduce
these risks.
Analyze issues related to developing and implementing employee benefit packages.
Apply relevant theories and knowledge to human resource practices in organizations.
foundations.
mechanics.
Strayer University.
Page 16 of 20

Points: 300
Criteria
1. Propose two (2)
methods an HR
professional could use to
determine incentive pay.
Specify the principal
manner in which the
proposed methods take
into consideration
individual, group, and
company performance.
Justify your response.
Weight: 20%
2. Examine the core legal

requirements affecting
employee benefits in
todays competitive
environment. Determine
the legally mandated
benefits that the
company must currently
offer to its employees.
Weight: 15%
3. Recommend at least
three (3) additional
benefits that the
organization should
consider providing to its
employees. Suggest at
least two (2) important
concepts that a company
must consider when
designing benefit plans.
your response.
Weight: 20%

Unacceptable
Below 70% F
Fair
70-79% C
Proficient
80-89% B
Exemplary
90-100% A
Did not submit or

incompletely
proposed two (2)
methods an HR
professional could
use to determine
incentive pay. Did
not submit or
incompletely
specified the
principal manner in
which the proposed
methods take into
consideration
individual, group,
and company
performance. Did
not submit or
incompletely
justified your
response.
Did not submit or
incompletely
examined the core
legal requirements
affecting employee
benefits in todays
competitive
environment. Did
not submit or
incompletely
determined the
legally mandated
benefits that the
company must
currently offer to its
employees.
Did not submit or
incompletely
recommended at
least three (3)
additional benefits
that the
organization should
consider providing
to its employees.
Did not submit or
incompletely
suggested at least
two (2) important
concepts that a
company must
consider when
designing benefit
plans. Did not
submit or
incompletely
Partially proposed
two (2) methods an
HR professional
could use to
determine incentive
pay. Partially
specified the
principal manner in
which the proposed
methods take into
consideration
individual, group,
and company
performance.
Partially justified
your response.
Satisfactorily
proposed two (2)
methods an HR
professional could
use to determine
incentive pay.
Satisfactorily
specified the
principal manner in
which the proposed
methods take into
consideration
individual, group,
and company
performance.
Satisfactorily
justified your
response.
Thoroughly
proposed two (2)
methods an HR
professional could
use to determine
incentive pay.
Thoroughly
specified the
principal manner in
which the proposed
methods take into
consideration
individual, group,
and company
performance.
your response.
Partially examined
the core legal
requirements
affecting employee
benefits in todays
competitive
environment.
Partially determined
the legally
mandated benefits
that the company
must currently offer
to its employees.
Satisfactorily
examined the core
legal requirements
affecting employee
benefits in todays
competitive
environment.
Partially determined
the legally
mandated benefits
that the company
must currently offer
to its employees.
Thoroughly
examined the core
legal requirements
affecting employee
benefits in todays
competitive
environment.
Thoroughly
determined the
legally mandated
benefits that the
company must
currently offer to its
employees.
Partially
recommended at
least three (3)
additional benefits
that the
organization should
consider providing
to its employees.
Partially suggested
at least two (2)
important concepts
that a company
must consider when
designing benefit
plans. Partially
for your response.
Satisfactorily
recommended at
least three (3)
additional benefits
that the
organization should
consider providing
to its employees.
Satisfactorily
suggested at least
two (2) important
concepts that a
company must
consider when
designing benefit
plans. Satisfactorily
for your response.
Thoroughly
recommended at
least three (3)
additional benefits
that the
organization should
consider providing
to its employees.
Thoroughly
suggested at least
two (2) important
concepts that a
company must
consider when
designing benefit
plans. Thoroughly
for your response.
Strayer University.
Page 17 of 20
4. Assess the efficiency

of common techniques
for effectively
communicating
compensation and
benefit plans to
employees. Support your
answer.
Weight: 15%
5. Suggest two (2) ethical

risks of making incentive
pay a large portion of
employees total
compensation. Propose
two (2) recommendations
for ways the company
might mitigate or reduce
these risks.
Weight: 15%
6. 3 references
Weight: 5%
7. Clarity, writing
mechanics, and
Weight: 10%
for your response.
Did not submit or
incompletely
assessed the
efficiency of
common techniques
for effectively
communicating
compensation and
benefit plans to
employees. Did not
submit or
incompletely
supported your
answer.
Did not submit or
incompletely
suggested two (2)
ethical risks of
making incentive
pay a large portion
of employees total
compensation. Did
not submit or
incompletely
proposed two (2)
recommendations
for ways the
company might
mitigate or reduce
these risks.
No references
provided
More than 6 errors

present
Partially assessed
the efficiency of
common techniques
for effectively
communicating
compensation and
benefit plans to
employees. Partially
supported your
answer.
Satisfactorily
assessed the
efficiency of
common techniques
for effectively
communicating
compensation and
benefit plans to
employees.
Satisfactorily
supported your
answer.
Thoroughly
assessed the
efficiency of
common techniques
for effectively
communicating
compensation and
benefit plans to
employees.
Thoroughly
supported your
answer.
Partially suggested
two (2) ethical risks
of making incentive
pay a large portion
of employees total
compensation.
Partially proposed
two (2)
recommendations
for ways the
company might
mitigate or reduce
these risks.
Satisfactorily
suggested two (2)
ethical risks of
making incentive
pay a large portion
of employees total
compensation.
Satisfactorily
proposed two (2)
recommendations
for ways the
company might
mitigate or reduce
these risks.
Thoroughly
suggested two (2)
ethical risks of
making incentive
pay a large portion
of employees total
compensation.
Thoroughly
proposed two (2)
recommendations
for ways the
company might
mitigate or reduce
these risks.
Does not meet the

required number of
references; some or
all references poor
quality choices.
5-6 errors present
Meets number of
all references high
quality choices.
Exceeds number of
all references high
quality choices.
3-4 errors present
0-2 errors present
Strayer University.
Page 18 of 20
HRM 500 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.
Strayer students are encouraged to purchase their course materials through our designated Strayer
Bookstore. http://www.strayerbookstore.com If a lab is required for the course, the Strayer Bookstore is
the only vendor that sells the correct registration code so that Strayer students may access labs
successfully.
Discussions
To earn full credit in an online threaded discussion, students must have one original post and a minimum
of one other post per discussion thread.
Please note: Material in the online class will be made available on the previous Thursday. As it is always
possible that students could lose their work due to unforeseen circumstances, it is a best practice to
routinely save a working draft in a separate file before posting in the course discussion area.
Professors hold discussions during class time for on-ground students. Check with your professor if any
additional discussion participation is required in the online course shell outside of class hours.
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.
Assignments for online students are always submitted through the online course shell. On-ground
professors will inform students on how to submit assignments, whether in paper format or through the
online course shell.
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
Strayer University.
Page 19 of 20
HRM 500 Student Notes

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.
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:IThelpdesk@Strayer.edu.
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.
Strayer University.
Page 20 of 20

HRM 500 - Human Resource Management Foundations: Course Description

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HRM 500 Human Resource Management Foundations

COURSE LEARNING OUTCOMES

Examine the theoretical constructs of human resource management.