Human Resource Management (HRM)
This course focuses on how human resource managers build effective networks and coalitions with others to accomplish tasks and stimulate motivation, cooperation, and satisfaction among work groups. It develops an understanding of the role and functions of human resource practitioners in a variety of organizational settings. Students build a knowledge base and identify the skills needed in the primary areas of human resources administration including interviewing and selection, employee benefits and total compensation, performance assessment, professional development, workplace safety and wellness, employee relations, collective bargaining, workplace diversity, human resource information systems, rewards and recognition, performance coaching and corrective action, compliance and employment law, and organizational development.
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- Examine organizational structures, missions, and values.
- Assess interviewing, selection, and retention techniques.
- Analyze performance evaluations and strategies for giving performance feedback.
- Recognize and apply specific motivation techniques.
- Selectively analyze an organization's concerns relative to the following: a. workplace safety b. training and development needs c. human resource information systems d. compliance and employment law e. strategic planning f. employee compensation and benefits g. organizational climate h. communication techniques/effectiveness i. leadership style j. administering/managing change k. union activity
Human resource is the application of the current external environment and internal corporate culture to employing, training, compensating, retaining, and developing policies relating to people within their organizations. This course focuses on various ways managers have a direct impact on the success of their organization by applying human resource methodologies. The content covers human resource functions such as recruitment and selection, compensation and benefits, performance management, workplace safety and wellness, employee relations, collective bargaining, workplace diversity, rewards and recognition, compliance and employment law, and change management. Throughout, there will be an emphasis on effective communication with employees and internal business partners with a goal of building impactful networks and coalitions.
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- Apply human resource functions to organizational structures, missions, and values.
- Examine how human resource practitioners ensure they are in alignment with an organization’s strategic planning.
- Prepare various employee hiring, training, and performance management methods.
- Apply various approaches to compensation and benefits within organizations.
- Analyze different areas of employment law, safety, and organizational compliance requirements within organizations.
This course addresses the complexity of employment and labor law and workplace policies. It explores issues such as alcohol and drugs, sexual harassment, privacy rights, wrongful discharge, the Americans with Disabilities Act (ADA), negligent employment practices, and discrimination. Upon completion of this course, students will have the ability to demonstrate how human resource managers can apply this knowledge to protect and add value to their organizations.
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- Identify key indicators and sources to research the environment and anticipate changes in laws and regulations relevant to the organization.
- Demonstrate strategies for addressing a wide range of various employment laws and employment issues using an analytical approach.
- Communicate in a style appropriate to senior management the need for, and budgetary implications of, compliance.
- Experience the role of negotiator among and between employees, employer, and other constituencies.
- Evaluate internal and external resources required to perform certain training, negotiating, or other specialized tasks.
HR professionals need to adapt to changing objectives and market conditions to recruit, select, and retain employees with the necessary skills to further organizational goals—all while steering clear of legal and other risks. Attracting and retaining the right talent to the right position from the start is crucial for organizational success.
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- Interpret effective recruitment, selection, and employee best practices.
- Examine ways to align selection and staffing with organizational strategies.
- Synthesize current workforce needs with an eye for the future changes and skills that might be needed.
- Inventory techniques for fostering a culture that supports employee development and delivers on an organization’s mission.
Human capital is a strategic asset for organizations. To recruit and retain employees, human resource leaders create compensation packages and develop performance evaluation plans to strengthen the organization. The course will include topics such as job evaluation, employee benefits programs, performance evaluations, wage and salary administration, pay level decisions, and financial incentives.
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- Apply strategic perspectives on performance management and employee compensation in business organizations.
- Demonstrate competence in various areas of performance management and employee compensation such as carrying out basic job evaluations, choosing appropriate appraisal techniques and formats, making use of wage and salary surveys, and designing and evaluating a compensation plan.
- Illustrate the planning process of employee appraisals with emphasis on diagnosing performance problems and identifying appropriate strategies and solutions.
- Demonstrate knowledge of a variety of pay systems including job and performance based pay, knowledge and skill based pay, team based pay, and executive pay.
- Conduct structured role-plays exemplifying skills in giving and receiving feedback, appraising, coaching, and resolving conflicts for performance management.
This course explores the change process in organizations. The organizational structure is viewed as the context in which individual, interpersonal, group, organizational, and systemic change is examined. Characteristics of functional and dysfunctional systems are defined, and the change process is delineated. Models, skills, techniques, and strategies for positive change are examined. PREREQUISISTE(S): COMM 542 Interpersonal Communication and Group Dynamics or MGMT 566 Organizational Behavior or MGMT 500 Principles of Management
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- Describe the characteristics of functional and dysfunctional organizations.
- Articulate the nature and impact of personality dynamics, group dynamics, and system dynamics in an organizational context.
- Demonstrate knowledge, methods, and expertise in interventive processes.
- Evaluate the role of the individual as a change agent.
This course teaches concepts and skills to manage conflict effectively between two people, within small groups, within organizations, and between organizations and systems. It is designed to help those who want to sharpen their ability to understand, manage, and create opportunity out of conflict. As a result of this course, one knows oneself and others better, enhances personal and interpersonal skills, and develops techniques to improve relations at work and at home. For the most part, the class is a laboratory for simulations, working on actual conflict situations through role playing, and practicing new communication skills.
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- Compare and contrast conflict management styles using theoretical frameworks.
- Evaluate the impact of different conflict management styles on situations and individuals.
- Diagnose situations and apply theory to analyze conflict through case studies and personal experience.
- Describe and evaluate the impact of skills and attitudes on management of conflict, with a focus on collaborative conflict resolution and reframing conflicts.
- Employ skills in communicating, listening, and using feedback in prevention and/or management of conflict.
This course engages students to learn and utilize core coaching concepts and methodologies to increase organizational and individual performance in the professional workplace. Differences between coaching and mentoring, coaching dynamics as a performance management tool, the eight steps to coaching for performance, and an array of coaching methodologies appropriate in diverse scenarios shall be explored. Upon completion of this course students are expected to be able to apply coaching methodologies to common workplace scenarios.
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- Define how coaching is a key performance management tool within the broader context of organizational development and, specifically, why leadership coaching is critical in succession planning.
- Distinguish the difference(s) between coaching and mentoring and workplace generation benefits.
- Identify the ethical issues that face internal and external coaches in an organization.
- Utilize and apply coaching technique(s) and theories working with individuals in the context of common professional business scenarios.