Human Resources Management

This course will survey the basic principles, terminology and uses of budgeting and accounting techniques as they relate to the Human Resource function. The course will explore frameworks for understanding the interdependence between the Human Resource and Finance functions including assessing the general costs of HR and such specifics as turnover, absenteeism, EAP, technology, compensation and benefits planning, and HR budgeting.

This course provides an introduction to the laws, regulations and court decisions covering the HRM function and the employment relationship, including labor-management, OSHA, FMLA, EEOC, ERISA, ADA, employment-at-will and other HRM-related laws. Compliance programs will also be reviewed.

This course is designed to provide the student with an overview of the principles of quantitative and qualitative research as it relates to the HR discipline. Various research methods and techniques are explored with the purpose of developing the student's ability to critically evaluate HR research studies and enable effective conduct of their own HR research. Specific examples include survey design, attitude research, communication, assessment and program evaluation. Prereqs: MATH1040 or transfer equivalent.

This course is designed to provide the student with the background and skills to augment the student's managerial effectiveness. The course emphasizes theories of micro- meso- and macro-organizational behavior as they relate to the workplace. Human Resource topics include motivation and individual behavior, interpersonal and group behavior, job satisfaction, work stress, leadership, organizational structures and culture.

This course provides a thorough foundation in managing global diversity and international human resource management (IHRM). The course introduces students to the strategic aspects and the essential functions of IHRM. Students will also learn about the importance of effectively managing both domestic and global diversity.

This 2-term seminar provides the student with a capstone experience, designed to integrate the disciplinary knowledge gained in the program and prepare the student for effective HR practice. Students will learn how to develop and use HR strategy, how to initiate and manage HR consulting relationships, and how to use HR assessment and evaluation tools. As part of the seminar, students will design, implement and evaluate an HR consulting project in their area of concentration. Prereqs: HRMT5013 & 18 HRM graduate credits.

PREREQUISITE: HRMT5013, GRADE OF C OR BETTER This 2-term seminar provides the student with a capstone experience, designed to integrate the disciplinary knowledge gained in the program and prepare the student for effective HR practice. Students will learn how to develop and use HR strategy, how to initiate and manage HR consulting relationships, and how to use HR assessment and evaluation tools. As part of the seminar, students will design, implement and evaluate an HR consulting project in their area of concentration. Prereq: HRMT5025A

COURSE CATALOG DESCRIPTION: This is an accelerated, two-dimensional course. The first dimension examines the development of information technology within an organization. Emphasis is on the accessibility, availability and vulnerability of information. The second dimension concentrates on the hands on approach to the application of micro-computer-based tool in the development of database. The student will create tables, forms, queries and reports and maintain these components and then analyze the data through queries and charts.

Computer and Web-based Training is an introductory course designed to provide students with a practical approach to the theory, principles, and application skills relevant to the design of computer and web-based training courseware. This course additionally focuses on the advantages and disadvantages of electronic educational communications and the variances in the audience characteristics that warrant its success. Students will be given preliminary resources and strategies that will help in the development of instructional plans and future professional courseware design.

This course examines the strategic management of workforce diversity from both a local and a global perspective. The course begins with a study of historical and contemporary forms of prejudice and discrimination, in the U.S. and abroad, followed by an exploration of the local and global legislation related to equal opportunity in the workforce. Students will learn about different approaches to diversity management and how to handle diversity metrics. They will also study the issues that affect specific identity groups, defined by such factors as religion, disability, age, gender, sexual orientation, and race/ethnicity.

This course offers students a comprehensive foundation in International Human Resource Management (IHRM). The course reviews the contextual and strategic elements of IHRM, including the internationalization of business and HRM, aligning corporate strategy and structure at the global level, the international legal context, and international culture. Students will also learn about specific HRM applications in the international context, such as global talent management and staffing, international training and development, global compensation management, and international performance management.

A study of the practical application of legal theory (excluding traditional labor law) to human resources management, from the development of job descriptions for use in recruiting through post-termination proceedings. Special emphasis is placed on equal employment and wage hour matters and other selected topics.

This course deals with the overall training and development process, including the design of training programs, identification of training needs, selection of training techniques, development of presentation skills and evaluation of program effectiveness. Techniques and theories of training and development of people in organizational settings are also explored.

This course examines the various direct financial, indirect financial and non-financial reward systems that are used to achieve the organizational goals of attracting, retaining, and motivating the employee. Both the employer and the employee perspectives are reviewed. Also covered are the various performance appraisal systems and their relationship to organizational reward systems.

This course presents an overview of employee benefits, planning total benefits programs, issues in the design and selection of benefits programs, costing employee benefits, different type of benefits flexible programs communicating benefits programs and selecting and using benefits consultants.

This course presents an overview of relevant and current information regarding health/mental health, safety, and security issues affecting the 21st-century workplace and the develop of services by the human resources team to respond to these issues. Through this course students will explore employee assistance programs and other related services. Topics will also include compliance with legislation and regulations related to the health and safety of the American worker.

A survey of the basic techniques for the recruitment, selection and placement of people. Topics include the preparation of job specification, the development of a recruiting strategy, methods and procedures of recruiting and selecting candidates, and the need for proper new employee orientation.

This course will provide the student with the opportunity to engage in contemporary discussions of leadership, theory and personal leadership effectiveness. Course topics include what leaders do, how leaders think, and how leadership is developed and learned.

This course explores methods of organizational diagnosis, planned change and intervention, and various concepts and methods of planned organizational change. These concepts and methods will be applied to an organizational setting selected by the student.

A survey of the organizational and economic aspects of management/employee relationships. The main topics include a historical review of the American labor movement, an overview of the social, instructional and organizational frameworks within which the collective bargaining process occurs, and techniques of labor/management dispute management. Theories and principles of collective bargaining will be covered, and a mock bargaining session will be held to provide a "hands on" approach to bargaining.

This course will cover various types of information technology, the elements of project management, implementing and evaluating the technology, managing knowledge workers and managing the change process. Students will learn that managing information technology includes more than managing a "computer." As a result, classroom discussion and student learning will include processes and procedures necessary to improve productivity and efficiency within the organization.

This course provides an overview of key areas in human resource management corresponding to the competencies and functional areas as defined by the Society for Human Resource Management and covered in the SHRM-CP and SHRM-SCP exams. This certification preparation program covers four knowledge domains: People, Organization, Workplace and Strategy as well as eight behavioral competencies; Leadership & Navigation, Ethical Practice, Business Acumen, Relationship Management, Consultation, Critical Evaluation, Global & Cultural Effectiveness, and Communication. The course is offered in cooperation with the Society for Human Resource Management (SHRM) and uses SHRM student learning materials which prepare students to take the SHRM Certified Professional (SHRM-CP) and SHRM Senior Certified Professional (SHRM-SCP) certification examinations. Students are required to use the most current version of the SHRM Learning System Materials. Required materials for this course are currently $625 (subject to change).

Performance Management is the process through which managers ensure that employee's activities and outputs contribute to the organization's goals. The student will learn how to design and use performance management systems to help the organization meet business objectives, link employee behaviors to organizational goals, and create administrative systems that provide information for day-to-day decisions such as salary and benefits administration, the development of training programs, and decisions regarding retention and termination.

This course will help students write effective academic and professional documents and present information accurately, effectively, and appropriately, in both oral and written formats. Through presentations, readings, discussion, drafting, peer editing, and revision activities, graduate students will develop the writing and editing skills necessary for their success as graduate students and future professionals.

This optional internship will allow students to improve their professional abilities, integrate theory into practice, and explore career alternatives in their field of study.