Human Resources

An introduction to the fundamentals of human resource management (HRM) and the integral role it plays in the success of today’s organizations as a strategic partner. An overview of the HRM areas to include recruitment and selection, compensation and benefits, training and development, safety and health, diversity, employee engagement, performance management, motivation, employee relations, and HR planning. Not open to HRM majors with junior or senior standing (60 semester hours or more completed).

The course introduces students to models and steps in instructional design.  A systematic process to developing instructional products is adopted along with Canvas as their instructional design platform.  Principles of educational psychology, with an emphasis on a cognitive model of learning as well as other models/theories of learning.  In addition, theories of motivation and instructional strategies will be considered. 

An approach to studying the total compensation methodology of today's organizations utilizing both tangible and intangible forms of compensation. Compensation strategies can be effective to motivate and reward employee performance in today's changing work environment.

This course presents the research, practice, and ethics relevant to organizational development, including consulting skills, tools, and techniques for analyzing problems, developing, implementing and evaluating organizational development interventions, and ethical issues at each stage of the consulting process.

The course takes a strategic approach to talent acquisition and retention which helps the HR team align its activities with the organization’s long-range business goals and strategies. It goes beyond immediate staffing needs to encompass contemporary themes in staffing organizations including employer branding, the psychological contract, use of social media and technology in recruiting.  

This course will entail readings, cases, discussions, research, guest speakers and exercises so students may understand the complexity of managing diversity in an increasingly diverse workplace.

The course helps students develop knowledge and competence in HR measurement which systematically aligns HR investments with organizational goals, making HR a true strategic partner.  The course gives students an opportunity to learn how to choose, implement, and use metrics to improve decision-making, optimize organizational effectiveness, and maximize the value of all HR expenditures.  Knowledge of HRIS will be required. 

This course offers a careful study of coaching and mentoring processes useful for empowering individuals and groups toward improved performance and strategic growth.  The course explores the process, approaches, benefits and relationships of coaching and mentoring within the workplace.  Various models of coaching and mentoring are explored. 

This course offers a careful study of coaching and mentoring processes useful for empowering individuals and groups toward improved performance and strategic growth. The course explores the process, approaches, benefits and relationships of coaching and mentoring within the workplace. Various models of coaching and mentoring are explored.   

The capstone course studying the strategic approach to optimizing human resources of the organization. The globalization of business creates the need for effective management of human resources to sustain a competitive advantage, critical to the success of any enterprise.

The student is placed in a local private or public enterprise to gain work-related experience in HR. The student will have a faculty sponsor as well as a supervisor at the enterprise to direct and supervise the student’s activities. A student is expected to complete 125 hours or 250 hours for 3 or 6 hours of credit, respectively.