Introduction to the study of Human Resource Management (HRM), those activities related to the performance of people at work. Emphasis 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. 3 Credits (3 Lecture) Prerequisite(s): MGT115 or HSR240.
Recruitment, Placement and Staffing
Introduction to the human resource functions of recruitment, placement, and staffing of organizations. Course work addresses every organization's need for planning future staffing requirements based upon current and projected organizational activities and plans. Students learn the processes of recruitment, selection, and placement of new employees in organizations. Topics 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) Prerequisite(s): HRM300. As needed.
Organizational Training and Development
Introduction to the training, orientation, and the development of employees in organizational settings. Emphasis on the understanding and application of proven techniques to effectively train and develop employees in the workplace. Students learn 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. 3 Credits (3 Lecture) Prerequisite(s): MGT115. As needed.
Introduction to labor relations and the development of unions in America. Course work provides the competencies and knowledge necessary for successful working collaboration with a “union shop.” Topics focus on the role and purpose of unions in the American workplace; the evolution of the American labor movement; concepts surrounding the union-management relationship and processes such as campaigns, elections, bargaining and contract negotiations, grievances, mediation and arbitration, strikes, impasses, and conflict dispute resolution; and the future of unionization in America and worldwide. 3 Credits (3 Lecture) Prerequisite(s): HRM300. As needed.
Compensation and Benefits
Study 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. Specific skills learned include 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) Prerequisite(s): HRM300. As needed.