| Class Schedules Index | Course Catalogs Index | Class Search Page |
| Human Resources | |
| HR 4005 | Talent Management (3) |
| Survey of individual (as opposed to systemic) topics in HR management. Topics include employee relations, job satisfaction, personnel selection and placement, job analysis and design, interviewing techniques, performance appraisal and training, and wage and salary administration. | |
| HR 4010 | Management of Organizations (3) |
| Presents a broad view of management theories and principles. Topics include historical and current trends in management, how organizations plan and make decisions, leadership, and resource management. Course was offered Spring 2019, Spring 2018, Summer 2017, Summer 2016, Spring 2016, Spring 2015, Spring 2014, Spring 2013, Spring 2012, Spring 2011, Spring 2010 | |
| HR 4020 | Human Resources Management (3) |
| Survey of individual (as opposed to systemic) topics in HR management. Topics include employee relations, job satisfaction, personnel selection and placement, job analysis and design, interviewing techniques, performance appraisal and training, and wage and salary administration. | |
| HR 4030 | Organizational Change and Development (3) |
| Analyzes key concepts and theories in organizational behavior and organizational development. Focuses on students' development of the diagnostic skills necessary to effectively manage organizational change. Deals with specific issues such as downsizing, mergers and acquisitions, and the inclusion of an international workforce into a "new" corporate culture. Prerequisite: HR 4010 or with instructor permission or program director permission. Course was offered Spring 2020, Fall 2019, Spring 2019, Fall 2018, Spring 2018, Spring 2017, Fall 2016, Fall 2015, Spring 2015, Spring 2014, Spring 2013, Spring 2011 | |
| HR 4050 | Legal and Ethical Issues in Human Resources (3) |
| Addresses employment laws and issues, including the Civil Rights Acts of 1964 and 1991, FLSA, ADA, FMLA, ERISA, selected immigration laws, affirmative action, sexual harassment, and other issues of gender and racial/ethnic equity. Also deals with business ethics issues as they relate to HR. Prerequisite: HR 4010 or HR 4020 or with instructor permission or program director permission. Course was offered Spring 2020, Spring 2019, Spring 2018, Spring 2017, Spring 2016, Spring 2015, Spring 2014, Spring 2013, Spring 2012, Spring 2011, Spring 2010 | |
| HR 4070 | Employee Relations, Engagement and Advocacy (3) |
| Explores role of employee relations in an organization. Provides practical consulting skills for HR professional's role as business partner. Topics include policies and practicies governing workplace rules + conduct; gov. regulations impacting employment + compliance; and a range of concepts, practices and objectives arising from organization-employee relations. Prerequisite: HR 4010, HR 4020, or with instructor permission or program director permission. | |
| HR 4080 | Compensation and Benefits (3) |
| Examines the theories, practices, and various methods of compensation, in the context of business strategy and culture. Assesses the role of compensation in workforce planning. Develops and provides opportunities to apply skills in administering compensation policies. Prerequisite: HR 4010, HR 4050, or with instructor permission or program director permission. | |
| HR 4090 | Strategic Workforce Planning (3) |
| Addresses HR recruitment planning, recruiting, job placement, performance appraisal, and outplacement resulting from layoffs, downsizing, or firing. Prerequisite: HR 4010, HR 4020 or with instructor or program director permission Course was offered Summer 2020, Summer 2019, Summer 2018, Summer 2017, Summer 2016, Summer 2015, Summer 2014, Summer 2013, Spring 2010 | |
| HR 4110 | Consulting Theory and Practice (3) |
| Prepares HR professionals to be more effective internal consultants, to do consultative selling of HR programs, and to work with outside agencies to meet their organization's needs. Course was offered Spring 2011 | |
| HR 4130 | Financial Management (3) |
| Provides an understanding of finance, ranging from basic finance and its application to HR to more complex applications. Useful for HR professionals with little background in finance. | |
| HR 4140 | Labor Relations (3) |
| Examines the National Labor Relations Act and addresses negotiation and conflict resolution, labor theory, labor history, and labor economics. | |
| HR 4150 | Topics in Labor Economics (3) |
| Examines unemployment in the United States today: what causes it, why it persists, and what can be done about it; the impact of discrimination in labor markets, both from a theoretical and historical perspective; and the real effects of labor unions on the economy. | |
| HR 5005 | Talent Management (3) |
| Explores the full body of knowledge of talent management and surveys the impact of the TM function and its influence upon organizations. Assesses the strategic impact of talent management and the labor force on organizations in the 21st century. Reviews challenges that senior leaders face in hiring top talent, and engaging, motivating and retaining the best employees. | |
| HR 5010 | Research and Evaluation (3) |
| Explores the following: research rigor in education; research project design and theoretical foundations of the various traditions; data collection and analyses; assessment and evaluation principles; forecasts; mapping techniques; and optimizing informational databases accessible to the public. | |
| HR 5020 | Staffing and Career Management (3) |
| Offered Spring 2025 | Examines the processes and techniques that establish and govern the flow of interrelated organizational staffing activities. Includes case studies covering the latest staffing models and systems, economic conditions that impact staffing, laws and regulations, strategy and planning, measurement, job analysis, internal and external recruiting, and decision making. |
| HR 5030 | Strategic Compensation (3) |
| Explores strategic choices in managing compensation through a pay model that is based upon the foundational policy decisions of the compensation system, the means of compensation, and the objectives of the compensation. Includes strategic perspectives, internal consistency, external competitiveness, employee contributions, and administration of the pay system efficiently, equitably, and in compliance with the law. Course was offered Fall 2024, Spring 2024, Summer 2023, Summer 2022, Summer 2021, Summer 2020, Summer 2019, Summer 2018, Summer 2017, Summer 2016, Summer 2015, Summer 2014, Summer 2013, Summer 2012, Summer 2011, Summer 2010, Spring 2010 | |
| HR 5040 | Organizational Performance Management (3) |
| Offered Spring 2025 | Examines the influence of human performance elements (such as quality of work-life, rewards and recognition, job design, teambuilding, and participative management) on organizational performance. |
| HR 5050 | Organizational Change and Development (3) |
| Enables the student to understand the behavioral concepts and theories that form the foundation of organizational development, the process of change management, and the organizational development techniques and interventions designed to improve organization effectiveness. Explores such concepts and processes as power and influence, conflict, inter-group behavior, decision-making, and communication. Course was offered Fall 2024, Spring 2024, Spring 2023, Spring 2022, Spring 2021, Spring 2020, Spring 2019, Spring 2018, Spring 2017, Spring 2016, Spring 2015, Spring 2014, Spring 2013, Spring 2012, Spring 2011, Spring 2010 | |
| HR 5060 | Transformational Leadership in Human Resources Management (3) |
| Prepares leaders and managers to meet their organizations' simultaneous need for stability and change. Reviews the components of the leadership process (goals, leader, followers, and activities), and the psychological, behavioral, sociological, and cognitive underpinnings of leadership strategies. Course was offered Spring 2023, Spring 2022, Spring 2021, Spring 2020, Spring 2019, Spring 2018, Spring 2017, Spring 2016, Spring 2015, Spring 2014, Spring 2013, Spring 2012, Fall 2011, Spring 2011, Spring 2010 | |
| HR 5070 | Strategic Human Capital Management (3) |
| Prepares graduate level students for more responsible human resources leadership positions as seen from the perspective of top management. Discusses strategic human resources functions and processes designed to develop an effective strategic human capital plan. | |
| HR 5110 | Management Consulting:Theories and Practice (3) |
| Explores theoretical foundations of management consulting using a reasoned thought approach. Cultivates thinking in rational ways so that students can apply the principles and concepts of management consulting in the workplace. Topics include management consulting in the public and private sectors, how consulting works, the use of performance and management tools and techniques to build consulting skills. | |
| HR 5112 | SHRM Learning System and Exam Preparation (3) |
| Offered Spring 2025 | Prepares students for Society of Human Resources Management (SHRM) industry certification exams (Certified Professional or Senior Certified Professional). Uses SHRM Body of Applied Skills and Knowledge (BASK), which defines standards for HR professionals globally. Enables students to better comprehend and apply HR topics. See SHRM for full certification requirements. Enrolled students receive partner price for SHRM Learning System and textbooks. |
| HR 5115 | Workforce Inclusion, Equity and Belonging (3) |
| Focuses on issues, challenges, and subtle dynamics that operate in cross-cultural organizations for which students learn to build functional and effective workplace relationships. Participants will learn to manage diversity as an asset to sustainable competitive advantage to achieve the strategic goals of the organization. A framework for the strategic management of diversity, equity, and inclusion will also be developed and discussed. | |
| HR 5120 | Strategic Business Communications (3) |
| Emphasizes business communication in the workplace to assist human resource practitioners who are required to prepare briefings, verbal presentations, letters and memoranda for different audiences and levels of management within their organization. Focuses on direct, concise reader-oriented communications and helps participants develop a purpose, create powerful sentences, adjust tone, body language and clearly communicate ideas. | |