Curriculum: Human Resource Management and Labor Relations, M.S.

Major Requirements

Prerequisite Courses Credits:
MGMT 501 Principles of Management 1.5
A study of organizations and of the activities of a manager in an organization. The course follows a functional approach, analyzing such management concepts as organizing decentralization, use of staff, human relations, conflict, decision making, planning, supervision, communication, and financial and production control systems such as budgeting and PERT.
QANT 501 Business Statistics 1.5
This course introduces students to both descriptive and inferential statistics. Coverage includes applications to business and other disciplines and the use of
ECON 501 Principles of Economics I 1.5
A study of basic economic concepts emphasizing analysis of the aggregate economy. The fundamental concepts of national income and its determination, economic fluctuations, monetary and fiscal policies, and economic growth are covered.
ECON 510 Principles of Economics II 1.5
An examination of the processes of price determination, output, and resource allocation in perfect and imperfect competition. Also covers labor economics, international trade and finance, and alternative economic systems.
    Total: 6 Credits
All students must satisfactorily complete undergraduate or prior graduate program courses in economics, psychology, management, statistics, and accounting, or certification of competency in these areas by means of a proficiency examination such as CLEP. Consideration of significant work-related experience may be possible for limited undergraduate credit for one or more of the prerequisites. Courses that are regularly offered that may be utilized by students towards fulfillment of this prerequisite requirement include those listed above.
Non-Waivable Program Core Credits:
HRMT 703 Strategic Human Resources Management 4
This course provides an introduction to human resources management in the modern organization. Major functional areas of HR planning and employment, compensation benefits, employee relations, training and development, safety and security, and HR policies and procedures are covered. These functions are considered from the perspective of the organization's goals and strategies. The role of technology in managing the HR function is also examined.
HRMT 708 Employment and Labor Law and Policy 4
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
This course will help students understand how individuals behave in the context of teams and organizations. Special attention is given to theories and approaches for motivation, communication, teamwork, and team development. Other topics include individual differences, perception, decision making, and the roles of power, politics and conflict in organizations. The use of human resource management practices to promote desirable organizational behaviors and attitudes will also be examined.
HRMT 722 Financial Decisions for HR Managers 3
This course examines human resources management from a financial perspective. It demonstrates how the costs and impact of human resources management can be measured and used to improve decisions. Through this courses students learn how to determine the value created by, and make the business case, for human resources management.
HRMT 733 Labor-Management Relations 4
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 Methods of Research in Organization 3
Application of quantitative and qualitative methodologies to human resources and labor relations problem- solving in organizations. Problem identification, methodology, analytical techniques, research design, and report preparation are covered.
HRMT 744 Managing the Global Workforce 3
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.
    Total: 24 Credits
Human Resources Management (choose three) Credits:
HRMT 802 Talent Management 3
This advanced course examines the role and techniques of human resources planning, recruitment, and selection in the contemporary organization. The use of planning and staffing strategies and models is reviewed. Techniques of job analysis, recruiting, interviewing, and data verification are also covered. HRIS applications are included.
HRMT 803 Organizational Development and Change Management 3
The purpose of this course is to examine how organizational capabilities can be developed using the theory and approaches related to organizational design and change. Emphasis will be placed on the use of human resource management practices and interventions to align the organization's work processes and structure to its goals, and to provide the organization with the flexibility to adapt to a rapidly changing competitive environment. Resistance to organizational change will also be explored, with a focus on understanding how people react to organizational change and identifying opportunities to enhance the effective implementation of change.
HRMT 807 Training and Development of Human Resources 3
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
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.
HRMT 817 Management of Employee Benefits 3
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.
HRMT 822 Alternative Dispute Resolution 3
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
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.
HRMT 874 Internship in Human Resources and Labor Relations 3
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
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
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.
    Total: 9 Credits
Human Resources Management (must choose Seminar AND Examination OR Thesis/Practicum) Credits:
HRMT 883 Comprehensive Examinations 0
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 Resources Management Seminar 3
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 872 Thesis, Practicum, or Other Approved Research 3
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.
    Total: 3 Credits

Total Required Credits: 36**
The MSHR/LR program may be completed in as few as 36 credits. The program consists of the non-waivable program core and specialization courses. All students must also complete either both the appropriate seminar and comprehensive examination or the thesis/practicum/approved research requirement.

Students interested in pursuing experiential-based internships may also enroll into our zero-credit internship BUSIE-650.