Curriculum

Using a framework of managerial roles and competencies, this course explores what management involves, how it affects people within an organization, why it is critical to the effective functioning of an organization, and how the accomplishment of management functions may vary in different cultural contexts. The course surveys competencies and knowledge necessary for successfully facing current challenges in the rapidly changing global business environment.

This course is designed to give students a basic understanding of analytics and metrics that are frequently used in the human resources field. A primary objective of the course is to teach students how to use statistics to make data-driven decisions regarding workplace issues as well as strategic human resource issues. Additionally, coursework will focus on developing students into informed consumers of statistical information and developing skills to manage analytical vendors. The course will include hands-on experience conducting statistical analyses using basic univariate, bivariate, and multivariate statistics and basic modeling skills to solve common problems in the HR field. Focus will be placed on interpretation of data and implementing decisions that are data driven.

This course features in-depth exploration of the contemporary human resources function and the fundamental human resources processes. The course provides an introduction to the key areas in human resources and the issues confronting organizations today. Particular emphasis is placed on recruitment and selection, training and development, performance evaluation systems, and compensation and benefits.

Performance management is a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the strategic goals of the organization. The information collected from the performance management system is also used to manage employee performance, assess the achievement of strategic goals, and upper-management decision making. The purpose of this course is to help students understand how to design and implement effective and successful performance management systems. The course includes applied skill-building activities in the areas of performance measurement, performance management system implementation, soft skills, and performance-based reward systems. Throughout the course, learning will take place through a combination of semi-formal lectures, case study analyses, assignments, and a team project.

In an effort to be competitive, organizations of all types must efficiently manage their workforce in order to achieve organizational goals. Human resource professionals need to understand how to manage an organization's human capital needs including workforce planning and forecasting, training and leadership development, succession planning, globalization and diversity of workforce, outsourcing/rightsizing, and the contribution of human capital to organizational development. This course will focus on how organizations can best manage and develop their workforce in order to achieve short-term and long-term organizational goals.
Prerequisite: Take HR-607

Fundamental education in the use of financial statements and financial management increases business credibility within the organization. This course provides an introduction to the basic financial statements (balance sheet, cash flow, and income statement) from an end user's perspective, not a detailed accounting perspective. Topics within financial management will include analysis of firm performance and techniques to assess new business opportunities.

This course examines one of the main functional areas of Human Resource Management, compensation and benefits. After completing the course, students can develop a detailed understanding of the various choices organizations make when deciding how to compensate, support, and reward employees, and the consequences of those choices. Students can also think systematically about how the external environmental conditions and internal organizational situations influence the design and management of an organization's compensation and benefits systems. Experiences focusing on the transfer of course material to real-world situations will be an integral part of the class.

The primary objective of this course is to help you understand the individual, group, and organizational factors that influence individual attitudes, behaviors, and experiences in the workplace. No matter what career path you choose, understanding these topics will enable you to successfully craft your own career and interact effectively with others in the workplace. Because you have already been exposed to the basic theories of management, this course will emphasize applying these theories to address problems and using them to analyze current management trends. We will also discuss the implications of what we learn for your own careers. To achieve these learning objectives, we will supplement readings from the text with readings from business publications, self-assessment exercises, case analyses, group experiences, and reflection.

This course examines the legal relationship between an employer and an employee in the business environment. The course includes a survey and analysis of the laws that govern the employer/employee relationship. Topics include contract law, antidiscrimination law (Title VII, ADA, ADEA, and related EEOC procedure), family and medical leave law, workers compensation law, wage and hour statutes, collective bargaining, and union organizing. The objective of this course is to offer the student the necessary familiarity with prevailing workplace legal issues to enable the student to help recognize and prevent potential liability and efficiently work with legal counsel. Special attention is given to how these issues are dealt with as companies expand globally.

Diversity in the workforce is a critical issue for all organizations. As organizations become more global in nature, an organization's workforce becomes more ethnically and culturally diverse. This course will explore the strategic issues with managing, motivating, and engaging diverse workforces to meet organizational objectives. Particular emphasis will be placed on developing cultures of inclusion for all members of an organization's workforce.

This course explores the intersection of human resource management (HRM) and society, examining how HRM practices are shaped by and influence societal trends and forces. Students will gain a comprehensive understanding of the role of HR in interacting with various stakeholders such as employees, customers, institutions, and the entire society while addressing contemporary social issues such as diversity, equity, and inclusion (DEi), employee and labor relations, technological advancement, workforce demographics, organizational ethics, and corporate social responsibility (CSR) or ESG.

This course is the final required course in the program. Students should have successfully completed all required courses before enrolling in this course. Students will develop a project plan or research proposal for their final project in this class. The course will cover acceptable project ideas, problem statements, literature reviews, research and project evaluation methodologies, and project plans. Each student is required to complete a proposal ready for consideration of review and approvals.