Course Descriptions
Human Resources Management
HRM 201
Foundations of People Management
3 credits
This course will introduce and overview the Human Resource Management (HRM) concepts, theories, and practices that are essential for the effective management of people. This course provides individuals with an understanding of the key HR competencies for the non-HR supervisors in the areas of talent acquisition, learning and development, performance management, and employment law & workplace ethics. Lastly, the course reviews best practices for supervisors regarding diversity/equity/inclusion, motivation, team building, and conflict resolution.HRM 300
Labor Relations and Collective Bargaining
3 credits
Bargaining relationships, collective bargaining content, and the use of mediation are discussed in this course. Arbitration and other approaches to resolve conflicts are considered.
Prerequisite(s): BBM 201 or HRM 201 or program equivalent
HRM 301
SHRM Certification Prep
3 credits
This course will help prepare students for the challenges and demands of the Human Resource profession by earning the credentials employers seek in an HR professional, as identified by the Society for Human Resource Management.Prerequisite(s): BBM 201
HRM 305
Staffing Organizations
3 credits
This course provides students with the skills and knowledge to make effective staffing decisions. Topics include job analysis, recruitment, writing effective advertising copy, selection (including interviewing techniques), orientation and turnover. Emphasis is on the ethical and legal considerations involved in staffing decisions.
Prerequisite(s): BBM 201 or HRM 201 or program equivalent
HRM 310
Organizational Development
3 credits
This course studies the structures and dynamics of organizations as complex systems. Students examine theories and concepts which explain organizational behavior and productivity. Organizational norms, cultural design, and structure are explored.
Prerequisite(s): BBM 201 or HRM 201 or program equivalent
HRM 311
Human Resource Management
3 credits
This course reviews systems required to effectively recruit, select, train, and maintain a workforce. Particular emphasis is placed on training and development, wage and salary administration, and personnel planning.
Prerequisite(s): BBM 201 or HRM 201 or program equivalent
HRM 312
Computer Applications in Human Resource Management
3 credits
This course examines the use of computer applications in human resource management through interactive computer lab utilization. Students review basic computer theory and then apply that theory to produce human resources documents and projects.
Prerequisite(s): HRM 311
HRM 315
Occupational Health, Safety & Security
3 credits
Occupational Health, Safety & Security is the concerned with developing and maintaining a safe workplace for all employees. This course is designed to equip Human Resource professionals with an understanding of the theory and the practical implications of maintaining a safe, healthy, and secure workplace. Students will learn how to insure that policies and procedures are established and are followed by employees. Additionally, this course will evaluate theory and implications behind workplace wellness initiatives.
Prerequisite(s): HRM 311
HRM 321
Organizational Communication
3 credits
This course examines the communication process as it relates to the successful internal and external communication of information within the organization. Particular emphasis will center on successful communication within a diverse workplace.
HRM 335
HRM Technology Fundamentals
3 credits
This course explores the role of technology in Human Resource Management (HRM) and how new technologies can contribute to the strategic management of human capital. Students examine current Human Resource technology used in the business decision-making process, including applicant tracking system (ATS), HR information system (HRIS), web-based HR tools, artificial intelligence, and other technological applications used within various functional areas of HRM. The course also examines the legal and ethical aspects of technology in the practice of HRM.
Prerequisite(s): HRM 311
HRM 340
The Adult Learner
3 credits
The purpose of this course is to provide learners with a broad understanding of the theoretical base and principles of adult learning, the methods of adult education, and the role of the teacher in facilitating effective learning. The course examines the adult as a unique learner and the implications of the knowledge of adult development on the instructional process.
HRM 350
International Human Resource Management
3 credits
This course is designed specifically for those students interested in the application of HRM techniques and practices in a global context. It will focus on strategic issues related to the effective management of international HRM in the modern multi-national organization. The course will cover general HRM processes and systems but will focus on unique challenges faced by global companies as they acquire, develop, deploy, and maintain human resources.
Prerequisite(s): HRM 311
HRM 351
Managing Diversity
3 credits
Effective HR professionals must be able to develop and manage an inclusive workforce in today’s business environment. In order to address issues of an inclusive workforce, they must have an understanding of diversity management. The impact of prejudice and discrimination in a workplace can be detrimental to any business. This course will provide students with the theory and knowledge to be able to manage and engage a diverse workforce.
HRM 360
Human Resources Leadership
1 credit
In today’s competitive work environment, the Chief Human Resource Officer’s responsibilities are multifaceted. The nature of the CHRO’s job has drastically changed in the past 30 years. In order to deal with the current pressing needs of an organization and its diverse growing demands, HR leaders must be well versed with how to effectively provide individualized and equitable leadership to each group of stakeholders, e.g., board members, CEO, and employees. HR management leaders must rely on appropriate, innovative, and personalized initiatives to meet the demands of the organizational needs and add value to the organizational culture.HRM 361
HRM in Public and Nonprofit Organizations
3 credits
Over the last several years, the nonprofit sector has grown in size, sophistication, impact, and influence. Successful management of nonprofits requires knowledge of the key functions of these organizations and the roles leaders must play. Nonprofit organizations must rely on effective human resource management to meet their short-term goals and long-term success. Nonprofit organizations offer unique issues of balancing board members, staff members, independent contractors, and volunteer staff, all while maintaining a traditional focus on compliance and workforce concerns. This course will give students an overview of the purpose of nonprofit organizations, management tasks, and important trends that affect the environment in which nonprofits work and how this affects Human Resource Management.
Prerequisite(s): HRM 311
HRM 362
Aligning Human Resource and Organizational Strategies
1 credit
This course reviews the various ways in which Human Resource professionals can ensure a voice in the strategic direction of an organization. In order to generate superior results through horizontal and vertical alignment of Human Resources within the organization, there is a need to understand the value creation system of the organization and to develop competencies that use technology to improve processes and achieve organizational objectives.HRM 363
Building and Managing Employee Engagement
1 credit
This course reviews the various ways in which Human Resource professionals can promote positive employee engagement within their organizational settings. This course is highly interactive and is intended to make employee relations easy to manage within the organization, using a practice-based approach.HRM 364
The Current & Future Trends of Human Resource Management
1 credit
This course is an overview of selected topics related to the field of human resource management. Emphasis is on in-depth research in HR strategy, human resource development, or international human resource management, focusing upon the present realities and the future trends in human resources. HRM 365
Change Management
1 credit
This course is designed to provide students with a conceptual framework addressing the strategic importance of managing change and organization development (OD) in various agencies, human service organizations, community organizations and other settings.HRM 366
Strategic Performance Management
1 credit
This course examines how to measure and develop individual and group performance. Students will have the opportunity to design performance management systems in an effort to align employee performance with an organization’s strategic objectives. There will be an exploration of methods, theories and issues regarding workforce expectations and performance.HRM 367
Creativity & Innovation in Organizations
1 credit
This course provides students with an understanding of how creativity and innovation can be facilitated and managed in a work setting. Students will learn about theoretical conceptualizations of creativity and innovation as well as practical applications involved in fostering creativity and innovation in the workplace.HRM 368
Human Resources in Film
1 credit
This course uses movies to explore the dynamics of organizations and the role of Human Resources. Human Resource Management topics dramatized in movies include ethics, group problem solving, crisis management, cultural diversity, change management, conflict resolution, globalization, communication, goal-setting, and participatory vs. authoritarian management techniques, among others. The knowledge available in movies will be supplemented with readings, personal reflection, and a leadership project. HRM 369
Mental Health in the Workplace
1 credit
This course provides an overview of the importance of good mental health and well-being in the workplace. The course reviews the ways that the HR function in an organization can assist employees and managers in understanding mental health and how to strategically promote mental well-being in the workplace.
HRM 370
Intro to People Analytics
1 credit
Big data is transforming the Human Resource Profession as quantitative analysis is now regularly used to make decisions regarding hiring, developing and retaining the right employees. People analytics is a data-driven approach to strategically managing human capital. The purpose of this 1-credit course is to acclimate students on how HR Professionals can use analytics to make informed strategic decisions. HRM 371
The HR Professional
1 credit
This course helps bridge the gap between theory and practice for the HR professional. Utilizing case studies and scenarios, students will review the essential knowledge, skills, abilities, and attitudes of an HR professional and how to correctly apply them in handling various issues and tasks involved in the regular functions of an HR position. HRM 372
Emerging Technologies in HR
1 credit
This course provides an overview of the various emerging technological trends impacting the effectiveness and efficiencies of Human Resource (HR) management. The course also reviews the effects of HR technologies on the role of HR within an organization. HRM 373
HR and the Virtual Work World
1 credit
This course provides an overview of the current and emerging trend of virtual workplaces and its impact to the Human Resource (HR) function of organizations. The course reviews best practices and evidence-based tools that will enable HR to function as a strategic business partner amidst accelerated technological innovations impacting the way that work is accomplished in organizations.
HRM 374
Future of Training and Development
1 credit
This one-credit course surveys the various technological and societal trends that are impacting training and development. Students will examine technological advancements, methodologies, and strategies that will help prepare them personally for the future changes in the profession and to be strategic transformation partners ensuring that the training and development of an organization is built for the future.
HRM 375
Entrepreneurial Strategic Staffing
1 credit
This one-credit course provides a foundational overview of the theoretical and practical knowledge in the area of strategic staffing for entrepreneurial enterprises. The course is tailored to the unique needs of new entrepreneurial enterprises during the start-up and growth phases in the areas of recruitment, selection, and talent development of human capital.
HRM 400
Legal Aspects of Human Resource Management
3 credits
This course develops a comprehensive understanding of the legislative and administrative laws and judicial rulings affecting the human resources professional. Understanding employment law is the primary focus of this course.
Prerequisite(s): HRM 311 or POL355 or LES200
HRM 402
International Comparative Labor and Employment Relations
3 credits
This course surveys the range of approaches to labor and employment relations in various developed and developing countries. The course will compare various aspects of employee relations (e.g. unionization, labor-management relations, government intervention, and adopted models of employee relations) and how they are adapting to the challenges presented through globalization and technological advancement.
Prerequisite(s): HRM 350
HRM 405
Compensation Administration
3 credits
This course examines compensation and reward systems, including wage and salary administration, incentive plans, and employee benefit programs. The role of the human resources professional in developing and administering these programs is examined throughout the course.
Prerequisite(s): HRM 311
HRM 410
Training and Development
3 credits
This course provides students with a practical approach to training employees in the business environment. Components of training design, including needs assessment, objectives, and evaluation are studied. Training presentation styles are also reviewed.
Prerequisite(s): HRM 310
HRM 450
Strategic Human Capital Management
3 credits
The field of Human Resources continues to evolve as the needs of organizations change in an era of globalization and increasing competitiveness. Human Resource professionals need to be proficient in their discipline and the business operations to assess the human capital needs and to achieve the human capital objectives necessary for the successful implementation of business goals. Additionally, Human Resource professionals need to be able to effectively articulate human capital needs utilizing business vocabulary to gain board and senior leadership support. This capstone course will help enhance the business acumen of Human Resources students so that they can effectively partner with various levels of an organization to further the human capital initiatives within an organization. Additionally, this course will examine the implications of globalization and knowledge management upon the field of Human Resources.
Prerequisite(s): HRM 400, FIN 305, BBM 320, HRM 405
HRM 460
Topics in Human Resource Management
3 credits
This course is an intensive study of selected topics related to the field of human resource management. Emphasis is on in-depth research in staffing, human resource development, or international human resource management, as selected by the instructor.
HRM 480
Experiential Learning in HRM
3 credits
This course provides students with an experiential learning opportunity to engage in project-based learning (approximately 30-hours) within the student’s current employment context or through a simulated work experience utilizing scenario-based application assessments that align with the competencies of an entry-level HR professional as identified by the Society for Human Resource Management. The course provides students with an opportunity to define, analyze and apply HR theories and models to resolve a complex organizational problem(s) and real-world experiences to strategize HR related solution and opportunities. This course will also cover phases of career management including preparing for the job market, understanding the job search process, and maximizing effectiveness in career development.
Prerequisite(s): HRM 311
HRM 490
Internship in Human Resource Management
3 credits
The internship provides work experience, allowing the student to consolidate knowledge, apply skills, and organize a philosophical framework vital for success in the field of human resource management. Students must have a minimum of 60 credits and a minimum GPA of 2.5. Course is graded satisfactory/unsatisfactory.
Prerequisite(s): HRM 311
HRM 491
Internship in Human Resource Management
3 credits
The internship provides work experience, allowing the student to consolidate knowledge, apply skills, and organize a philosophical framework vital for success in the field of human resource management. Students must have a minimum of 60 credits and a minimum GPA of 2.5. Course is graded satisfactory/unsatisfactory.
Prerequisite(s): HRM 311
HRM 492
Internship in Human Resource Management
3 credits
The internship provides work experience, allowing the student to consolidate knowledge, apply skills, and organize a philosophical framework vital for success in the field of human resource management. Students must have a minimum of 60 credits and a minimum GPA of 2.5. Course is graded satisfactory/unsatisfactory.
Prerequisite(s): HRM 311
HRM 493
Internship in Human Resource Management
3 credits
The internship provides work experience, allowing the student to consolidate knowledge, apply skills, and organize a philosophical framework vital for success in the field of human resource management. Students must have a minimum of 60 credits and a minimum GPA of 2.5. Course is graded satisfactory/unsatisfactory.
Prerequisite(s): HRM 311