Human Resource Management (HRM)
Visit the Course Schedule Search website to find out when courses will be offered during the academic year.
Read more about the courses within this subject prefix in the descriptions provided below.
HRM 805 - Managing Human Resources in a Global Economy
Credits: 3
This course focuses on the strategic aspect of human resource management (HRM). The course provides an overview of the role of HRM in contributing to employee and organizational performance. Given that strategic HRM is more proactive and systemic in change initiatives, the course will examine the core aspects of HR and how HR strategies can impact organizational outcomes such as increased performance, enhanced customer and employee satisfaction, and enhanced shareholder value. The course will include theories and practices in many different areas of human resource management including talent management, organizational culture, employee engagement, performance management, work, and job design, training, compensation, HR metrics, and labor relations. The course examines the global environment and the impact on HR strategies.
Grade Mode: Letter Grading
View Course Learning Outcomes
- Analyze HR practices and the impact on organizational performance.
- Evaluate methods for recruiting, developing, and retaining talent that align with both business objectives and the SHRM Competency Model.
- Analyze performance management systems to assess and improve employee performance aligned with organizational goals.
- Utilize workforce planning and data analytics to make informed decisions that support the strategic direction of the organization.
- Develop strategies for HR's role in managing organizational change, fostering innovation, and promoting agility in response to market dynamics.
- Propose strategies for enhancing employee engagement, motivation, and retention to cultivate organizational culture and achievement.
- Design HR systems that promote a fair, equitable workplace in compliance with SHRM-based Ethical Codes.
HRM 810 - Business Acumen: Role of HR in Business
Credits: 3
This course focuses on the overview of the business and the role of the human resources function. The course addresses major business concepts, including finance, marketing, operations and management. When HR professionals develop a deep understanding of how a business operates and effectively communicate with leadership, they can make a substantial impact on organizational outcomes. This skill set enables them to contribute to strategies that enhance organizational outcomes and strengthen the organization's competitive edge. In this course, you will learn how to align HR practices with the organization's goals, values, and mission. By doing so, you'll gain the confidence to take proactive steps, drive meaningful change, and build trust with senior leadership, positioning yourself as a valuable strategic partner within the organization.
Grade Mode: Letter Grading
View Course Learning Outcomes
- Evaluate operations, quality management techniques, and Human Resources strategies to drive organizational improvement.
- Analyze accounting data and Human Resources metrics to effectively manage and optimize organizational resources.
- Utilize information systems and Human Resources technologies to enhance productivity and operational efficiency.
- Apply economic principles and Human Resources analysis to address and solve business challenges.
- Analyze marketing strategies and Human Resources initiatives to achieve competitive advantage in the marketplace.
- Use financial and Human Resources analysis to inform and support key business decisions.
HRM 815 - Employment Law and Ethics
Credits: 3
This course emphasizes a global business perspective to familiarize students with legal, ethical, and cultural issues. It covers U.S. employment laws while also introducing students to fundamental legal frameworks operating within the global economy. The course aims to raise awareness of the influence of local cultural traditions on global business practices. Topics may include comparative corporate governance structures, bribery and corruption in international markets, human rights concerns, diverse legal compliance systems, corporate responses to global poverty, environmental responsibilities, and the challenges companies face when navigating conflicting ethical demands between their home country and the cultural norms of host countries.
Prerequisite(s): HRM 805 with a minimum grade of B-.
Grade Mode: Letter Grading
View Course Learning Outcomes
- Interpret how federal, state, and international regulations impact business operations, compliance with laws governing employment, consumer protection, and environmental standards.
- Communicate complex legal and ethical issues in plain language to stakeholders so that they can make informed business decisions.
- Investigate various forms of conflict and propose professional methods of dispute resolution, negotiation, mediation, and arbitration, to resolve them.
- Assess the legal and ethical implications of cultural differences, international laws, and global supply chains for businesses operating in a global context.
- Analyze the legal and ethical challenges faced by businesses operating in a global context.
- Develop employment practices aligned with federal and state employment laws and statues.
HRM 820 - Recruitment and Selection
Credits: 3
In this course, students will design, build, implement, and evaluate the tools and practices needed to align strategic recruitment and selection practices with organizational outcomes. Emphasis includes methods to identify, attract, and compete for talent that align with organizational objectives and competitive goals. Key topics include strategic staffing, the legal context of staffing, job analysis, forecasting and planning, selection methods, and evaluation methods.
Prerequisite(s): HRM 805 with a minimum grade of B-.
Grade Mode: Letter Grading
View Course Learning Outcomes
- Design recruitment, selection, and retention methods that align to organizational objectives and competitive goals.
- Develop strategies for workforce planning and assessing skills gaps as they relate to demographic changes and evolving labor market trends.
- Formulate the optimal relationship between the strategic design of recruitment/selection and the cost of its implementation.
- Propose industry supported decision-making frameworks to implement workforce planning initiatives for recruitment, development, and retention that meet organizational needs.
- Integrate federal, state, and local regulations into the design of organizational recruitment, selection, and retention strategies and policies.
- Develop a process model for assessing candidate qualifications and creating commensurate job offer packages.
HRM 821 - Strategic Rewards and Performance Management
Credits: 3
This course focuses on the role of strategic rewards in organizations and the strategies for developing and implementing effective performance management systems. Topics include elements of compensation models, legislation impacting compensation practices, equity and market factors, pay delivery systems, job analysis methods, job evaluation techniques, strategic planning, compensation and incentive plan design, pay-for-performance, market survey techniques, and the impact of compensation practices on productivity, morale and profits. In addition, the course will address strategies, practices, and ongoing issues in the management of employee performance, developing employee potential, supporting professional growth, and career development in organizations.
Prerequisite(s): HRM 805 with a minimum grade of B-.
Grade Mode: Letter Grading
View Course Learning Outcomes
- Design reward and compensation strategies that align with organizational goals and drive employee motivation.
- Integrate performance management systems within broader business strategies to achieve productivity and organizational performance goals.
- Integrate relevant legal standards and ethical considerations into the design of rewards and performance management systems.
- Develop viable strategies for managing rewards and performance in a global or culturally diverse workforce.
HRM 822 - Talent Management and Development
Credits: 3
This course focuses on human resource practices that maintain an organization's competitive edge by increasing employee capability and performance. Processes include needs analysis, training design and delivery, coaching/mentoring, and other experiences that affect employee performance. Focus includes the role of human resource development as a business function, assessment techniques to identify large scale and individual training needs, successful transfer of training to the workplace, and evaluation techniques to measure organizational efficiency.
Prerequisite(s): HRM 805 with a minimum grade of B-.
Grade Mode: Letter Grading
View Course Learning Outcomes
- Assess organizational and employee training needs according to business objectives.
- Propose a comprehensive training program incorporating instructional design principles that address the specific knowledge and skills required to achieve business objectives.
- Propose instructional strategies and delivery modes appropriate to specific skill development and knowledge transfer into authentic conditions.
- Utilize evaluation models to assess the effectiveness of training programs on both individual and organizational performance.
- Develop strategies to assure trainees' transfer of newly acquired skills and knowledge to perform with higher productivity in the workplace.
- Develop processes and methods for new hire onboarding, facilitating acculturation into the organization, and orientation.
HRM 830 - HR Technology and People Analytics
Credits: 3
This course focuses on the core concepts of HR metrics and methods essential for conducting HR analytics including identifying the types of problems HR analytics can solve, analyzing and interpreting HR data, assessing the validity of those analyses, and effectively communicating analytical and statistical results to influence decision-making. The primary emphasis is on practical application and solving real-world problems. The course will include integration of HR technology as ways to capture, analyze, and integrate data for decision-making.
Prerequisite(s): HRM 805 with a minimum grade of B-.
Grade Mode: Letter Grading
View Course Learning Outcomes
- Illustrate how Human Resource Information Systems (HRIS) and other technologies manage and automate HR processes.
- Utilize people analytics to make informed decisions relevant to achieving talent management, workforce planning, and organizational performance goals.
- Interpret complex HR data and present findings to stakeholders in plain language so that leadership can make informed decisions about strategic HR initiatives.
- Employ HR applications, platforms, digital tools, and people analytics according to legal, ethical, and privacy frameworks, ensuring compliance with relevant regulations.
- Utilize HR analytics, applications, and digital tools to forecast workforce needs, optimize employee development, and improve retention strategies.
HRM 850 - Integrative Capstone: HR Strategy
Credits: 3
As a culminating experience of the HR Graduate Program, this course provides the student with an opportunity to develop a comprehensive human capital strategic plan within an organization to increase organizational performance, morale, and other defined organizational outcomes. Projects are expected to link HR strategies to organizational strategies, develop individual competence, and facilitate organizational leadership through HR practices. A comprehensive account of legal, ethical, and privacy implications is required.
Prerequisite(s): HRM 805 with a minimum grade of B-.
Grade Mode: Letter Grading
View Course Learning Outcomes
- Analyze relevant HR concepts in organizations as a way to improve employee and organizational performance.
- Integrate relevant data and literature to address business problems through HR strategies.
- Apply critical and creative thinking to solve business problems.
- Synthesize HR literature, concepts, and practices to demonstrate the value adds in organizations.