Issues and Practices in Human Resource Management
HRMD 610 | 3 Credits
Course Desc: Strongly recommended as the first course in the human resources management specialization. An overview of the human resource management profession, including the theories, research, and issues related to human resource management within modern organizations. The roles, responsibilities, relationships, functions, and processes of human resource management are discussed from a systems perspective. Expectations of various stakeholders, such as government, employees, labor organizations, staff/line management, and executive management, are explored. Particular attention is given to the general legal principles and provisions that govern human resource activities. The specialty areas of employee relations, staffing, human resource development, compensation, and organizational development are described. Current topics, such as human resource information systems and globalization, are addressed.
Employee and Labor Relations
HRMD 620 | 3 Credits
Course Desc: An investigation of the rights and responsibilities of employees and organizations in union and nonunion environments in the United States. The federal legal framework for collective bargaining is reviewed. Topics include common employment contract trends, topics, and issues, as well as all phases of unionization, from organizing through contract maintenance. Emphasis is on conflict management, negotiation, and alternate dispute resolution.
Recruitment and Selection
HRMD 630 | 3 Credits
Course Desc: An examination of the initial phases of staffing, focusing on the hiring process. The contemporary roles, relationships, and processes of recruitment and selection in the human resource management system are investigated. Emphasis is on productivity factors (such as the use of technology) and quality factors (such as legal, ethical, and validity issues). Topics include international as well as domestic concerns and consideration of multiple staffing levels (such as executive managers and temporary employees). Current issues in private, not-for-profit, and/or public sectors are discussed.
Job Analysis, Assessment, and Compensation
HRMD 640 | 3 Credits
Course Desc: A study of the interrelated aspects of human resource management, including job design, job analysis, job evaluation, employee compensation, incentives to productivity, employee motivation, and performance appraisal. A variety of approaches for analyzing, weighing, and specifying the detailed elements of positions within modern organizations are presented. Discussion covers techniques for identifying and classifying the critical components of a job, defining the observable standards and measures, preparing and determining the job description and job worth, establishing equitable compensation for job performance, and developing an executive compensation program. The interaction of compensation, worker motivation, performance appraisal, and level of worker performance within the organization is examined.
Organizational Development and Change
HRMD 650 | 3 Credits
Course Desc: A study of the issues, theories, and methodologies associated with organizational development and the management of change, with a major emphasis on organizational culture and organizational change processes. Topics include the diagnostic process, intervention strategies, and overcoming resistance to change. Techniques such as goal setting, team-development procedures, productivity and strategy interventions, and interpersonal-change models are examined.
Current Perspectives in Training and Development
HRMD 651 | 3 Credits
Course Desc: An examination of the theories, research, skills, and issues related to one major aspect of human resource development, the management of organizational training services. The role of training in the workplace and adult learning models are investigated. Topics include curriculum management, program development, and operation management with an emphasis on design and delivery issues. The impact of technology, the global environment, and modern organizational structures are considered. Ethical issues are also discussed. Assignments include the development of training proposals or programs.
Managing Virtual and Global Teams
HRMD 665 | 3 Credits
Course Desc: (Not open to students who have completed HRMD 621, HRMD 652, or HRMD 660.) An investigation of the foundations of team development and performance from a Human Resource Management and Organizational Behavior perspective. Focus is on maximizing the effectiveness and efficiency of global and virtual teams in organizations. Topics include the impact of global diversity and use of technology on inter-group development, communication, and outcomes. Scholarly research and field literature are examined and the implications of the findings for applied management are discussed.
Human Resource Management Capstone
HRMD 670 | 3 Credits
Course Desc: Prerequisite: Completion of 30 credits, including all concentration courses. A culminating study of human resource management topics that integrates concepts learned to formulate strategies and skills, positioning learners as strategic HR business partners. Discussion addresses workforce issues such as relationship management, strategic workforce planning, ethical practices, and effective leadership, as well as performance management, organizational effectiveness, and ethical practices. Issues related to diversity, equity, and inclusion are also examined. Focus is on completing an ePortfolio that can be used to demonstrate one¿s mastery of knowledge, skills, and abilities to address business challenges.
