M.S. in Human Resources Management

GRADUATE STUDY

COURSE CONTENT

FALL SEMESTER

SPRING SEMESTER

SUMMER CLASSES

COURSE DESCRIPTION

HRM 701: Advanced Organizational Development:-

This course addresses the need for planned change focused on an organization's ability to compete over the long term. It addresses individual, team, and organization-wide interventions that can raise productivity/quality, improve competitiveness, increase skills, improve morale, and renew commitment to employee involvement. It will incorporate both the scientific and systems perspective in the use of behavioral science knowledge. In addition, students will compare and appreciate inquiry with the standard problem-solving approach as they learn about a variety of models, methods, and tools.

HRM 711: Employee Relations:-

An in-depth examination of labor relations, covering collective bargaining, contract negotiation, contract administration, mediation, arbitration, and other types of dispute resolution case problems based on actual situations that are utilized to acquaint students with union-management relations..

HRM 714: Career Development:-

Work and professional careers are an important component and often the central focus of individual lives. Despite this, critical career choices are all too often made without the careful planning, information gathering, and analysis that are taken for granted in other business decisions. The purpose of this course is to lay the basis for effective personal career management. The course is aimed specifically at students who want to improve their abilities and skills and real-world opportunities..

HRM 715: Measuring Human Resources:-

This course affects every aspect of the organization. This course addresses how to build measurement strategies for all HR activity so that the impact can be determined. A value-adding approach will be taken so that HR practitioners will be able to exhibit an understanding of the business. This will include aspects that influence organizational quality, productivity, services, and profitability. HR will be assessed as a system within a system. Students will learn how to position HR as a strategic partner.

HRM 716: Strategic Human Resource Management:-

This course compares where HRM is now and where it needs to be in the future based upon needed competencies. There are many business trends that will influence the future of organizations. HRM must play a key role during those time of transition; students will learn to link successful tools and strategies to fulfilling that role. This course will address ways in which HRM can provide services that help the organization meet business objectives. Students will learn how to assess the state of an HR department as a major contributor to successful problem-solving and decision- making. Students will learn how to develop alignment among vision, strategy and values in the development of a paradigm that rejects the traditional approach to HR that many organizations have not yet escaped from. Students will build skills in strategy development, inclusive of key explosion points.

HRM 718: Human Resource Development:-

This course addresses the entire range of topics that have traditionally been included in an organization's HRD function such as designing systems of instruction as well as content that reflects the future of HRD such as job aids and electronic performance support systems. The course will focus on various aspects of a corporate training and development function, training program design and development, various methods and media for training delivery, 17 different training applications, and various resources available for HRD efforts.

HRM 719: Talent Management:-

This course focuses on the strategies and tools that human resource professionals use to create organizational excellence by identifying high quality talent; creation of technological strategies to recruit high quality talent; development of systems that will provide highest levels of both personal and professional development and growth within the organization; creation of promotional and cross-functional systems that will talent strength the organization; development of retention strategies that tie rewards to performance of talent; creation of workforce planning systems that will provide succession planning of best talent within the organization; and utilization of technological systems to support these functions within human resources planning.

HRM 720: Employee Health and Reward Systems:-

This course examines the strategies and options available to maintain employee health, as well as compensation administration. Job evaluation, incentive systems, and work sampling will be considered. A strong course focus will be on pay for performance. Innovative approaches that have been used by a variety of organizations will be studied.

HRM 721: Special Topics in Human Resource Management:-

Topics include Quality of Work Life; Second-Career Decision and Midlife Change; Conflict Management/Team Management; Incentive Systems and Incentive Contracting; and Management Education and Training.

HRM 723: Organization Consultation:-

This course addresses the use of internal/external consultation processes in organizations. The framework of consultation as helping organizations reach a level of optimum performance will be utilized. Organizations will be treated as learning systems. Individual consulting styles will be analyzed.

HRM 724: Human Resource Certification Workshop:-

As the last course in the HRM curriculum, this course provides a unique learning experience, reviewing and integrating all the student has learned. All aspects of HRM are addressed. This course also prepares students to sit for the HRCI certification exams. Considerable time is spent simulating the exam experience.

HRM 727: Employee Relations:-

An investigation of the rights and responsibilities of employees and organizations in union and nonunion environments in the United States. The legal framework is reviewed, primarily at the federal level and the strategic fit of employee relations programs/services within the organization is examined. Discussion covers current issues such as equal employment opportunity, privacy, drug testing, wrongful discharge, health and safety, and pension and benefit plans, as well as public-sector and global issues

HRM 728: Lifestyle Benefits and Compensation in the New Millennium:-

This course is designed to provide the non-accountant and financial manager with the knowledge necessary to interact with professionals from those disciplines. The majority of the material draws from the theory and practice of financial management. Sufficient accounting background is provided to enable the student to understand and work with information provided by accounting and finance professionals. Emphasis is placed on understanding terms, concepts, and uses of information provided by these functions rather than on the actual performance of the calculations.

HRM 729: Strategic Recruiting, Retention and Succession Planning:-

This course will focus on how the best practices of strategic manpower planning, advanced compensation and reward systems, and developmental interventions all make for a foundation culminating in an "organization of choice" rather than an "organization of last resort." Topics covered include the development of a qualified pool of candidates, labor force trends, long term strategic growth and retention.

HRM 732: Intellectual Capital and the Workplace Learner:-

The knowledge and skills of employees, no matter what the organization’s market niche, is constantly evolving. This course will discuss changes that are necessary to support strategic initiatives for the organization while developing and nurturing of new capabilities, knowledge and skills of employees. Interpersonal skills, team skills, consultative skills, coaching, leadership and risk taking are but a few of the topics covered as well as business acumen, strategic planning skills, change management, cross functional experience, technological mastery, global understanding and additional intellectual capital demands being placed upon our organization’s environments. This course will help human resource professionals with the understanding necessary to retool the present diversified workforce.

HRM 734: The Effectiveness of a Market Connected Culture:-

How a human resource team "connects" the external market to the internal infrastructure of an organization can ultimately mean the difference between overall organizational success and failure. This course will focus on managing and facilitating the culture of an organization requires defining in terms of organizational strategy and the voice of the customer. Culture management, setting the stage for change, formulating strategy, analyzing the need for change, and integrating and implementing the needed human capital of the organization in order to sustain a competitive advantage while adding value is covered in this course. This course will also address issues such as knowledge management, change management and capability building in order to create a culture connected to the market the organization serves.

MGT 741: Legal, Ethical, and Social Values of Business:-

Students will gain an understanding of the meaning and importance of the law, ethics, personal morality, and corporate social responsibility. They will exhibit moral, ethical, and socially responsible behavior, and will be able to analyze business decisions from a legal, ethical, and social responsibility perspective.

MGT 745: Managing Organizational Behavior:-

Managing Organizational Behavior: Students will gain a working knowledge of how to manage personal, interpersonal, and group processes by developing their interpersonal skills to assume responsibility for leading and promoting teamwork among diverse stakeholders. Students will learn to manage individual and group behaviors in improving organizational productivity and performance. Through experiential learning, students will learn to integrate home, work, and educational observations and experiences and to convert them into proactive practical applications for growth and renewal in these diverse settings

HRM 736: Global HR and Diversity:-

It covers major cultural differences in values and attitudes which may affect international HRM effectiveness, global staffing, international compensation, employee relations, labor law, and encourages students to identify the future agenda of international HRM for themselves and/or their organizations

HRM 737: Supervisory Concepts and Practices:-

Through a blend of theory, practice, and skill development, this course explores the supervisory concepts and practices that are used by management in today’s business environment. To operate successfully in this changing environment, organizations need supervisors with the managerial skills and creativity to turn uncertainty into opportunity. This course shows how to apply the principles of supervisory management to recognize and take advantage of those opportunities.

HRM 799: Dissertation