Human Resource Management
Home > Academics
Name | Title | Credits | School |
---|---|---|---|
HRMT 708 | Employment and Labor Law and Policy | 3 | School of Management |
This course is designed to familiarize students with the major laws and regulations that apply to the employment relationship today. Key federal and state laws including their requirements, provisions, and enforcement are reviewed and implication for employment and labor relations practices and policies are covered. |
|||
HRMT 714 | Organizational Psychology | 3 | School of Management |
This course will help students understand how leadership and managerial decisions shape individual and group behaviors. Theories of personality, motivation, communication, and teamwork are covered. Students will develop practical approaches to effectively manage diversity and inclusion, build employee engagement, and improve the quality of decision-making and collaboration. Special attention is given to culture and the role of leadership in organizations. |
|||
HRMT 722 | Financial Decisions for HR Managers | 3 | School of Management |
This course examines human resources management from a financial perspective. Students will learn to interpret financial statements such as the balance sheet, income and cash flow statements to develop their business acumen. Particular attention is paid to budgeting and HR metrics that have implications for financial and operational decisions. The students will also learn to determine the business and financial impact of human resource management and labor relations initiatives |
|||
HRMT 733 | Labor Management Relations | 3 | School of Management |
This course provides students with an understanding of fundamentals of labor-management relation in the U.S. It reviews the historical development and current situation of unions. It examines the development, application, and enforcement of key labor legislation. The collective bargaining process from organization of workers, to negotiation, to contract administration is covered. |
|||
HRMT 802 | Talent Management | 3 | School of Management |
This advanced course focuses on how organizations acquire and deploy human capital to attain key strategic objectives. Students will analyze the impact of factors such as business strategy, governmental regulations, and labor market conditions on talent needs. Using various data analytics platforms, students will learn how to forecast talent needs, design recruiting and staffing processes, and measure their effectiveness. Special attention is given to managing employee turnover and retention. Prerequisite Course(s): Prerequisite: HRMT 703. |
|||
HRMT 803 | Managing Change in Organizations | 3 | School of Management |
This course is designed to prepare students to become effective change agents at the individual, group, and organizational levels. The course addresses such topics as leading and influencing, organizational development techniques, change methodologies, individual, group, and organizational change processes. This course focuses on the planned and systematic process in which organizational theory and behavioral science principles are employed to manage change and increase individual and organizational effectiveness. The students will learn to apply best practices through case studies and simulations. |
|||
HRMT 807 | Training/Development of Human Resources | 3 | School of Management |
This course examines the role of training and development in increasing individual and organizational effectiveness. The course reviews: adult learning behaviors; methodologies for conducting needs analysis; evaluation of training activities; systemic designs of instructional modules for skills training activities and management development programs; and the role of the training director and management in the training function. |
|||
HRMT 812 | Management of Compensation | 3 | School of Management |
The development, implementation, and administration of compensation programs are covered. Emphasis will be placed on a total rewards approach, including basic wages, incentives, special programs and the role of employee benefits. Consideration will be given to hourly, salaried, sales, professional, and executive compensation plans. Also included is practical application in how to analyze jobs, write job descriptions, develop a hierarchy of jobs, and determine the relative worth of each job by using job evaluation techniques. Prerequisite Course(s): Prerequisite: LR 0906 or HRMT 703 or MGMT 703 |
|||
HRMT 817 | Management of Employee Benefits | 3 | School of Management |
This course covers the establishment and administration of employee benefits programs. Evaluation, design, selection, negotiation, operation, and government reporting requirements of various plans are covered. ERISA requirements are reviewed in detail. Benefit programs studied will include health and welfare, retirement, capital accumulation, and statutory benefits such as disability, unemployment insurance, and workers' compensation. Prerequisite Course(s): Prerequisite: LR 0906 or HRMT 703 or MGMT 703 |
|||
HRMT 822 | Alternative Dispute Resolution | 3 | School of Management |
Disputes occur in all workplaces and business settings. Effective HRM and employee /labor relations managers need to understand how and why these disputes occur and how they can be resolved. This course examines the causes, consequences, and dynamics of dispute in the workplace and business settings; the role of ADR methods in dealing with such disputes, the design of ADR policies and procedures, and provides instruction in the successful use of negotiation, mediation and arbitration methods. |
|||
HRMT 842 | The Collective Bargaining Process | 3 | School of Management |
A study of strategies and tactics of collective bargaining from preparation to the dynamics of negotiation, to contract administration. Resolution of key issues of wages, benefits, working conditions, job security, seniority, and others are examined. Students apply course concepts through participation in mock negotiation exercises. Prerequisite Course(s): Prerequisite: HRMT 733 |
|||
HRMT 872 | Thesis/Practicum or Other Approved Research | 3 | School of Management |
A thesis, practicum or other research as approved by the director. An area of investigation is selected by the student and after appropriate approval, the thesis, practicum, or research will proceed subject to continuous faculty direction and approval. Guidelines for the thesis or practicum may be obtained from the office of the director upon written request of a qualified student. A student must successfully complete 33 credits and be matriculated before registering for this course. A student desiring to register for the thesis or practicum is required to contact the director's office to arrange a personal interview during the semester prior to registration in HRMT 872. |
|||
HRMT 874 | Internship in Human Resources and Labor Relationship | 3 | School of Management |
An advanced elective course which permits the student to apply theoretical knowledge in a real world setting and gain supervised on the job experience. Term paper is required. Provides students with supervised professional experience in a human resources management or labor relations function in an outside organization. Students are expected to meet the professional standards of the organization to which they are assigned. A minimum of 150 hours of field experience is required. Students must meet regularly with their faculty field placement advisors. This course may be counted toward the specialization requirement. Grade will be pass or fail. See department for specific requirements and procedures. Completion of 9 graduate credits in the M.S. program and permission of the chair. |
|||
HRMT 875 | Human Resources Policies and Procedures | 3 | School of Management |
Policy and procedure development is an integral human resources management function. Effective policies must comply with a complex set of employment laws and regulations, and they must be consistent with an organization's business goals, priorities and culture. Though this course, students will develop a set of policies and procedures. Issues involved in multi- state and multi- national operations, as well as electronic policy manuals, will be considered. |
|||
HRMT 882 | Directed Studies | 3 | School of Management |
The course facilitates individual or group study into selected human resource management or labor relations topics. The content focuses student efforts into a specialization supported by a faculty member but not covered in existing courses. |
|||
HRMT 883 | Comprehensive Examination | 0 | School of Management |
The comprehensive examination is required for all students, except for those electing to do a thesis or practicum. This examination tests knowledge of concepts, theories, laws and policies of human resources management and labor relations at the level covered in the core courses. Pass/fail grade. |
|||
HRMT 887 | Human Resource Management Seminar | 3 | School of Management |
An advanced seminar that focuses on the contribution of human resource management practices to the achievement of an organization's strategic goals, and on the role of the human resources professional as a member of the management team. |
|||
HRMT 897 | Maintain Matriculation | 0 | School of Management |
Matriculated students who do not register for coursework in a regular semester (excluding summer) are required to maintain matriculation by registering for this course. |