Human Resource Management

Examines the theoretical foundation of the human resource management and the evolution of the human resource management body of knowledge including workforce planning and employment, employee development and performance, compensation and benefits, labor and employee relations and risk. Trends and issues influencing the development and application of these elements within contemporary organizations will be analyzed. Awareness of the effects of federal laws and regulations on businesses will be explored.

This course analyzes the foundation of employment law and how it impacts the employer-employee relationship. Topics covered include the selection, development and termination of employees; maintaining company policies; and employee pay and benefit packages. Students will develop an appreciation for the legal process and how organizations can manage risk.

Defines and analyzes management techniques for planning, estimating and facilitating human resource projects. Project management processes are examined, including developing objectives, creating work plans, preparing schedules, allocating resources and coordinating overall effort. Techniques are introduced to help keep projects on track and enhance team motivation.

Analyzes information technologies and systems used to maintain data relative to the human resource needs of an organization. Learners examine how human resource management systems are integrated into larger organizational databases and systems. These systems and technologies are evaluated for their effectiveness of achieving human resource and organizational goals.

Analyzes ethical policies, behavior and fairness in organizations. The role of human resource professionals as ethical change agents and advocates for employees is examined. The responsibility and accountability of human resource professionals in fostering an ethical organization by implementing fair policies and procedures is evaluated.

Analyzes the processes by which the human resource is managed in light of its strategic importance. Examines the relationships between the traditional human resource functions and the various business functions so that efficiency and effectiveness are balanced and optimized. These processes and relationships are reviewed in light of both the domestic and global environments now and in the future.

Analyzes the processes of selecting, developing and maintaining talent within an organization. The course focuses on how the workforce is built and maintained to enhance productivity and effectively implement business strategy. Examines the activities of identifying, attracting and acquiring the optimum human assets who best fit the work needs and the organizational culture and who will enhance innovation and decision-making. Examines the processes by which human assets are retained and integrated into a firm's operations so that cooperation and collaboration are maximized.

Examines the modern philosophy and approaches to total rewards. Analyzes reward strategies and the associated technical processes. Explores the available tools that may be used to attract, motivate and retain employees. Examines elements of a total rewards program that will drive desired behaviors in the workplace, reinforce overall business strategy and ensure organizational success through enhancement of a firm's competitiveness.

Provides an overview of employee and labor relations, to include history, applicable laws, challenges, and opportunities. Employee relations will examine the broad range of concepts and practices that arise out of the relationship between an organization and its employees. Analyzes the organization decisions that affect employee training, conduct, evaluation, coaching, counseling, disciplining and separation. The labor relations process will be demonstrated from the union organizational campaign to contract negotiations through the grievance procedure and arbitration.

Explores traditional and emerging models, strategies and methods measuring human performance and productivity. Learners compare financial-based metrics to qualitative and blended measurement models to determine return on investment for human assets within an organization.

Evaluates the organizational change process related to the principles and practices of various types of organizations. Processes and techniques used to facilitate change will be examined and applied to systems such as information technology, communication, policy and procedures, corporate culture and leadership.

Analyzes the process of creating a learning-based culture consisting of a system of shared values and understanding, which is essential for organization success and sustained performance. Students will examine how learning organizational cultures are created as well as leadership strategies that support a learning culture. Students will also examine how their academic courses tie to their field of study and gain essential skills and competencies to prepare for future career opportunities. Required coursework includes audio/video presentations that will be recorded for grading purposes only.

Analyzes an organization's human assets and the processes related to human capital development. This course will examine how different perceptions, motives, attitudes, values and mental models influence behavior. Major themes include adult learning concepts, thriving in a learning organization, and providing development and training to ensure continual and optimal skill and knowledge competency.

This course prepares learners to achieve organizational goals through the evaluation and development of workforce strategy. Topics covered in this course include recruitment strategies, workforce planning and assessment, staffing needs and processes, career development, and succession planning. This course will enable learners to bridge the gap between attracting and retaining talent and implementing resources to meet organizational goals.

This course helps learners review the current body of competences and knowledge in preparation for the completion of the Society for Human Resource Management Certified Professional (SHRM-CP) certification exam. Learners will apply their critical thinking skills to demonstrate understanding of HR competencies including business acumen, relationship management, leadership and navigation, ethical practices, consultation, critical evaluation, global and cultural effectiveness and communication. Learners also gain knowledge in the SHRM technical competencies including people, organizations and the workplace.

Integrates the concepts presented in the Master of Science in Human Resource Management program. Learners synthesize and apply the knowledge and competencies acquired throughout the program by evaluating cases and situations. Students develop strategic solutions to human resource management challenges that align with organizational goals.
A grade of B or higher is required for satisfactory course completion.