Course Descriptions
All 5 courses are required. HRM 532 Foundations of Human Resources Choose 4 from the list below. HRM 537 Employee Learning and Professional/Career Development Required course. HRM 595 Strategic Human Resources Master's Project A grade of B or better is required to complete your degree. Optional one-credit course for those who need field experience. HRM 585 Human Resource Management Internship Note: This is a one-credit course.
Foundations of Human Resources offers a comprehensive overview of key human resources
(HR) functions essential for organizational success. This course explores strategic
HR management, covering crucial areas such as recruitment, selection, performance
management, employee relations, and workplace safety. Students will examine legal
compliance, employment laws, and policy implementation in both union and non-union
settings. The curriculum emphasizes HR's role as a strategic partner in today's competitive
business environment, preparing practitioners to align HR practices with organizational
goals and navigate contemporary workplace challenges. Through case studies and practical
examples, students will gain insights into effective HR strategies that drive employee
engagement, productivity, and overall organizational effectiveness.
HRM 533 Employee Relations and Labor Management
Prerequisites: HRM532
Employee Relations and Labor Management explores the complex dynamics of workplace
relationships in today's global economy. Students examine the historical evolution
of labor unions in the United States and the legal framework governing modern labor
relations. Key topics include collective bargaining processes, dispute resolution
techniques, and contract administration in both private and public sectors.
Through real-world case studies, students gain practical knowledge of labor relations
practices, management strategies, and relevant government regulations. The curriculum
emphasizes balancing employer and employee interests to foster adaptive work relationships
in competitive environments. Discussions on current trends and future challenges in
organized labor provide a forward-looking perspective, preparing human resources practitioners
for the evolving employee relations landscape.
HRM 545 Employment Law and Policy
Prerequisites: HRM532 and HRM533
Employment Law and Policy explores the legal landscape shaping modern workplace dynamics
in this comprehensive course. Students gain practical knowledge of employment laws,
government regulations, and management practices essential for human resources professionals.
The course will focus on key topics including workplace safety, ethics, diversity
management, hiring practices, employment contracts, and risk reduction strategies.
Students will examine the evolution of employment laws and their application in private
and public sectors. Finally, the course helps students build a strong foundation in
employment law and policy to effectively navigate the complexities of today's employer-employee
relationships.
HRM 548 Diversity and Global Issues in the Workplace
Prerequisites: HRM532
Diversity and Global Issues in the Workplace explores the complexities of managing
human resources (HR) in an increasingly interconnected world. The course examines
how immigration, global business expansion, and various dimensions of diversity shape
contemporary workplaces. Students will investigate effective strategies for managing
diverse, global workforces beyond mere legal compliance, recognizing diversity as
a business necessity. Key topics include globalization of HR practices, DEI, expatriation
and repatriation, industrial relations in different regions, and navigating cultural
differences. The curriculum also covers multinational corporate structures, regulatory
environments, and strategic alliances. This comprehensive approach equips HR professionals
with the knowledge and tools to effectively manage global organizations while maintaining
competitive advantage in diverse markets.
HRM 551 Business Acumen and Data Analytics for Effective HR Leadership
Prerequisites: HRM532 and HRM533
Business Acumen and Data Analytics for Effective HR Leadership equips human resources
(HR) professionals with essential skills to align HR strategies with organizational
goals. Students gain a deep understanding of business operations, functions, and competitive
landscapes crucial for strategic HR decision-making. The course emphasizes HR data
analytics, teaching students to leverage data-driven insights for project justification
and strategic initiatives. Through practical applications, students learn to interpret
and present HR metrics effectively, enhancing their ability to influence organizational
decisions. The culmination of the course involves developing a comprehensive HR business
case, allowing students to synthesize their learning and demonstrate the value of
HR initiatives in driving business success.
Prerequisites: HRM532
Employee Learning and Professional/Career Development equips human resources (HR)
professionals with modern strategies for fostering organizational growth through employee
development. The curriculum covers comprehensive needs analysis, innovative training
design, and effective evaluation methods. Students explore the latest learning technologies
and adult education methodologies to maximize training impact. The course delves into
strategies for cultivating a culture of continuous learning, developing both generalist
managers and specialists, and implementing reward systems that encourage employee
growth. Emphasis is placed on aligning learning initiatives with organizational goals
and preparing HR practitioners to drive performance and career development in today's
dynamic business environment.
HRM 538 Organizational Development and Change Management
Prerequisites: HRM 532
Organizational Development and Change Management prepares human resources (HR) professionals
to lead transformative initiatives in today's dynamic business landscape. The curriculum
explores modern theories, competencies, and evaluation methods essential for driving
innovative change across individual, team, and organizational levels. Students master
change management tactics, organizational behavior strategies, and psychological aspects
of change leadership. Key topics include managing resistance, leveraging organizational
culture and politics, and implementing effective change strategies such as job redesign,
downsizing, and structural reforms. The course emphasizes the HR practitioner's evolving
role as an internal consultant and trusted business advisor, equipping students with
practical tools to facilitate change, improve organizational performance, and foster
employee engagement in various sectors of the global economy.
HRM 541 Human Relations and Workforce Planning
Prerequisites: HRM532
Human Relations and Workforce Planning explores the vital role of human resources
(HR) in modern organizations, focusing on strategic talent management and organizational
behavior principles. The course examines evolving workplace dynamics, including diversity,
team interactions, and responses to unforeseen challenges. Students will learn to
enhance work-life quality through effective communication strategies, career development
planning, and employee assistance programs. The curriculum covers job enrichment techniques,
flexible work arrangements, and recreational initiatives that foster employee engagement.
By emphasizing the importance of joint employee-management participation, this course
prepares HR leaders to make impactful decisions, improve productivity, and reduce
turnover in various organizational settings.
HRM 546 Job Evaluation, Compensation Systems, and Benefits
Prerequisites: HRM532
Job Evaluation, Compensation Systems, and Benefits provides an in-depth exploration
of advanced concepts crucial for HR practitioners. The course covers theoretical foundations
and practical applications of job evaluation, compensation design, and benefits administration.
Students examine legal requirements, comparable worth, and the impact of compensation
systems on employee satisfaction and morale. Key topics include developing wage and
salary surveys, creating equitable pay scales, implementing performance-based systems,
and managing salary administration. The curriculum also analyzes various incentive
structures, including bonuses, stock options, and special benefits. This comprehensive
approach prepares HR professionals to design and manage effective compensation strategies
that align with organizational goals and legal requirements.
HRM 547 Performance Management in Organizations
Prerequisites: HRM532
Performance Management in Organizations delves into the critical role of performance
management in shaping individual and team behavior within companies. This course provides
HR professionals with valuable insights into aligning organizational goals with effective
HR practices. Students will examine strategies to drive performance, solve complex
HR challenges, and master key aspects of talent management. Topics include performance
appraisal, decision-making, recruitment, selection, orientation, motivation, and employee
engagement. Performance Management in organizations equips HR practitioners with practical
tools to enhance job satisfaction, improve retention, and maximize organizational
effectiveness. This comprehensive approach prepares students to lead performance initiatives
in today's dynamic business environment.
HRM 552 The Strategic Organization: Communication and Employee Relationship Management
Prerequisites: HRM532, HRM533 & HRM541
The Strategic Organization: Communication and Employee Relationship Management equips
human resources (HR) professionals with essential skills for effective organizational
communication and employee engagement. Students explore the strategic communication
process and its critical role in business success. The course develops key traits
of strategic communicators, including self-awareness, empathy, and critical thinking.
HR practitioners learn to analyze complex situations and formulate impactful communication
strategies. The curriculum also delves into the Engagement Equation, uncovering drivers
of employee engagement and their connection to organizational goals. This comprehensive
approach empowers HR leaders to foster a communicative culture, enhance employee relationships,
and drive strategic objectives while optimizing costs and organizational performance.
HRM 553 HR Leadership, Performance Management and Organizational Effectiveness
Prerequisites: HRM532 and HRM547
HR Leadership, Performance Management, and Organizational Effectiveness explores the
vital connections between leadership, performance, and organizational success in modern
workplaces. Students examine how effective leaders motivate teams, navigate complex
environments, and align organizational goals with performance practices. The course
covers contemporary leadership theories, emerging issues, and essential performance
management strategies. Human resources (HR) practitioners gain insights into improving
organizational operations, structure, culture, and change management. This comprehensive
approach prepares future HR leaders to drive organizational effectiveness, fostering
environments where both individuals and companies thrive. Students develop skills
to navigate political landscapes and implement strategies that enhance overall organizational
performance.
HRM 554 The HR Leader as an Organizational Consultant
Prerequisites: HRM532 and HRM538
Human Resource (HR) professionals can elevate their strategic value by developing
internal consulting expertise and driving organizational performance and growth.
The HR Leadership, Performance Management, and Organizational Effectiveness focuses
on developing competencies in change management and workforce development through
five key modules. Students will learn to evaluate organizational challenges, partner
with business units, facilitate interpersonal processes, and prioritize stakeholder
needs. The curriculum emphasizes a structured approach to consulting, including analyzing
best practices, designing interventions, and adapting business policies. By the end
of the course, HR professionals will be equipped to devise and execute project plans
that enhance organizational effectiveness while fostering positive client relationships.
Prerequisites: Completion of 24 credits before registering
The Strategic Human Resources Master's Project serves as a capstone experience for HR professionals pursuing advanced education.
This intensive course examines current developments and critical issues in human resource
management. Students explore diverse topics such as strategic HRM, productivity enhancement,
workplace learning, diversity, data analytics, and talent management. Students synthesize
their knowledge to produce a comprehensive applied research project by engaging in
guided research and professionally oriented activities. This culminating experience
allows students to demonstrate their mastery of complex HR concepts and their ability
to apply strategic thinking to real-world challenges, preparing them for leadership
roles in today's dynamic business environment.
Prerequisite: Matriculation in Human Resource Management Program
Master of Science in Human Resource Management graduate students may choose to gain
field experience by completing an internship practicum over and above the requirements
for the Master of Science degree. The internship course requires a minimum of 45 hours
of work in a setting that is outside of the student's current area of employment.
Students must obtain approval from the faculty director to enroll in this S/U graded
course. At the conclusion of the term, an Internship Project Requirement (Work Report)
must be submitted to and approved by the faculty advisor who is mentoring and supervising
the student's experience.