Sie sind auf Seite 1von 9

UNIVERSITY OF VERMONT

EDLP 386/PA 395 HUMAN RESOURCES MANAGEMENT AND


ORGANIZATION DEVELOPMENT
219 DELEHANTY-TRINITY CAMPUS
JULY 6, 2010 ---JULY 23, 2010

Dr. Richard Greggory Johnson III


Associate Professor
Doctoral & Masters Educational Leadership and Policy Studies Program and/
Masters of Public Administration (M.P.A.) Program
Office Hours: By appointment
Richard.Johnson-III@uvm.edu
Phone: (802) 318-5815 (cell)

SYLLABUS

SAFE SPACE POLICY: STUDENTS WILL SPEAK AND BE A FULL


PARTICIPANT IN THIS CLASS WITHOUT FEAR OF VERBAL OR PHYSICAL
ABUSE FROM ANY OTHER STUDENT. ANY STUDENT VIOLATING THIS
POLICY WILL BE SENT BEFORE JUDICIAL AFFAIRS OF THE UNIVERSITY
OF VERMONT

INTRODUCTION

This course is offered as a graduate level seminar focusing on the human


resources practices and processes of public sector organizations. The course is
designed to provide exposure to the socio-political foundation of this nation’s
civil service and to provoke critical analysis of the evolution of human resource
management within education, government and non-profit organizations.
However, the course is also concerned with the equitable evaluation and
development of personnel within the above-mentioned fields.

The seminar is directed primarily toward the study of public human resource
systems with particular focus upon the influence of recent statutory, judicial and
regulatory changes on the policies and practices of public organizations and
institutions. We will examine and analyze traditional and emerging personnel
functions in light of evolving perceptions of equal opportunity, affirmative
action, mandatory testing, comparable worth, sexual harassment, elective fringe

1
benefits, a reduction in the workforce. Extending the conceptual fluency
regarding the interdependence of human resources management, policy
formulation and organizational priorities is a significant course objective. The
framework for this course will use be social justice/social equity.

APPROACH TO COURSE

The approach to the course is varied. In addition to traditional readings and


lectures, we will conduct library research to learn about the broad functional
areas of staff evaluation and development. Please note that this seminar is
being offered at the University of Vermont, a research institution. As such,
this seminar is primarily concerned with the theory and analysis of staff
evaluation and development. In other words, this is not a how-to-course. For
example, this course will not address the stages of evaluating staff. However,
this course will address the complexities associated with evaluation of staff in
a contemporary organization.

LEARNING OBJECTIVES

Upon completion of the course, students will:

1. Have a working knowledge of the history and evolution of public personnel


management and merit principles in the United Sates

2. Have a basic knowledge about the functional and process elements of public
personnel systems

3. Know how the primary functional areas of public human resources


management compliment and reinforce one another and

4. Have an understanding of some of the contemporary issues facing public


personnel management in the twenty-first century.

REQUIRED READING

1) Leading Organizations: Perspectives for a New Era by Gill Robinson Hickman


(2010, Sage) ISBN 978-1-4129-3908

2) Resilience: Queer professors from the working class (SUNY, 2008) Oldfield
& Johnson ISBN 978-0-7914-7637-6

3) Women of Color in Leadership: Taking their Rightful Place by Johnson &

2
Harris (2010, Birkdale). ISBN 978-0-09724419-6-4

NOTES ON ASSIGNMENTS

It is expected that all students will read all assigned readings, for each week’s
class session. It is also expected that students will be prepared to discuss the
readings, and to exhibit critical thinking skills in doing so. Your participation in
these discussions will not be graded, but will count toward your participation
grade.

WRITTEN ASSIGNMENT AND PRESENTATION

1. Public Personnel and the Courts. You must include information about case
law in your final project. Identify, research and do a write-up of no more
than 15 double spaced pages (NOT INCLUDING REFERENCES) on one
important U.S. Supreme Court case. Since the Court has ruled extensively on
just about every area of public personnel, Your write-up must include:
facts/background of the case; decisions and rationale of the lower courts as
they adjudicated each case; decisions and rational of the U.S. Supreme Court
in its adjudication: and how these cases changed, or otherwise affected,
public personnel management in the United States. Examples for this paper
may include: Pay Inequities, Childcare, Homecare for sick relatives, Same-
sex partner benefits, Harassment Issues, Wrongful Termination, The Glass
Ceiling for women, people of color and LGBT employees etc.
Due July 22, 2010. Students feeling daring may also look outside of the
U.S. for reasonable cases as well. Please note, that this is not an expectation
of the paper. APA Citation is required.

2. Power Point Presentation. Each student will provide his or her research
findings in a 10 to 15 minute power point presentation. Each presentation
should cover the most salient points of her/his research. Due July 22, 2010.

COURSE REQUIREMENTS

A graduate seminar holds as an essential element the involvement of all students


in thought provoking intellectual analysis. Sustained participation by students
in class discussions, presentations and debate is expected in this course and will
bear directly upon student’s evaluation. Thorough preparation for each class is
expected to include completing reading assignments and such other outside
research as may be necessary to ensure a positive contribution to classroom
discourse.

3
RESEARCH DAYS

As a scholar, I take the issue of research and writing seriously. As such, students
will have Mondays and Wednesdays to do library research and writing of their
course paper. This time will be important, as I will give not extensions on course
papers. Please take advantage of this time, as your class paper will be due July
22, 2010. On Research Days, I will be accessible by cell phone (see above for
number) email or for in-person meetings regarding research questions.

ATTENDANCE

This is a graduate seminar. Therefore, I will not suggest that attendance is


mandatory. However, your presence is strongly encouraged and appreciated.
Please note that students should phone or email me should they need to be
absent from class. But be advised that the flow of the class will be greatly shifted
when students don’t attend, or don’t come prepared. Please give us the benefit
of your contributions by attending each class session. WE ALL ARE THE
BETTER FOR YOUR ATTENDANCE AND CLASS PREPARATION.

GRADING

Each student’s performance and productivity, will be graded objectively, using


the following grading scale:

Public Personnel and the Courts paper—60


Power Point Presentation 20
Overall Class Participation and Preparedness --20 points
Total Points—100 points

IN-CLASS READING/WRTING/PAPER SCHEDULE

Please note that Research Days are Monday and Wednesdays!!

(July 6) First Class: Introduction to the Course, Syllabus, and each other

4
Discussion of Class Paper
Read: Hickman- Part II

(July 8) Second Class: Theories, Concepts, Controversies and History


Read: Hickman Part III

(July 13) Class Three: Women of Color & The Field of Human Resources
Management
Read: Johnson & Harris -Preface, Part I
Barbara Johnson, V.P., UVM HR Department

(July 15) Class Four: Women of Color & The Field of Human Resources
Management
Read: Johnson & Harris-Part II (The Social Sciences)

(July 20) Class Five: Awareness of the “OTHER” and what this means for
HRM
Read: Oldfield & Johnson- Chapters 2, 3, 4, 5 & 10 (Students are encouraged to
read the book in its entirety if possible, post-class ending.)

(July 22) Class Six (final class): Papers Due—No exceptions


Power Point Presentations Expected

Brief Classic Bibliography on Public Personnel/Human Resources


Management

Please note that this is not an exhaustive list. Additional inquiry is encouraged.

Books

Ban, Carolyn and Norma M. Riccucci, eds. 1997. Public Personnel Management:
Current Concerns, Future Challenges. NY;Longman (2nd edition).

Cayer, N. Joseph. 1996. Public Personnel Administration in the United States.


NY: Saint Martin’s Press.

Coleman, Charles J. 1990. Managing Labor Relations in the Public Sector.


Francisco: Jossey-Bass.

Cozzetto, Don A., Theodore B. Pedeliski, and Terence J. Tipple. 1996. Public
Personnel Administration. Upper Saddle Creek River, NJ: Prentice-Hall.

5
Elliott, Robert H. 1985. Public Personnel Administration: A Values Perspective.
Reston, VA:Reston Publishing Company.

Freedman, Anne. 1993. Patronage: An American Tradition. Chicago: Nelson-


Hall.

Goodsell, Charles T. 1994. The Case for Bureaucracy: A Public Administration


Polemic. Chatham, NJ: Chatham House (4rd edition).

Graham, Cole Blease, Jr. and Steven W. Hays. 1986. Managing the Public
Organization. Washington, D.C.: CQ Press.

Hays, Steven W. And Richard C. Kearney. 1995. Public Personnel


Administration: Problems and Prospects. Englewood Cliffs, NJ, Prentice-
Hall (3rd edition).

Ingraham, Patricia Wallace. 1995. The Foundation of Merit: Public Service in


American Democracy. Baltimore: The Johns Hopkins University Press.

Ingraham, Patricia W. and Barbara Romzek, eds. 1994. New Paradigms for
Government: Issues for Changing Public Service. San Francisco: Jossey-
Bass. Kearney, Richard. 1992. Labor Relations in the Public Sector. NY
Marcel Dekker (2nd Edition).

Klingner, Donald E. and John Nalbandian. 1993. Public Personnel Management:


Contexts and Strategies. Englewood Cliffs, NJ: Prentice-Hall (3rd edition).

Moore, Perry. 1985. Public Personnel Management: A Contingency Approach.


Lexington, MA; Lexington Books.

Mosher, Frederick C. 1982. Democracy and the Public Services. NY: Oxford
University Press (2nd edition).

O’Neil, Robert. 1993. The Rights of Pubic Services. NY; Oxford University Press
(2nd Edition).

Osborne, David and Ted Gaebler. 1992. Reinventing Government: How the
Entrepreneurial Spirit Transforming the Public Sector. Reading, MA:
Addison-Wesley.

Pynes, Joan E. 1997. Human Resources Management for Public and Nonprofit
Organizations. San Francisco: Jossey-Bass.

6
Riccucci, Norma M. 1990. Women, Minorities, and Unions in the Public Sector.
Westport, Conn.:Greenwood Press.

Riley, Dennis D. 1993. Public Personnel Adminsitration. NY:HarperCollins.

Rosenbloom, David H. 1971. Federal Service and the Constitution. Ithaca, NY:
Cornell University Press.

Shafritz, Jay M., Norma M. Riccucci, David H. Rosenbloom, and Albert C. Hyde.
1992. Personnel Management in Governement: Politics and Process. NY
Marcel Dekker (4th edition).

Schuler, Randall S. 1995. Managing Human Resources. St. Paul, MN: West
Publishing (5th edition).

Stahl, O. Glenn. 1983. Public Personnel Management. NY: Harper & Row (8th
edition).

Sylvia, Ronald D. 1989. Critical Issues in Public Personnel Policy. Pacific Grove,
CA: Brooks/Cole.

Thompson, Jonathan. 1995. Human Resource Management in Government. NY:


HarperCollins.

PERIODICALS
Administration & Society
Administrative Science Quarterly
Administrative, Theory & Praxis Journal (ATP)
The Bureaucrat
Civil Service Journal
Compensation and Benefits Management
Employee Relations Law Journal
Governing
The Government Executive
Industrial and Labor Relations Review
International Journal of Public Administration
Journal of Collective Negotiations in the Public Sector
The Journal of Human Resources
Journal of Public Affairs and Education (J-PAE)
Labor Law Journal

7
Labor Law Review
Personnel Journal
Personnel Psychology
Public Administration Review (PAR)
Public Productivity Review
Review of Public Personnel Administration

PROFESSIONAL ASSOCIATIONS/INFORMATION SOURCES


Brookings Institute
Georgetown University’s Public Policy Institute
International City Manager’s Association (ICMA)
American Society for Public Administration (ASPA)
International Personnel Management Association (IPMA)
The Snelling Institute (Burlington, VT)

8
9