Supervision & Leadership Devlp (196)
196-102 Employee Training and Development
This course explains the fundamentals of training and development coordination. It includes terminology, levels of learning, matching training providers with organization needs, organizing materials and environments to maximize learning, measuring completion of objectives, and communication with employees. Students analyze local organizations to determine both training needs and the most appropriate training methodologies, in order to solve common business problems. Teams of students develop training plans, create a sample lesson plan, and present the lesson to the class.
196-103 Employment Law
Introduces and explores legal issues concerning employment and their effect on the workplace. Through in-depth case analyses, oral presentations, and debates, students learn about the intricacies of federal and Wisconsin equal employment opportunity laws. Topics include legislation and Supreme Court decisions related to civil rights, age discrimination, disabilities, pay equity, affirmative action, etc.
196-108 Health, Safety and Security
The importance of workplace safety for the worker, the employer and the community is emphasized. Students review the various safety and health issues affecting today’s business organizations and workplaces. OSHA regulations play a key role in understanding compliance issues. Teams of students conduct research on a specific safety topic and conduct a safety presentation based on their research.
This course examines the multiple roles followers play in their relationship to leaders and the organization and explores the practices that promote positive followership; and the part that followers have in setting the standards and formulating organizational culture.
196-110 Leadership and Change
In today's face-paced world, simply managing change is insufficient. Successful change requires leadership. The emphasis of this course is the study and application of a comprehensive change framework that can be followed by organizational leaders at all levels. Topics include creating a vision for change, developing employees to implement change, the risk of change, eliminating barriers to change and sustaining the change.
196-111 Project Management for Supervisors
Learners will recognize the role of projects and the importance of project management in the current business environment. Learners will develop successful proposals, plan, schedule, and budget a project. Learner will use computer software to assist them in controlling the progress of the project. Learner will acknowledge firsthand the importance of people skills in managing a project.
196-112 Applications of Technology
This course focuses on the utilization of multimedia to design, develop, and deliver, effective presentations to the work environment. The role of a leader in the advocacy for technology innovation will be applied to various situations.
196-113 Evolution of Management
A comprehensive understanding of the origin and development of ideas in management is necessary to move the practice forward. This course traces the evolution of management thought from its earliest days to the present, by examining the backgrounds, ideas and influences of its major contributors within a historical context.
196-114 Fundamentals of Budget Analysis
The learner analyzes the fiscal components of a business by evaluating financial statements and annual reports that are relevant to the supervisor and decision-making. Each learner will evaluate and review ratios, trends, and develop a budget, and monitor the results. This course is a practical hands-on approach to interpreting accounting and financial reports as a non-accountant.
196-115 Compensation and Benefits
This course focuses on the compensation and benefit elements that make up total compensation. This course covers base pay, merit pay and variable pay programs and examines such benefits as government regulation, group welfare plans, pension plans and flexible benefit plans. Students learn to apply the principles of compensation management to maintain an organization's competitive advantage while complying with state and federal law. Topics include job analysis, descriptions, and evaluation; pay and benefits surveys; budgeting as related to compensation; and comparable worth issues. The course promotes an understanding of mandated and discretionary employee benefits. It will focus on the major categories of benefits, including planning and administration, compliance with regulations, insurance, retirement plans, paid time off from work, accommodation and enhancement benefits. The students will participate in a variety of activities in which they will investigate current benefits programs, design or modify benefits programs to reflect today's work environment, and administer benefits thought simulations and role playing. As a major team project, students complete a simulation to design a complete compensation and benefits program.
196-116 Staffing Organizations
Learners will focus on recruitment, selection, orientation and hiring practices. This course examines what today's workforce expects and how to efficiently use the recruitment budget. All steps of the hiring process are reviewed. This material supplements the legal aspects of the employment process. Students develop the tools necessary for interviewing individuals in a variety of settings. Through hands on projects students practice their skills by completing probing, survey, recruitment, employment, and performance interviews.
196-118 Human Resource Information Systems
Learns will cover the fundamentals of human resource record-keeping. Topics include organizing records, federal and state retention requirements, documentation, employee access to records, privacy issues, and developing policies. Students learn to sue the integrated human resource information components of a relational database (such as Access or PeopleAdmin) to perform human resource database tasks related to administration, performance management, compensation, recruitment, and more. In a series of exercise, students process the HR information related to groups of employees as these employees move through the application selection, promotion, retention and retirement phases of employment.
196-119 Labor and Employee Relations
Students author contract proposals, negotiate changes to an existing labor agreement, and administer specific labor contract language. Through discussion and case analyses, students learn the legal requirements and restriction for labor and management. Topics include the legalities of union certification and decertification, negotiation and administration of labor agreements, strikes, lockouts, mediation, and arbitration. Enhances the ability to understand and develop employee-focused programs, policies and procedures such as company orientation, formal and informal communications, employee recognition programs and community relations, complaint investigation and resolution, and disciplinary procedures.
196-128 Leadership Internship
Students further develop their knowledge and skills by working with professionals to complete projects for area organizations. Evaluation of students' work will be heavily influenced by the satisfaction expressed by representatives of the organizations served.
196-135 Leadership: Individual to Team
This course focuses on how to build and lead successful teams to strengthen the overall performance of organizations. Team building models will be analyzed with emphasis on steps that can be taken to overcome common hurdles and build cohesive, high performing teams. An emphasis will be placed on the stages of team development, roles of the leader in developing successful work and project teams. Facilitation tools, problem-solving strategies, facilitation tools and conflict resolution techniques will be introduced during an in-class team simulation.
196-137 Payroll Administration
This course provides you with a framework and the knowledge of administering a payroll system within the context of a business. An overview of interpreting financial statements and preparing budgets is included. The topics covered include the following: maintaining payroll records; salaried, hourly, commission, piecework, and contract workers; taxable benefits; statutory and other deductions; preparation of payroll journal entries; preparation of record of employment; preparation of W2s, W4s, and W2 Summary; workers’ compensation; employment standards; pay equity; computerized payroll using both a personal computer database and using an outside payroll service.
196-138 Human Resource Practicum
Students further develop their HR knowledge and skills by working with HR professionals to complete human resource projects for area organizations. Teams of students are provided actual problems or projects from local organizations. Evaluation of student's work will be heavily influenced by the satisfaction expressed by representatives of the organizations served.
196-139 Introduction to Global Human Resource
In this course, students will examine human capital in a global business environment. The topics cover major cultural difference in values and attitudes which may affect international HRM effectiveness, global staffing international compensation, employee relations, labor law, and encourage students to identify the future issues of international HRM of their organizations.
196-152 Talent Management
This course focuses on improvement or correction of employee performance. Methods will be practiced concerning performance evaluation, coaching skills, career counseling, termination, facilitating change in work procedures and job design and managing the conflict that often results from change. Students will obtain a better understanding of how to clearly communicate performance expectations to an employee while maintaining dignity in the process.
196-168 Organizational Development
This course introduces the Human Resources student to the different motivational mechanics that affect individuals, teams and organizations. Focus is placed on understanding individual differences and how they are manifested within an organization. Students will practice methods to improve communication and managing conflicts that occur at different levels within an organization.
196-190 Leadership Development
Designed to assist individuals to apply leadership skills effectively in any organizational structure. Emphasis is placed on leadership and employee involvement strategies. Focus is on the role of the supervisor in defining direction, aligning the organization, empowering people and teams, modeling trustworthiness, balancing the needs of all stakeholders, and optimizing the allocation resources.
196-191 Supervisor as Leader
As Organizations reduce management levels, the frontline supervisor will become a major component in effective delivery of products and services maximizing organizational results. This course is designed to help participants identify and develop personal leadership style and the skills necessary to effectively lead the work of others within the structure of an organization. Emphasis is placed on leading teams, communication and decision-making, managing conflict, supporting innovative thinking, influencing organizational culture, employee development, performance management and related topics that affect the leaders' role in the organization.
196-192 Managing For Quality
Examines the role of the supervisor in assisting an organization to produce a quality product or service. The meaning and benefits of quality, the cost of quality systems, how to interact with customers, and data collection tools for continuous improvement will be explored.
196-193 Human Resource Management
Establishes a foundation for development of employee effectiveness by focusing on the supervisor's role in understanding, communicating, and implementing organizational policies. Focus is placed on: employee hiring; orientation and training; performance management; motivating employees and related topics that affect the supervisor's work group.