ENTRANCE COMPETENCIES Students are expected to have a basic understanding of the various HR-related functions typically found in applied settings as well as a reasonable grounding in management theory. Moreover, students should be aware of the historic context within which businesses operate and the potential impact this has on Human Resource Management.
EXIT COMPETENCIES
Upon completion of this course students will have a working knowledge of Talent Management Systems (TMS), perhaps best characterized as the reasonably valid, strategically integrative and fiscally responsible acquisition, deployment, and optimization of human capital. Moreover, students will be able to apply this knowledge to develop strategies and solutions sufficiently flexible to meet the demands of changing environments. Specifically, students will be able to:
1) Understand and apply a systems-based perspective (e.g., Open Systems; Socio-Technical Systems) when considering TMS.
2) Understand the importance of ¿good science¿ (e.g., objective data collection; predictive validity) within the context of TMS.
3) Synthesize the functional components of TMS, as described in Items 4-10 below.
4) Understand the challenges presented by Talent/Workforce Planning.
5) Understand the fundamental importance of Job/Work Analysis and Job Design.
6) Understand the integral nature of an organization¿s Compensation Plan within the context of Talent Management Systems.
7) Understand the potential utility of both internal and external Recruitment strategies and techniques.
8) Understand Selection as a critical phenomenon, particularly with predictive validity in mind.
9) Understand the integral nature of Performance Management Systems, particularly given their dual role as criteria and predictors.
10) Understand the importance of Employee Training and Development and the potentially synergistic outcomes that can be achieved with well designed initiatives.
11) Understand that Items 4-10 above collectively impact Employee Retention, and more broadly, Employee Motivation.
12) Understand the fundamental importance of fairness within the context of Talent Management Systems and the legal implications of disparate impact/treatment.
13) Fully realize that contingent/contracted service providers (e.g., temporary employees; outsourced services) are potentially an important part of Talent Management Systems.
14) Understand the value that technology affords as an integrating and facilitating tool in support of Talent Management Systems.
15) Understand the importance of Data Security within the context of Talent Management Systems.