2006-07 Catalog Archive (Archived July 31, 2006)

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Course Descriptions

HRM300
Human Resource Management
This course introduces students to the study of Human Resource Management (HRM), those activities related to the performance of people at work. Emphasis will be placed on those HRM responsibilities that managers must consider: strategic planning and analysis, equal employment opportunity, and compliance, recruiting and selecting, development and training, performance appraisal, compensation and employee benefits, health and safety and employee labor/management relations. Evolving contemporary issues such as management of diversity in a multicultural environment, changes in the demographic and geographic composition of the workforce, individual-centered career planning, and the changing nature of organization-individual relationship are also addressed. (Formerly MGT 340) 3 Credits (3 Lecture - 0 Lab) Prerequisite(s): MGT110 or MGT115 or HSR240.

HRM310
Human Resource Information Systems
This course provides students with an understanding of Human Resource Information Systems (HRIS) and how they support the Human Resource function. Students learn the various HRIS applications currently available such as employee information, application tracking, skills inventory systems, EEO compliance, HR planning and forecasting and the HRIS module of the SAP R/3 software system. While learning about these applications, students will have an opportunity to practice use of the SAP R/3 HRIS module. Students will also learn how HRIS applications support each of the major Human Resource activities in organizations, HR strategic planning activities, and in the manner in which security and privacy issues are addressed to protect employees and organizations. This course also teaches students how to design and select appropriate HRIS systems for various organizational situations. 3 Credits (3 Lecture - 0 Lab) Prerequisite(s): HRM300 and MIS110. Spring Only.

HRM330
Recruitment, Placement and Staffing
This course introduces students to the Human Resource functions of recruitment, placement, and staffing of organizations. A basic need of every organization is the recruitment and hiring of competent employees who possess the skills needed to support the mission of the organization. This course will help students understand and address the need for planning future staffing requirements based upon current and projected organizational activities and plans. Students will learn the processes of recruitment, selection, and placement of new employees in organizations. Topics will include job analysis, internal and external recruitment, use of various selection methods such as interviews and tests, planning and staffing projections, and meeting legal requirements during the hiring process. 3 Credits (3 Lecture - 0 Lab) Prerequisite(s): HRM300. Spring Only.

HRM346
Organizational Training and Development
This course introduces students to the training, orientation, and the development of employees in organizational settings. Instruction emphasizes the understanding and application of proven techniques to effectively train and develop employees in the workplace. Students will also learn how to assess organizational training, development, and orientation needs to support and promote organizational goals. Adult learning theory is taught and reinforced through interactive processes. Students also learn how to plan for training and learning activities and how to evaluate their effectiveness. Some training design and implementation are stressed and practiced including the student delivery of simulated training sessions. (Formerly MGT 346) 3 Credits (3 Lecture - 0 Lab) Prerequisite(s): MGT115. Spring Only.

HRM360
Compensation and Benefits
This course provides students with an understanding of how compensation of employees is identified, measured, and managed in today's organizations. Both direct and indirect forms of compensation are studied, with focuses on traditional pay and benefits, as well as newer forms of compensation used today. Students learn the relationships between compensation and individual performance, compensation and organizational competitiveness, and compensation and attainment of strategic objectives. An important element of this course is that students learn the specific skills of setting up and administering pay plans of all types; salaried, hourly, performance and incentive based, group based, and other newer forms of direct compensation systems. Students also learn important aspects of selecting and administering employee benefits that are a significant portion of the compensation of today's workforce. 3 Credits (3 Lecture - 0 Lab) Prerequisite(s): HRM300. Fall Only.