400

This course provides the foundation of theories and practices of human resource management (HR) in supporting organizational effectiveness. Students explore major topics in human resources such as recruiting, compensation, employee relations, performance management, talent development, and organizational culture. Coverage includes HR’s role in emphasizing equal opportunity and diverse workplaces, as well as the role of strategic and global human resources.

Organizations’ total rewards strategies are essential for advancing the organizational mission, vision, values, and goals. Total rewards serve as effective levers for the recruitment, retention, and engagement of a high-performing workforce. This course explores a wide range of monetary and non-monetary rewards, with a special focus on compensation and salary structure design and the development and administration of health benefit plans and retirement plans. This is an advanced standing course that may count toward both baccalaureate and master’s degrees. Pre-requisite(s): HRM 400. Co-requisite(s): None. 5 quarter hours

Measuring employee performance is instrumental for making data-informed decisions and developing strategies for improvement. This course focuses on the full cycle of employee performance analysis and management, as well as its relationship to reward systems. Students explore practical strategies for selecting a performance measurement approach, measuring performance and behavioral outcomes, and continuously improving those outcomes through employee goal-setting and development. This is an advanced standing course that may count toward both baccalaureate and master’s degrees. Pre-requisite(s): HRM 400; completion of 90+ QH; and CGPA of 3.0 or higher; or permission of the Program. Co-requisite(s): None. 5 quarter hours

Talent is a key source of an organization’s competitive advantage. Acquiring and retaining talent is essential to an organization’s business strategy. This course focuses on talent acquisition strategy, job analysis and competency modeling, drafting job descriptions, and forecasting staffing needs. Other topics covered in this course include sourcing, recruiting, applicant tracking, interviewing and other forms of candidate assessment, and selection. Students also explore strategies for talent management from onboarding through retention. This is an advanced standing course that may count toward both baccalaureate and master’s degrees. Pre-requisite(s): HRM 400; completion of 90+QH; and CGPA of 3.0 or higher; or permission of the Program Chair or designate. Co-requisite(s): None. 5 quarter hours

Today’s HR manager must be knowledgeable in employment law and be able to interpret and apply this to real-world workplace scenarios. Focusing on United States employment law, students survey legal issues in employer-employee relationships and employment status. Students examine employment at will, employee protections provided through federal and state laws, and the EEOC’s enforcement of anti-discrimination laws. Students explore the role of labor unions and the process of negotiating and administering collective bargaining agreements. This is an advanced standing course that may count toward both baccalaureate and master’s degrees. Pre-requisite(s): HRM 400; completion of 90+ QH; and CGPA of 3.0 or higher; or permission of the Program or designate. 5 quarter hours