Human Resource Management
HRMN 300 | 3 Credits
Course Desc: A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360.
Organizational Communication
HRMN 302 | 3 Credits
Course Desc: A study of the structure of communication in organizations. The goal is to apply theory and examples to improve managerial effectiveness in communication and negotiation. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315.
Labor Relations
HRMN 362 | 3 Credits
Course Desc: A survey of contemporary labor relations practices. The aim is to research and analyze labor relations issues and support the labor relations process. Discussion covers the history of organized labor in the United States, the role of third parties, organizing campaigns, the collective bargaining process, and the resolution of employee grievances. Students may receive credit for only one of the following courses: BMGT 362 or HRMN 362.
Organizational Culture and Change
HRMN 367 | 3 Credits
Course Desc: An examination of the nature, definitions, theories, and aspects of organizational culture. The goal is to apply knowledge of organizational culture to develop a change-management plan. Analysis covers patterns of behavior and their relationship to organizational culture, especially the impact of the organization's business on employee behavior and culture. Topics include the role of nationality, gender, and race within organizational culture; implications of addressing organizational challenges; theory versus practice; and the relative roles of the individual, groups, and the organization in a cultural context. Students may receive credit for only one of the following courses: BMGT 398T or HRMN 367.
The Total Rewards Approach to Compensation Management
HRMN 395 | 3 Credits
Course Desc: Prerequisite: HRMN 300. An exploration of alternative compensation philosophies that define total rewards as everything that employees value in the employment relationship. The objective is to design a total rewards program that ensures organizational success. Topics include building and communicating a total rewards strategy, compensation fundamentals, the conduct and documentation of a job analysis, linking pay to performance, employee motivation, and performance appraisal. Strategies such as incentive cash and/or stock compensation programs, employee ownership, benefits and nonmonetary rewards are discussed and evaluated. The interrelationships among compensation, motivation, performance appraisal, and performance within the organization are examined. Discussion also covers the design and implementation of a total rewards program, including organizational compatibility. Students may receive credit for only one of the following courses: BMGT 388L, HRMN 390, or HRMN 395.
Talent Acquisition and Management
HRMN 400 | 3 Credits
Course Desc: Prerequisite: HRMN 300. A study of the role of human resource management in the strategic planning and operation of organizations, including staffing, onboarding, recruiting, performance appraisal systems, and compensation and labor/management issues. The goal is to research and evaluate issues and present strategic solutions related to talent acquisition and management. The influence of federal regulations (including equal opportunity, sexual harassment, discrimination, and other employee related regulations) is analyzed. A review of research findings, readings, discussions, case studies, and applicable federal regulations supports the critical evaluation of human resource problems as they relate to the employment life cycle. Students may receive credit for only one of the following courses: BMGT 460 or HRMN 400.
Employee Training and Development
HRMN 406 | 3 Credits
Course Desc: Prerequisite: HRMN 300. An examination of employee training and human resource development in various organizations. Topics include the development, administration, and evaluation of training programs; employee development; career development; and organizational change. Issues in employee development (including assessment of employee competencies, opportunities for learning and growth, and the roles of managers in employee development) are explored. Students may receive credit for only one of the following courses: BMGT 498I, HRMN 406, or MGMT 498I.
Employment Law for Business
HRMN 408 | 3 Credits
Course Desc: (Designed for managers and human resource professionals.) Prerequisite: HRMN 300. A conceptual and functional analysis of the legal framework of employment relations. The aim is to understand employment law; comply with laws and regulations; and evaluate rights, obligations, and liabilities in the employment process, from hiring and staffing to compensation and layoff. Topics include discrimination based on race, national origin, religion, sex, affinity and sexual orientation, age, and disability; the hiring process, testing, and performance appraisal; employee privacy; wrongful discharge; employee benefits; health and safety; independent contractors; and labor unions. Students may receive credit for only one of the following courses: BMGT 468, BMGT 498G, HRMN 408, or MGMT 498G.
HR Information Systems and Metrics Analysis
HRMN 410 | 3 Credits
Course Desc: A study of human resource metrics associated with performance management, talent acquisition, retention, and employee engagement in the strategic planning and operation of organizations. The goal is to research and evaluate HR information systems for the collection, mining, dissemination, and analysis of data related to HR issues and present strategic solutions. A review of research findings and case studies supports the critical evaluation of human resource problems. Common HR metrics are applied to people analytics for problem solving.
Global Human Resource Management
HRMN 467 | 3 Credits
Course Desc: Prerequisite: HRMN 300. A comprehensive study of global human resource management. The objective is to demonstrate intercultural competencies; identify trends in the globalized workforce; and analyze policies, practices, and functions in global human resources. Topics include global staffing, training, compensation, and evaluation.
Workplace Learning in Human Resource Management
HRMN 486A | 3 Credits
Course Desc: Prerequisites: 9 credits in the discipline and prior program approval (requirements detailed online at www.umgc.edu/wkpl). The integration of discipline-specific knowledge with new experiences in the work environment. Tasks include completing a series of academic assignments that parallel work experiences.
Workplace Learning in Human Resource Management
HRMN 486B | 6 Credits
Course Desc: Prerequisites: 9 credits in the discipline and prior program approval (requirements detailed online at www.umgc.edu/wkpl). The integration of discipline-specific knowledge with new experiences in the work environment. Tasks include completing a series of academic assignments that parallel work experiences.
Human Resource Management Capstone
HRMN 495 | 3 Credits
Course Desc: (Intended as a final, capstone course to be taken in a student's last 15 credits). Prerequisite: HRMN 400. A study of human resource management that integrates knowledge gained through previous coursework and experience and builds on that conceptual foundation through integrative analysis, practical application, and critical thinking. The goal is to consider and analyze emerging issues in human resource management. Students may receive credit for only one of the following courses: BMGT 388K, HRMN 494, or HRMN 495.
