HRM - Human Resource Management

Courses numbered 500 to 799 = undergraduate/graduate. (Individual courses may be limited to undergraduate students only.) Courses numbered 800 to 999 = graduate.

HRM 665.  Employment Law   (3).

Legal issues involved in hiring and employment, including lawful hiring practices, discrimination and harassment law, performance reviews, termination, labor laws, labor relations and other legal issues. Prerequisite: junior standing.

HRM 666.  Human Resource Staffing   (3).

Analysis of all phases of the selection process as implemented in private and public sector organizations. Includes an analysis of the impact of federal and state anti-discrimination legislation on selection practices as well as human resource planning, recruiting, job analysis, and selection techniques including testing and interviewing. Validation of selection techniques is covered. Prerequisites: HRM 466, junior standing. Business students should have advanced standing.

HRM 668.  Compensation   (3).

Approaches to compensation processes in organizations. Discusses job evaluation techniques, wage level and wage structure determination, individual performance analysis, individual wage rate decisions, incentive plans and benefits. Considers the legal constraints on compensation practices. Prerequisites: HRM 466, junior standing. Business students should have advanced standing.

HRM 669.  Training and Development   (3).

Analyzes the training and development function as applied in private and public sector organizations. Considers the role of training and development in today's business environment, needs assessment, learning objectives, learning theory, instructional methods and techniques, and evaluation of training effectiveness. Prerequisites: HRM 466, junior standing. Business students should have advanced standing.

HRM 690.  Seminar in Selected Topics   (1-5).

Repeatable for credit with departmental consent. Prerequisites: HRM 466 or instructor's consent, junior standing, advanced standing.

HRM 750.  Workshop in Human Resources   (1-4).

Prerequisite: junior standing.

HRM 803.  Human Resource Analytics   (3).

Introduces HR and workforce data management. Examines different types of workforce metrics managers can glean from the organization’s performance management systems. Surveys different statistical techniques to analyze data and familiarizes students with common mistakes managers make regarding data analytics. Analyzes organizational datasets with commonly available statistical software to help with HR and workforce decision making. Uses commonly available data sources within organizations, different statistical techniques to analyze data, and common pitfalls.

HRM 866.  Selection   (3).

Focuses on the acquisition and deployment of human assets by organizations in the context of strategic human resource management. Surveys analytical methods to examine and forecast labor market trends to develop a legally compliant, staffing strategy. Topics include hiring, firing, promoting and outsourcing.

HRM 867.  Seminar in Human Resource Management   (3).

An in-depth study and analysis of several critical and/or major current problems in human resources and a review of significant literature. Prerequisite: MBA 801 or equivalent.

HRM 868.  Rewards   (3).

Examines the total rewards strategy and how to tailor individual and group compensation and benefits to maximize employee performance. Critically evaluates strengths and weaknesses of compensation and benefits in organizations using research evidence. Assesses best practices in implementing compensation and benefits changes to the organization.

HRM 869.  Talent Development   (3).

Assessing and developing the organization’s human assets via training and development. Covers both micro issues and macro issues, including the learning organization.

HRM 885.  Strategic Human Resource Management   (3).

Introduces the strategic view of HR. Teaches students to adopt a systems perspective and attend to multiple stakeholders. Emphasizes the importance of understanding the many forces that shape a firm’s approach to managing human resources and the positioning of the HR function as a strategic partner. Focuses on the intersection of HRM, business policy and competitive strategy.

HRM 890.  Seminar Special Topics   (1-3).

Repeatable with departmental consent.

HRM 890C.  Rewards   (3).

Advanced approaches to compensation and benefits processes in organizations. Discusses job evaluation techniques, wage level and wage structure determination, individual performance analysis, individual wage rate decisions, incentive plans and benefits. Considers the legal constraints on compensation practices.

HRM 890D.  Talent Development   (3).

Advanced approaches to the training and development function as applied in private and public sector organizations. Considers the role of training and development in today's business environment, needs assessment, learning objectives, learning theory, instructional methods and techniques, and evaluation of training effectiveness.

HRM 891.  Directed Studies   (1-5).

Prerequisite: departmental consent.