Courses
HRMG-275 Human Resource Management (3)
Human Resource management (HRM), a central function in all organizations, is the effective use of human capital through the management of people-related activities. The general purpose of this course is to familiarize students with the basic principles and techniques of human resource management. The course takes a practical view that integrates the contributions of research with the practical aspects of implementing HR functions in the ‘real world.’ A basic understanding of human resource management is essential for students no matter their major since all managers play an integral role in carrying out HR policies and practices in their organizations. A key objective of this course is to show that HR management is more than payroll and record keeping; it can and should be a central and strategic organizational activity.
Attributes: NLIBHRMG-338 Staffing Human Resources (3)
Staffing Human Resources presents and discusses methods and practices for the attraction, acquisition and retention of human capital in organizations. This course focuses on how the talent management processes aligns with business strategy, therefore providing an invaluable competitive advantage to organizations. Topics covered in this course include strategy in staffing, legal issues, job analysis, recruitment and selection. Cases and activities are used throughout the course to illustrate and reinforce the material covered in lectures and discussions.
Attributes: NLIB
Pre-requisites: HRMG-275 D-HRMG-339 Rewarding&Maintaining HR (3)
This course presents compensation and reward strategies and discusses the strategic role of total compensation in modern business organizations. Compensation represents the rewards that employees receive for performing their jobs, rewards that can be tangible (money, shares, and bonuses) and intangible (time-off, perks, recognition and status, etc.). Some of the topics covered in this course include performance appraisal, financial and non-financial incentives, wages and salary administration as well as ethical and legal considerations regarding compensation. Cases and activities are used throughout this course to enhance discussions and student learning.
Attributes: NLIB
Pre-requisites: HRMG-275 D-HRMG-348 Developing Human Resources (3)
Methods and practices used by organizations for human resource development (HRD). Includes a comprehensive, step-by-step approach to assessing HRD needs and designing, implementing and evaluating HRD programs. Covers HRD applications such as employee socialization/orientation, training, career management/development, organizational development, and management development. Cases and activities are used to enhance student learning. Formerly offered as MGMT 348.
Attributes: NLIB
Pre-requisites: HRMG-275 D-HRMG-483 Special Topics:HRM (1 OR 3)
An opportunity to study an area of Human Resources Management not regularly offered.
Spring 2019 Topic: Strategic Human Resources Management This course examines how managers may effectively implement the people-intensive strategies that are rapidly becoming a primary source of competitive advantage. Students will examine the ways in which successful organizations align human resource strategy within business strategy. Areas covered include a review of the legal environment of human resources, personnel planning, staffing and development, reward systems, and industrial relations. This course will cover the concepts and practices that guide and align Human Resource Management philosophy, tactical planning and practice with the strategic and long term goals of the organization, with a particular focus on human capital. Issues will be examined in the context of developing and implementing the overall strategic management of the organization.
This same topic was offered in the Spring 2017, Fall 2017, Spring 2018 and Fall 2018 semesters.
Attributes: NLIB
Pre-requisites: HRMG-275 D-HRMG-491 Internship in HRM (1 TO 3)
Allows students to work in approved professional human resources positions in the business community. Course assignments will reflect experiential learning gained and will be completed throughout the internship experience. Any student wishing to engage in a second internship opportunity which goes beyond the initial three-credit-hour limit must petition for it by submitting a detailed proposal, describing the new position and its expected benefits, to the internship coordinator. A second internship can only be taken upon approval of the internship coordinator. Academic credit received for a second internship will be considered non-liberal arts elective credit and not applied towards the major.
Permission of Professor is required to register.
Graded S/U.
Attributes: NLIB ZEXL
Pre-requisites: HRMG-275 D- AND GPA >=2.50
Restrictions: Including: -Class: Junior, SeniorHRMG-496 Independent Study (1 TO 3)
An opportunity offered to students pursuing a major in human resources and interested in pursuing additional study of a topic not addressed by courses regularly offered by the department. Students are advised to discuss their intents with a faculty member and mutually agree on the content, measures of performance, and methods of assessment.
Completion of the Independent Study/Tutorial Authorization form is required.
Attributes: NLIB ZRES
Restrictions: Including: -Class: Junior, SeniorHRMG-2385 Und Cul Div:Inc Today Wrld (3)
This course is designed to enhance cross-cultural understanding, relationships, and engagement among all cultures within your community, school, and workplace. Students will be introduced to an analytical framework through which they can explore, recognize, and honor the influence of cultural background on patterns of human behavior. The tools presented foster personal reflection on the impact of culture. Rather than describing selected cultural groups, this class cultivates knowledge, dialogue, and interaction. This course is designed to enhance student cultural competence, facilitate bridge building, and encourage engagement in diversity, inclusion, and global work. Students will: Explore the changing demographics of our communities, become familiar with core, secondary, and organizational dimensions of diversity, participate in powerful self-reflection and identification exercises (both individually and in groups), and understand and be able to articulate opportunities for inclusion in all areas of the work of their chosen profession.
Attributes: DEI