HRM 1990. Elective. (1-4 Hours)
Offers elective credit for courses taken at other academic institutions. May be repeated without limit.
HRM 2320. Human Resources Management. (3 Hours)
Examines and applies principles, practices, and current issues facing organizations as related to attracting, selecting, motivating, and keeping the most talented organizational members in today’s competitive environment. Focuses on human resource management strategy, organizational staffing, employee and labor relations, and organizational safety and security. Emphasizes current legal considerations and issues.
Prerequisite(s): MGT 1100 with a minimum grade of D- or HMG 1100 with a minimum grade of D-
HRM 2990. Elective. (1-4 Hours)
Offers elective credit for courses taken at other academic institutions. May be repeated without limit.
HRM 3990. Elective. (1-4 Hours)
Offers elective credit for courses taken at other academic institutions. May be repeated without limit.
HRM 4955. Project. (1-4 Hours)
Focuses on in-depth project in which a student conducts research or produces a product related to the student’s major field. May be repeated up to four times for a maximum of 20 semester hours.
HRM 4990. Elective. (1-4 Hours)
Offers elective credit for courses taken at other academic institutions. May be repeated without limit.
HRM 6100. Human Resource Management. (3 Hours)
Delves into the transformative role of human resource management in shaping business success. Introduces and integrates key elements of strategic HRM, performance enhancement, and sustainability to offer a comprehensive understanding of these interrelated domains. Studies how to leverage HRM to build high-performance organizations and the importance of ensuring sustainable HRM practices. Provides insights into strategic HRM, talent mastery, employee empowerment, and global HRM practices.
HRM 6150. Strategic Workforce Planning. (3 Hours)
Explores the development of talent management programs required to effectively execute corporate strategy. Effective workforce planning and implementation are essential to the maintenance of an organization’s competitive advantage and the successful execution of organizational strategy. Reviews topics in human resource planning, gap analysis, overcoming implementation barriers, and promoting the change process.
HRM 6200. Human Resources Technology. (3 Hours)
Explores the changes in organizational HR design that have produced a shift from transactional processes to an employee-focused experience. Offers students an opportunity to examine how integrative HR platforms and data analytics help HR leaders create process, deliver policy, and communicate with employees in real time through cloud-based software and mobile applications throughout the employee life cycle.
HRM 6250. Workforce Analytics. (3 Hours)
Examines the characteristics of high-quality data, key workforce metrics, and introduces common analysis techniques. Human resources management helps drive business performance by delivering competitive advantage through people. This requires a solid grasp of HR analytics: the systematic collection, analysis, and interpretation of data designed to improve decisions about talent and the organization as a whole.
HRM 6300. Growing Global Teams. (3 Hours)
Exposes students to the dynamics of international business, the impact of culture on staffing and performance, the power of international assignments, and the crucial role of leadership in global talent development. As we navigate through the complexities of globalization, this course delves into legal frameworks, ethics, international employment laws, and standards, providing a holistic perspective on navigating and leading global teams. Offers students an opportunity to obtain deep knowledge of global human resources management strategies.
HRM 6400. Employee Engagement and Performance Management. (2 Hours)
Offers a deep dive into the core principles of employee engagement and performance management. Examines the strategies and skills necessary for effective employee engagement and performance management, encompassing motivational theories, current workforce trends, performance metrics, and leadership techniques. Explores both the strategic context and practical application of these formative business concepts. Offers students an opportunity to obtain a robust understanding of these concepts in driving productivity and innovation in the workplace.
HRM 6410. Human Resources Technology Lab. (2 Hours)
Offers students an opportunity to develop a more in-depth understanding of current and emerging technology applications that may be leveraged by the human resources function to address key business needs and transformation objectives. Examines, through further demonstrations/examples, how integrative digital HR platforms/applications can help HR leaders transform their function and create business value.
HRM 6420. Global Workforce Dynamics. (2 Hours)
Focuses on institutional, organizational, and managerial perspectives of employment processes, relationships, and outcomes in a globalized economy. Examines cross-national variation in employment relations and labor law through the lens of convergent-divergent HRM theory. Other topics include global and national labor standards and rights, mechanisms through which labor is governed, ways in which workers are organized, as well as cultural and social factors that impact international employment.
HRM 6610. Organizational Design. (3 Hours)
Focuses on organizational design with special emphasis on innovative organizational forms that can provide strategic advantage. Topics include structuring and staffing HR functions, workspace design, and structural options for entire organizations, from startups to mature global companies. Explores leading-edge innovations, such as crowd-based organizations, internal resource markets, and other forms of collective intelligence.
HRM 6650. Compensation and Benefits. (3 Hours)
Examines how organizations establish compensation and benefits for employees, including merit and incentive plans, wage and salary structures, and compensation methods. Understanding and designing the right mix of compensation and benefits is critical to an organization’s ability to attract and retain quality employees and ensure that employees remain satisfied and motivated to perform at a high level. Reviews team-based reward systems, flexible benefits plans, and indirect compensation. Explores innovative ways to construct and manage the compensation and benefits mix to establish comprehensive and cost-effective pay and benefits packages for organizations.
HRM 6700. The Employment Contract. (3 Hours)
Examines the legal relationship between employer and employee. Students will explore issues and topics such as discrimination, affirmative action, the Americans with Disabilities Act, sexual harassment, health and safety in the workplace, compliance issues, and legal issues related to downsizing and terminations. Human Resource managers work in a highly complex environment with constantly changing laws and legislation that govern employee rights and employer obligations.
HRM 6750. Talent Acquisition and Onboarding. (3 Hours)
Underscores the importance of linking recruitment goals with overall company strategy. Finding and hiring the right people is often cited as the number-one concern of businesses. Topics include approaches to job design, market analysis, recruiting and selecting employees, leveraging social media and hiring analytics to ensure better-quality hires, and effective onboarding practices.
HRM 6962. Elective. (1-4 Hours)
Offers elective credit for courses taken at other academic institutions. May be repeated without limit.
HRM 6980. Capstone. (3 Hours)
Offers students an opportunity to apply knowledge and skills gained through their master’s degree program to challenging short-term projects under faculty supervision. Matches students with discipline-specific consulting projects provided by a wide range of sponsoring organizations in the private and nonprofit sectors. Students develop a project plan, conduct research, develop and deliver recommendations to the sponsoring organization, and reflect on lessons learned. Students with less than two years of professional experience must successfully complete a noncredit experiential learning project before registering for the capstone course.
Prerequisite(s): HRM 6100 with a minimum grade of C- ; HRM 6150 with a minimum grade of C- ; HRM 6250 with a minimum grade of C-
HRM 6995. Project. (1-4 Hours)
Focuses on in-depth project in which a student conducts research or produces a product related to the student’s major field. May be repeated four times for a maximum of 20 semester hours.