Human Resources (HRM)

The purpose of this course is to provide an understanding of fundamental critical issues, concepts, and functions of Human Resources (HR). This course explores how the management of human resources can help companies meet their competitive challenges.

This course will examine both the theory and practice of total compensation. Topics include strategic compensation, employee compensation and benefits, job evaluation, external competitiveness & market analysis, incentives and variable pay, employee motivation, compensation and performance management administration. A variety of approaches will be used to analyze organizational compensation policy and design. Consideration is given to the interaction between human resource managers and managers throughout the organization to implement effective compensation programs.

This course focuses on the role of training and employee development in organizations. Students will learn current theory on learning and program design, training methods and evaluation, e-learning and the use of technology in training, and the relationship of training to career management.

This course will explore the basic framework of employment law in the United States. Topics include collective bargaining, the negotiation process, the labor contract's scope, and the major substantive bargaining issues. The policies, practices, and issues required to build strong employee relations will also be examined.

This course introduces human resources strategies used by multinational companies in today's global economy. Topics include employment and staffing; compensation; benefits; labor laws; employment-related taxation; immigration; permanent resident and temporary work visa status; and expatriate and repatriation policies and practices. Cultural awareness, language differences, and managing virtual teams also will be covered.

This course presents organizational development as a process of planned change to improve an organization's overall effectiveness within a changing and complex environment. Examines the major components of organizational development: the evolution of organizational development, the nature of change, and how the organizational development practitioner plans and implements interventions to create interpersonal, group, inter‐group, or organization‐wide change. Emphasize the human relations role in the change process and the HR professional as a change agent. This course is also recommended for students interested in consulting or other roles that involve change and development in the workplace.

This project-centered course requires students to develop a comprehensive human resource plan for an organization. Plans must include considerations of planning, staff development, compensation and benefit structures, and organizational health and safety requirements. Students will write and present a comprehensive plan, including materials targeted for employee development and relations.