|
HRM |
6601 |
Legal
Environment of Employment Decisions (3) |
| |
|
This course is designed to help
the student understand the law as it applies to the
management of human resources. It addresses such topics as
the judicial system, methods for resolving disputes, the
constitution and the Bill of Rights as they apply to people
and law involving administrative agencies. Its coverage is
aimed at preparing the managers of human resources to
recognize legal problems, to know the legal impact of
decisions on personnel matters and to be knowledgeable in
general of the law as it might impact individuals in
organizations. |
|
HRM |
6603 |
Human
Resource Management (3) |
| |
|
The study of the management of
people at work with emphasis on recruiting, selecting,
training and evaluating personnel. |
|
HRM |
6604
|
Labor Law
(3) |
| |
|
A broad overview of relevant
laws, court decisions and administrative agency rulings
relating to union/management relations. An introduction to
the techniques, strategies and objectives of contract
negotiation and collective bargaining in union/management
relations. |
|
HRM |
6619 |
Seminar in
Human Resource Administration (3) |
| |
|
Analysis and discussion of
current problems and issues in HRM. |
|
HRM |
6622 |
Human
Resource Staffing (3) |
| |
|
Study of theory, principles,
and legal requirements for effective recruitment, selection,
and promotion in organizational settings. The course
provides an in-depth analysis of tools, techniques and
statistical concepts applied to the fundamental HR function. |
|
HRM |
6623 |
Training and
Development of Human Resources (3) |
| |
|
A study of concepts and
practices critical to identifying human resources training
and developmental needs critical to ensuring organizational
effectiveness. |
|
HRM |
6625, |
Specialized
Study in the Area of Human Resource Management
(1-6) |
| |
6626,
6627 |
Study of a problem or problems
using research techniques. The study topic requires
approval of the student’s adviser, the instructor under whom
study is to be made, the college dean and the graduate
dean. The course requires preparation of a scholarly paper
or project and may involve an oral defense. Total credit
for any combination of enrollments in these courses is not
to exceed six semester hours. A specialized study, with
prior approval, may be substituted for only one required
course in a student’s program. See semester hour limits
listed under Course Restrictions in General Regulations
section. |
|
HRM |
6632 |
Compensation
Management (3) |
| |
|
Designed to provide the student
with both the theoretical and practical knowledge to design,
administer, and evaluate compensation and benefits systems. |
|
HRM |
6645 |
International Human Resource Management (3) |
| |
|
A survey of theory and practice
of human resource management in global firms and issues of
cross cultural communication and behavior affecting
organizational effectiveness in culturally diverse
organizations. |
|
HRM |
6689 |
Human
Resource Management Internship (3) |
| |
|
Must be unconditionally
admitted to the Master of Science in Human Resources
Management program, must have less than one year’s work
experience in the Human Resources Management field, must not
be currently employed in any capacity by a firm or
organization sponsoring the internship, must have completed
at least four required courses by the start of the semester
in which the internship begins (i.e., courses should include
HRM 6603 and at least one of the following courses: HRM
6622, HRM 6623, or HRM 6632, as approved by the student’s
academic adviser). At least one semester prior to
registration for the internship, students must submit a
written request to the faculty adviser who will supervise
the internship. The request should include the student’s
reasons for wanting to participate in the internship program
as well as the goals the student hopes to achieve. The
internship request must be approved prior to registration
for credit. |
|
HRM |
6698 |
Strategic
Human Resource Management (3) |
| |
|
This course focuses on an
integration of theories and concepts related to
the formulation and implementation of human
resource strategies to support business
strategies. Students analyze case studies,
identify problems and their causes, and propose
solutions both orally and in writing. The
course is also designed to broaden the student’s
exposure to the classical and contemporary
literature of human resource management.
This is the HRM capstone course. HRM
students must have successfully completed no
fewer than five HRM courses, to include HRM
6601, 6603, 6622, 6623, and 6632. |
