Human Resource Management

Name	Title	Credits	School
HRMT 610	Human Capital & Risk Management	3	School of Management
This graduate level course will enable students to identify and assess the impact of external and internal factors affecting the level of behavioral risk in business organizations that operate in diverse global markets. Students will be asked to synthetize and utilize various theoretical paradigms to design an original research project, formulate new hypotheses, utilize available technology to empirically test such hypotheses, and then extrapolate the project’s findings to provide specific recommendations of process or policy improvements that could reduce the negative impact of behavioral risk on firm performance, external markets, and society as a whole.
HRMT 703	Strategic Human Resource Management	3	School of Management
This course provides a comprehensive overview of strategic human resources management. Students will learn how HR practices add value and help organizations succeed. All major functional areas of HRM are covered including planning, staffing, compensation, benefits, employee relations, training, career development, performance management and employee relations. The role of technology in managing human resources is also examined. .
HRMT 708	Employment and Labor Law and Policy	3	School of Management
This course is designed to familiarize students with the major laws and regulations that apply to the employment relationship today. Key federal and state laws including their requirements, provisions, and enforcement are reviewed and implication for employment and labor relations practices and policies are covered.
HRMT 714	Organizational Psychology	3	School of Management
This course will help students understand how leadership and managerial decisions shape individual and group behaviors. Theories of personality, motivation, communication, and teamwork are covered. Students will develop practical approaches to effectively manage diversity and inclusion, build employee engagement, and improve the quality of decision-making and collaboration. Special attention is given to culture and the role of leadership in organizations.
HRMT 722	Financial Decisions for HR Managers	3	School of Management
This course examines human resources management from a financial perspective. Students will learn to interpret financial statements such as the balance sheet, income and cash flow statements to develop their business acumen. Particular attention is paid to budgeting and HR metrics that have implications for financial and operational decisions. The students will also learn to determine the business and financial impact of human resource management and labor relations initiatives
HRMT 733	Labor Management Relations	3	School of Management
This course provides students with an understanding of fundamentals of labor-management relation in the U.S. It reviews the historical development and current situation of unions. It examines the development, application, and enforcement of key labor legislation. The collective bargaining process from organization of workers, to negotiation, to contract administration is covered.
HRMT 737	Human Capital Analytics	3	School of Management
Application of quantitative and qualitative research methodologies to human resources and labor relations problem- solving in organizations. Covers research tools for data analytics, visualization and building predictive models. The skills learned in this course will enable students to make evidence-based decisions using data collection, analysis and presentation.
HRMT 744	Managing the Global Workforce	3	School of Management
This course will examine critical contemporary issues of managing people in the context of the global marketplace. Students will examine how multinational corporations (MNCs) select, train, develop, evaluate, motivate, and reward international assignees and local workforces in foreign subsidiaries. In addition, issues related to health and safety, employee/union relations, and business ethics will be discussed. Emphasis will be placed on understanding how differences in economic development, political and legal institutions, public policy, and national culture and values shape and constrain human resource management decisions in MNCs.
HRMT 802	Talent Management	3	School of Management
This advanced course focuses on how organizations acquire and deploy human capital to attain key strategic objectives. Students will analyze the impact of factors such as business strategy, governmental regulations, and labor market conditions on talent needs. Using various data analytics platforms, students will learn how to forecast talent needs, design recruiting and staffing processes, and measure their effectiveness. Special attention is given to managing employee turnover and retention. Prerequisite Course(s): Prerequisite: HRMT 703.
HRMT 803	Managing Change in Organizations	3	School of Management
This course is designed to prepare students to become effective change agents at the individual, group, and organizational levels. The course addresses such topics as leading and influencing, organizational development techniques, change methodologies, individual, group, and organizational change processes. This course focuses on the planned and systematic process in which organizational theory and behavioral science principles are employed to manage change and increase individual and organizational effectiveness. The students will learn to apply best practices through case studies and simulations.
HRMT 807	Training/Development of Human Resources	3	School of Management
This course examines the role of training and development in increasing individual and organizational effectiveness. The course reviews: adult learning behaviors; methodologies for conducting needs analysis; evaluation of training activities; systemic designs of instructional modules for skills training activities and management development programs; and the role of the training director and management in the training function.
HRMT 812	Management of Compensation	3	School of Management
The development, implementation, and administration of compensation programs are covered. Emphasis will be placed on a total rewards approach, including basic wages, incentives, special programs and the role of employee benefits. Consideration will be given to hourly, salaried, sales, professional, and executive compensation plans. Also included is practical application in how to analyze jobs, write job descriptions, develop a hierarchy of jobs, and determine the relative worth of each job by using job evaluation techniques. Prerequisite Course(s): Prerequisite: LR 0906 or HRMT 703 or MGMT 703
HRMT 817	Management of Employee Benefits	3	School of Management
This course covers the establishment and administration of employee benefits programs. Evaluation, design, selection, negotiation, operation, and government reporting requirements of various plans are covered. ERISA requirements are reviewed in detail. Benefit programs studied will include health and welfare, retirement, capital accumulation, and statutory benefits such as disability, unemployment insurance, and workers' compensation. Prerequisite Course(s): Prerequisite: LR 0906 or HRMT 703 or MGMT 703
HRMT 822	Alternative Dispute Resolution	3	School of Management
Disputes occur in all workplaces and business settings. Effective HRM and employee /labor relations managers need to understand how and why these disputes occur and how they can be resolved. This course examines the causes, consequences, and dynamics of dispute in the workplace and business settings; the role of ADR methods in dealing with such disputes, the design of ADR policies and procedures, and provides instruction in the successful use of negotiation, mediation and arbitration methods.
HRMT 842	The Collective Bargaining Process	3	School of Management
A study of strategies and tactics of collective bargaining from preparation to the dynamics of negotiation, to contract administration. Resolution of key issues of wages, benefits, working conditions, job security, seniority, and others are examined. Students apply course concepts through participation in mock negotiation exercises. Prerequisite Course(s): Prerequisite: HRMT 733
HRMT 872	Thesis/Practicum or Other Approved Research	3	School of Management
A thesis, practicum or other research as approved by the director. An area of investigation is selected by the student and after appropriate approval, the thesis, practicum, or research will proceed subject to continuous faculty direction and approval. Guidelines for the thesis or practicum may be obtained from the office of the director upon written request of a qualified student. A student must successfully complete 33 credits and be matriculated before registering for this course. A student desiring to register for the thesis or practicum is required to contact the director's office to arrange a personal interview during the semester prior to registration in HRMT 872.
HRMT 874	Internship in Human Resources and Labor Relationship	3	School of Management
An advanced elective course which permits the student to apply theoretical knowledge in a real world setting and gain supervised on the job experience. Term paper is required. Provides students with supervised professional experience in a human resources management or labor relations function in an outside organization. Students are expected to meet the professional standards of the organization to which they are assigned. A minimum of 150 hours of field experience is required. Students must meet regularly with their faculty field placement advisors. This course may be counted toward the specialization requirement. Grade will be pass or fail. See department for specific requirements and procedures. Completion of 9 graduate credits in the M.S. program and permission of the chair.
HRMT 875	Human Resources Policies and Procedures	3	School of Management
Policy and procedure development is an integral human resources management function. Effective policies must comply with a complex set of employment laws and regulations, and they must be consistent with an organization's business goals, priorities and culture. Though this course, students will develop a set of policies and procedures. Issues involved in multi- state and multi- national operations, as well as electronic policy manuals, will be considered.
HRMT 882	Directed Studies	3	School of Management
The course facilitates individual or group study into selected human resource management or labor relations topics. The content focuses student efforts into a specialization supported by a faculty member but not covered in existing courses.
HRMT 883	Comprehensive Examination	0	School of Management
The comprehensive examination is required for all students, except for those electing to do a thesis or practicum. This examination tests knowledge of concepts, theories, laws and policies of human resources management and labor relations at the level covered in the core courses. Pass/fail grade.
HRMT 887	Human Resource Management Seminar	3	School of Management
An advanced seminar that focuses on the contribution of human resource management practices to the achievement of an organization's strategic goals, and on the role of the human resources professional as a member of the management team.
HRMT 897	Maintain Matriculation	0	School of Management
Matriculated students who do not register for coursework in a regular semester (excluding summer) are required to maintain matriculation by registering for this course.