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Business and Information Technology Education
Human Resources Concepts
This course builds on the Office Administration & Management course and introduces students to the study of Human Resources. It provides an overview of the major components of involved in managing personnel.
Jaclyn Arnold
(405) 743-5419
Office Administration & Management
-Explain why employers provide benefits.
-Describe the optional employee benefits offered by employers such as cafeteria plans, pension plans, and defined benefit plans.
-Describe the employee benefits that are required by law including social security, Medicare, unemployment compensation, and worker’s compensation.
-Describe COBRA coverage.
-Describe Employee Assistance Plans (EAPs).
-Compare medical and dental health care plans.
-Describe the Family and Medical Leave Act.

Compensation Management:
-Describe job evaluation methods.
-Describe job pricing methods.
-Identify employee classification methods.
-Calculate salary increases/decreases.
-Identify emerging trends in compensation options.
-Describe incentive pay.

Diversity Management:
-Identify Equal Employment Opportunity (EEO) legislation that prohibits discrimination on the basis of race, ethnicity, color, age, religion, disability, or gender.
-Describe a diversity audit.
-Identify contemporary diversity issues.
-Explain affirmative action.
-Examine and evaluate situations related to employment discrimination.

Labor Relations:
-Describe the arbitration process.
-Describe the mediation process.
-Identify procedures for dispute resolution.
-Define the relationship between federal and state laws.
-Identify the structure of unions.
-Describe the National Labor Relations Act (NLRA).
-Explain the collective bargaining process.
-Describe collective agreements.

Managing Employees:
-Identify performance appraisal methods.
-Describe team structures such as self-directed work teams and cross-functional teams.
-Identify contemporary Occupational Safety and Health issues.
-Identify employee retention methods.
-Describe progressive discipline.
-Identify potential issues related to the implementation of a discipline policy.
-Identify the importance of written policy statements.
-List the steps of a performance review system.
-Explain how a performance evaluation is conducted.
-Describe the termination process.
-Identify occupational stress factors.

-Identify recruiting methods.
-Describe various job advertisement methods.
-Identify methods that can be utilized to measure the success of the recruiting process.
-Identify appropriate qualifications to be utilized in recruiting applicants.
-Identify the function of employment placement agencies.
-Describe the purpose of an employment application form.
-Identify the appropriate contents for an employment application form.
-Describe the legal considerations of an employment application form.
-Identify the point where the recruiting process ends and the selection process begins.
-Describe the interview process.
-Describe the legal considerations of an employment interview.
-Compare different types of interviews.
-Describe various interview techniques.
-Identify the purpose of the selection interview.
-Describe methods of per-employment testing.
-Describe the selection process.

Strategic Role of HR:
-Describe the significance of confidentiality when working with employee records.
-Describe the importance of accuracy when working with employee records.
-Identify tools to measure the effectiveness of a Human Resources department.
-Compare line and staff authority.
-Identify various management approaches that supervisors may use such as the proactive and reactive approaches.
-Describe the structure of a Human Resources department.

Training and Development:
-Identify the purpose of job analysis.
-Identify adult learning principles.
-Describe the importance of employee orientation.
-Describe the following managerial effectiveness strategies: behavioral, cognitive, environmental, managerial, and professional.
-Describe the following employee satisfaction strategies: job rotation, job sharing, job simplification, job enrichment, and job enlargement.
-Identify the strategic importance of job analysis.
-Define career path.
-Identify employee training methods.
-Define the concept of familiarization as it relates to new employees.

Business Management and Administration Career Cluster:

Required Brainbench Competency Tests (or equivalent industry certification):
-Human Resources Concepts

Effective Human Relations: Interpersonal and Organizational Applications, Cengage Learning.
Employee Benefits: A Primer for Human Resource Professionals, McGraw-Hill.
Human Relations: Interpersonal Job-Oriented Skills, Pearson Education Canada.
Human Relations for Career and Personal Success: Concepts, Applications, and Skills, Prentice Hall.
Human Resource Management: The Key Concepts, Chris Rowley,
Public Human Resource Management: Problems and Prospects, Prentice Hall.
Management, Cengage Learning.
Managing Human Resources, Cengage Learning.
Modern Human Relations at Work, Cengage Learning.
Strategic Management: Concepts and Cases: Competitiveness and Globalization, Cengage Learning.
Strategic Compensation: A Human Resource Management Approach, Prentice Hall.

Business Management and Administration Career Cluster: Resources by Subject:

Interactive Tools:
MindTap, Cengage Learning.

Career Majors That Sequence This Course
Career Cluster Pathway Career Major
Hospitality & Tourism Lodging Hospitality and Tourism Manager
Business Management & Administration Human Resources Management Human Resources Assistant