| 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
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, 6626, 6627 |
Specialized Study in the Area of
Human Resource Management (1-6)
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. |
