Graduate Study Resource Management (HRM). This class surveys contemporary techniques for managing a strategically oriented human resources function. Topics include planning, staffing, rewarding, developing, and maintaining organizations, jobs and people.
with a model of the performance-management process that examines each of the student’s organizations and their company’s Performance Management Systems. This course is designed to improve your people management skills by providing information that will enhance your understanding of people, their psychology and their behavior in the workplace. Organizational Behavior (OB) concepts and theories will help students identify problems and determine how to solve them, thus increasing employee productivity and improving organizational effectiveness.
HRM 501 Talent Acquisition and Development This course covers the processes an organization uses to plan and recruit so that there will be adequate human resources. The steps described are linking business strategies to future needs, forecasting labor demand and supply, determining in what positions there will exist a labor shortage or surplus, setting goals regarding future human resource needs, and identifying strategies to solve the problems of shortages and/or surpluses. The ability to recruit successfully is described as depending upon personnel policies such as job posting (an internal strategy), level of pay in comparison to the market, and the extent of job security. Students will study the sources for recruiting as well as the use of yield ratios and costs to evaluate the effectiveness of sources. Lastly, the role of the recruiter and how to enhance his or her impact on the candidate is presented.
HRM 504 Compensation and Benefits This course is an in-depth examination of pay and benefit theories and practices. The course analyzes job evaluation techniques, salary surveys, individual and group performancebased pay, as well as insurance and pension plan administration. Included will be the nature of the pay structure and its component parts, the pay level, and the job structure. Equity theory is discussed relative to internal and external comparisons that employees make about their pay. HRM 505 Review for SHRM Certification Course The curriculum, along with this review course, will prepare the student for the Society for Human Resource Management (SHRM) certification. The curriculum, along with this review course, will prepare the student for the Society for Human Resource Management (SHRM) certification. This exam preparation course covers the six subject areas required for the accreditation: business management and strategy; workforce planning and employment; human resource development; compensation and benefits; employee and labor relations; and risk management. This certification is not required for working in the HRM field but will be a value added qualification when individuals apply for a position.
HRM 502 Employee and Labor Relations, Law and History This course evaluates the current environment of employee and labor relations. Students will compare and distinguish the differences between employee relations and labor relations environments. Topics such as handbooks versus contracts, employee discipline versus grievance procedures, and workplace compliance laws, such as ADA, FMLA, sexual harassment, and the Civil Rights Act are discussed. Students will study unions, the decline of unions, labor/management relations and the future of union/management relations. HRM 503/MBA 551 Organizational Behavior This course examines a variety of approaches to performance management. It will begin 431