• Identify some of the most common functions of HR departments (Introduction to HRM)

• Describe means of attracting new workers when local labor shortages are anticipated (III. HR Planning)

• Explain what is meant by a reduction in force (RIF) and identify the legal considerations that must be made prior to carrying one out (III HR Planning)

• Identify the Supreme Course decisions, federal laws and Constitutional amendments that affect employment decisions (IV Equal Employment Opportunity Compliance).

• Describe the basic methods for collecting job analysis information and how it is utilized for generating job descriptions and job specification based on job analysis data (V Job Analysis)

• Describe performance appraisal methods commonly used by organizations (VI Performance Appraisal)

• Describe the problems encountered in a typical appraisal setting (VI Performance Appraisal).

• Identify advantages and disadvantages of the use of internal and external recruitment sources (VII Recruitment)

• Describe the basic steps in a selection program (VIII Selection).

• Distinguish between validity and reliability of selection criteria (VIII Selection).

• Identify the strengths and weaknesses of commonly used selection criteria (VIII Selection).

• Identify the basic steps in the development and evaluation of training programs (IX Training).

• Demonstrate familiarity with key federal laws governing pay rates (X Compensation)

• Describe the basic methods of job evaluation (X. Compensation)

• Describe performance-based pay and reward systems that are commonly utilized by organizations (X Compensation)

• Identify problems commonly associated with the implementation of incentive plans (X Compensation)

• Describe the effects of key legislation on American labor practices (XI Labor Relations)

• Describe the process of a union drive and election (XI Labor Relations)

• Describe the basic steps of the collective bargaining process (XI Labor Relations)

• Understand the grievance process (XI Labor Relations)

• Understand the Occupational Safety and Health Administration's structure and procedures (XII Organizational Safety and Health).

• Identify means of preventing accidents at work (XII Organizational Safety and Health)

• Become aware of the sources and consequences of job stress and burnout in organizations (XII Organizational Safety and Health).

Global Perspectives Objectives

• Give examples of conflicts between local needs and global integration experienced by HR departments in multinational corporations (II Global Issues in HRM)

• Explain how adherence to local HR norms can lead to ethical dilemmas for multi-national organizations (II Global Issues in HRM)

• Identify key areas of adjustment required of effective expatriate employees (II Global Issues in HRM)

• Identify major trends affecting the assignment of employees to positions in other countries (II Global Issues in HRM)

• Describe the manner in which authority structure preference varies across countries (II Global Issues in HRM)

• Explain how anti-discrimination laws in the US differ from those in other countries (IV Equal Opportunity Compliance).

• Explain how variations in cultural traditions across countries affect how performance appraisals are conducted (VI Performance Appraisal)

• Identify means of selecting individuals for international assignments (VIII. Selection)

• Identify the additional training programs that are required for employees who have been selected for international assignments (IX Training)

• Describe the ethical and practical challenges associated with establishing pay rates in other countries (X Compensation)

• Contrast the American compensation laws with those in other countries (X. Compensation)

• Contrast the labor policies of the U S with those of other countries (XI Labor Relations).

• Contrast the workplace safety laws of the US with those of other countries (XII Organizational Safety and Health).

Ethnic Studies Objectives

• Summarize the extensiveness of racial discrimination in hiring that was present in the US prior to the passage of the Civil Rights Act of 1964 (IV Equal Opportunity Compliance)

• Assess the impact of anti-discrimination laws on relations between majority and minority employees (IV Equal Opportunity Compliance).

• Describe the business advantages of embracing diversity (IV Equal Opportunity Compliance)

• Assess the impact of racial differences between supervisor and subordinate on performance appraisal acceptance (VI Performance Appraisal).

• Assess the impact of various approaches to recruitment on racial diversity in organizations

• Identify effective sources for recruitment of minority applicants (VII Recruitment)

• Explain how cultural bias in assessment measures can lead to racial discrimination in hiring (VIII Selection).

• Explain how effective training policies can foster workplace diversity (IX Training)

• Describe common diversity training techniques (IX Training)

• Describe factors that could contribute to pay disparity between majority and minority employees (X Compensation).

• Assess the role of ethnic minorities in the development of the American labor movement (XI Labor Relations)

• Assess the impact of racial prejudice and workplace discrimination agains minorities on job stress and burnout (XII Organizational Safety and Health)