Issues concerning the effective use and equitable treatment of employees. How human resource management activities are influenced by the economy, laws, unions, organizational strategies and human behavior. The analysis of management activities such as recruitment and selection, training and development, pay and benefits, labor relations, performance assessment, discipline and due process. How these activities affect the attraction, retention, performance and satisfaction of employees.

SNC/UNC grade assessment.

SNC/UNC grade assessment. Not available to students enrolled in the College of Business Administration., cons. of Business Career Center.

Provides an overview of the major federal laws which regulate human resources management, as well as common law. Topics include: wrongful discharge, privacy, defamation, negligent hiring, Title VII, affirmative action, the Americans with Disabilities Act, ERISA, Workers' Compensation, and the Occupational Safety and Health Act. Provides human resource managers and line supervisors with a sufficient working knowledge of these laws to reduce the risk of imposing legal liability on their employers by their own actions and to minimize liability for questionable or unlawful acts of company agents through prompt and effective action.

Focuses on theory and practice relevant to the development of compensation systems which are internally consistent, externally competitive and individually rewarding. Applies these concepts via job descriptions and job evaluations, market surveys and pay structures and performance or seniority based pay. Also through administering employee benefits such as insurance and pensions. The government's impact on pay and benefits is also studied.

Issues relevant to staffing work organizations are addressed. Topics include recruitment, validation of selection procedures; criterion development; forecasting employee requirements and supply; alternative selection procedures; and performance. Equal employment opportunity and other regulatory, compliance and ethical issues in the area of staffing are also studied.

Principles and factors that contribute to the personal growth and development of employees and the welfare of the company. Focus on training and employee development within organizations. Topics include training development and evaluation, employee development, career management and career pathing within organizations.

Examines the role of HRM activities in organizational strategy design and execution. Focuses on two themes: 1) how to think systemically and strategically about managing an organization's human capital resources, and 2) how the management of human capital resources can provide an organization with a distinct competitive advantage in the marketplace. Specific topics include identification of human capital as a firm resource, alignment of HR systems with business strategies and configuration of HR practices.

Explores human resources issues that are addressed by organizations engaged in international business. Among the issues addressed are: the link between stages of international business and recommended human resources systems; determining the appropriate mix of host-country, third country and expatriate employees; managing expatriate assignments; and developing human resource management policies and procedures in a global context. In addition, employment law and protective social legislation as well as alternative labor union models found in different regions of the world will be studied.

Topics vary.

S/U grade assessment.

S/U grade assessment.

S/U grade assessment. Not available to students enrolled in the College of Business Administration., cons. of Business Career Center.

S/U grade assessment. Not available to students enrolled in the College of Business Administration., cons. of Business Career Center.

Faculty-supervised, independent study/research of a specific area or topic in human resources.

Provides an overview of the major federal laws which regulate human resources management, as well as common law. Topics include: wrongful discharge, privacy, defamation, negligent hiring, Title VII, affirmative action, the Americans with Disabilities Act, ERISA, Workers' Compensation, and the Occupational Safety and Health Act. Provides human resource managers and line supervisors with a sufficient working knowledge of these laws to reduce the risk of imposing legal liability on their employers by their own actions and to minimize liability for questionable or unlawful acts of company agents through prompt and effective action.

Focuses on theory and practice relevant to the development of compensation systems which are internally consistent, externally competitive and individually rewarding. Applies these concepts via job descriptions and job evaluations, market surveys and pay structures and performance or seniority based pay. Also through administering employee benefits such as insurance and pensions. The government's impact on pay and benefits is also studied.

Principles and factors that contribute to the personal growth and development of employees and the welfare of the company. Focus on training and employee development within organizations. Topics include training development and evaluation, employee development, career management and career pathing within organizations.

Explores human resources issues that are addressed by organizations engaged in international business. Among the issues addressed are: the link between stages of international business and recommended human resources systems; determining the appropriate mix of host-country, third country and expatriate employees; managing expatriate assignments; and developing human resource management policies and procedures in a global context. In addition, employment law and protective social legislation as well as alternative labor union models found in different regions of the world will be studied.

Topics vary. Prerequisites vary depending on topic.

Addresses issues associated with human resource information systems (HRIS) and the leveraging of human resources analytics to inform organizational decision-making. Topics include: implementation of HRIS, understanding database structures and using queries. In addition, covers HR data analytic concepts and tools used to classify, describe, evaluate and predict. Emphasis is on the strategic use of HRIS and analytics.

Recognizes the need for managers and other leaders in organization to understand and demonstrate the impact of human capital and organizational development interventions on business outcomes. Focuses on developing the skill set and mindset needed to collect and transform data into insights that inform decisions about the people-related activities of the firm. Emphasis is placed on collecting human capital/organizational development metrics, conducting the analytics needed to inform decisions regarding HR/OD activities, and the effective reporting and presentation to organizational stakeholders. Topics include operational, financial and strategic human capital metrics as well as the data analytic concepts and tools used to classify, describe, evaluate and predict.

Focuses on leading the design and implementation of business-aligned human capital solutions that ethically and responsibly leverage talent to achieve organizational success. Students are introduced to the latest practices aimed at acquiring, developing and managing talent for high-impact individual and organizational performance and have the opportunity to apply these practices to current industry and organizational challenges.

Provides an in-depth study of evidence-based organizational development (OD) processes and interventions aimed at improving organizational performance. Emphasizes planning and implementation team, inter-team and organization-wide interventions. Values, ethics and the role of the OD professional/change agent are described.

Addresses principles and practices for the acquisition and management of human talent within organizations. Topics include: workforce planning, talent acquisition, reliability and validity of selection procedures, using talent management analytics for employee retention, aligning talent management to organizational objectives/strategies and understanding legal compliance issues related to talent management.

Focuses on the complex dynamics of diversity in organizations as seen from the vantage point of social science and organizational studies. Examines demographic trends in the work force, differentiates cultural practices and value among diverse groups and discusses strategies for dealing with discrimination and stereotyping. The focal themes include the nature or character of diversity, organizational practices and theoretical implications. Individual, interpersonal and organizational factors influencing diversity are examined using both a conceptual and an experiential approach.

Investigates principles of human resource strategy and the link to business strategy. Concepts emphasized include resource-based theory of the firm, sustained competitive advantage, as well as fit and flexibility in the design of human resource systems. Studies approaches to evaluating and assessing the contribution and effectiveness of human resource systems.

Elective course. Topics will vary. Prerequisites may vary from course to course.

Directed work in human resources under the supervision of a working professional in the area of human resources. Requires faculty supervisor. Must have approved academic component. Maximum of 3 credits may be accepted toward degree requirements.

Faculty-supervised, independent study/research of a specific area or topic in Human Resources.