The study of the management of people at work with an emphasis on recruiting, selecting, training and evaluating personnel. The study of the use of technology to streamline HR activities. Must be taken during the first term. Prerequisite: BUS 6600 (if required for admission to the MSHRM program).
A broad survey 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, collective bargaining, and contract administration. For MSHRM students, this elective should be taken after completing 15 credit hours in the MSHRM program.
This course is designed to help the student learn the law as it applies to the management of human resources. Its coverage is aimed at preparing human resources professionals 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.
A study of theory, principles, and legal requirements for effective workplace planning, recruitment, selection, and employment in organizational settings. The course provides an in-depth analysis of tools, techniques and statistical concepts applied to the fundamental HR function of workforce planning and staffing.
A study of concepts and practices critical to identifying employee human resources training and developmental needs and programs critical to ensuring organizational effectiveness. Topics include instructional systems development, succession planning, coaching, and organizational development.
The detailed study of a problem, topic, or issue in Human Resource Management. The course requires preparation of a scholarly paper and oral defense. For MSHRM students, this elective should be taken after completing 15 credit hours in the MSHRM program. Special conditions, restrictions, and approvals apply; contact the Program Directors for information.
This elective course applies the principles of human resource management to the hospitality industry. It also provides an overview of the hospitality industry and analyzes contemporary issues in the management of human capital in the hospitality industry. For MSHRM students, this elective should be taken after completing 15 credit hours in the MSHRM program.
This course is designed to provide the student with both the theoretical and practical knowledge to design, administer, and evaluate compensation systems. It address the application of both tangible and intangible forms of compensation to attract, motivate and retain employees.
This course is designed to develop the student’s understanding of major employment laws and sound employee relations practices that promote positive employee relationships, employee engagement, and retention. The course examines key employee relations functions such as developing corporate culture, promoting effective organizational communication, advancing diversity, equity, and inclusion, resolving issues of employee misconduct, fostering employee safety, health and wellness, and ensuring legal compliance.
An examination of the metrics, data analysis methods, and data interpretation that are central to creating evidence-based human capital management practices that support business strategy. Applications will relate to the analysis of a variety of human resource functions. While the course takes an applied perspective, basic competency in Excel or SPSS and related statistical techniques (e.g., ANOVA, correlation, regression) is required. For MSHRM students, this elective should be taken after completing 15 credit hours in the MSHRM program.
A survey of the theory and practice of human resource management in global firms and issues of cross-cultural communication and behavior affecting organizational effectiveness in culturally diverse environments. For MSHRM students, this elective should be taken after completing 15 credit hours in the MSHRM 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 the firm or organization sponsoring the internship, and must have completed at least 12 credit hours in the MSHRM program prior to the term in which the internship is to begin. Special conditions and approvals apply; contact the Program Director for information.
This capstone course serves as a review and integration of theories and concepts related to the formulation and implementation of human resource strategies to support business strategies. Students discuss issues, analyze case studies, identify problems and their causes, and propose solutions. A grade of B or better is required. Prerequisites: Successful completion of all non-elective HRM courses. Under extenuating circumstances, enrollment in HRM 6698 may be permitted with the approval of the Department Chair as long as only one non-elective course has not been completed but is taken concurrently with HRM 6698.