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Course Descriptions—Human Resource Management (HRMN)

HRMN 300 Human Resource Management (3)

A basic study of human resource management. Topics include human resource planning and the recruitment, selection, development, compensation, and appraisal of employees. Scientific management and unionism are explored insofar as these historical developments affect the various personnel functions. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360.

HRMN 302 Organizational Communication (3)

A study of the structure of communication in organizations. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. The examination of theory and examples is intended to improve managerial effectiveness in communication and negotiation. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315.

HRMN 362 Labor Relations (3)

A study of the development and methods of organized groups in industry, with reference to the settlement of labor disputes. Labor unions and employer associations involved in arbitration, mediation, and conciliation are analyzed from an economic as well as a legal standpoint. Topics include collective bargaining, trade agreements, strikes, boycotts, lockouts, company unions, employee representation, and injunctions. Students may receive credit for only one of the following courses: BMGT 362 or HRMN 362.

HRMN 363 Negotiation Strategies (3)

An introduction to methods and processes of negotiation and collective bargaining. Negotiating strategies related to selected products, services, and management issues are explored. Students may receive credit for only one of the following courses: BMGT 398W, HRMN 363, or MGMT 398W.

HRMN 365 Conflict Management in Organizations (3)

An introduction to processes observed in and management of conflict within organizations. Topics include general models of conflict, methods of managing conflict, and issues related to disagreements in organizational contexts. Students may receive credit for only one of the following courses: BMGT 398X, HRMN 365, or MGMT 398X.

HRMN 367 Organizational Culture (3)

Prerequisite: BMGT 364. An examination of the nature, definitions, theories, and aspects of organizational culture. Analysis covers patterns of behavior and their relationship to organizational culture, especially the impact of the organization’s business on employee behavior and culture. Topics include the role of nationality, gender, and race within organizational culture; implications of addressing organizational challenges; theory versus practice; and the relative roles of the individual, groups, and the organization in a cultural context. Students may receive credit for only one of the following courses: BMGT 398T or HRMN 367.

HRMN 392 Stress Management in Organizations (1)

An exploration of the changing nature of work and stress in organizations, due to a business emphasis on productivity and personal and family demands. Focus is on the causes of stress and methods of managing stress in organizational settings. Topics include interactions, performance objectives, social structure, job characteristics, and other factors causing stress in organizations. Consideration is given to political climate, pressure to achieve, interpersonal conflict, and time pressures. Discussion covers practical approaches to reduce stress at work. Students may receive credit for only one of the following courses: BMGT 398Y, HRMN 392, MGMT 398Y, or MGST 398H.

HRMN 395 The Total Rewards Approach to Compensation Management (3)

Prerequisite: HRMN 300. An exploration of alternative compensation philosophies to define total rewards as everything that employees value in the employment relationship. Topics include building and communicating a total rewards strategy, compensation fundamentals, the analysis and documentation of a job analysis, linking pay to performance, employee motivation, and performance appraisal. Strategies such as incentive cash and/or stock compensation programs, employee ownership, benefits and nonmonetary rewards are discussed and evaluated. The interrelationships among compensation, motivation, performance appraisal, and performance within the organization are examined. Discussion also covers the design and implementation and operation of a total rewards program, including organizational compatibility. Students may receive credit for only one of the following courses: BMGT 388L, HRMN 390, or HRMN 395.

HRMN 400 Human Resource Management: Analysis and Problems (3)

Prerequisite: HRMN 300. A study of the role of human resource management in the strategic planning and operation of organizations, performance appraisal systems, and compensation and labor/management issues. The influence of federal regulations (including equal opportunity, sexual harassment, discrimination, and other employee-related regulations) is analyzed. The critical evaluation of human resource problems is supported with a review of research findings, readings, discussions, case studies, and applicable federal regulations. Students may receive credit for only one of the following courses: BMGT 460, HRMN 400, or TMGT 360.

HRMN 406 Employee Training and Development (3)

An examination of employee training and human resource development in various organizations. Topics include the development, administration, and evaluation of training programs; employee development; career development; and organizational change. Issues in employee development (including assessment of employee competencies, opportunities for learning and growth, and the roles of managers in employee development) are explored. Students may receive credit for only one of the following courses: BMGT 498I, HRMN 406, or MGMT 498I.

HRMN 408 Employment Law for Business (3)

Recommended: BMGT 380. A conceptual and functional analysis of the legal framework and principles of industrial and employment relations, with special emphasis on discrimination in the workplace in the domestic and global environment. Topics include discrimination based on race, sex, age, and disability; testing and performance appraisal; wrongful discharge; labor/ management issues; and employee benefits. Salient transnational employment issues are also explored. Students may receive credit for only one of the following courses: BMGT 468, BMGT 498G, HRMN 408, or MGMT 498G.

HRMN 462 Labor Relations Law (3)

Recommended: BMGT 380. A conceptual and functional analysis and application of legal principles relevant to labor/ management relations and the collective bargaining process in the domestic and global industrial and public sectors. Topics include the historical and statutory development of unionization; union organization and unfair labor practices; negotiation and administration of the collective bargaining agreement; economic pressures, including strikes, pickets, boycotts, and lockouts; arbitration and conflict resolution; public-sector regulation; and transnational labor/management issues. Students may receive credit for only one of the following courses: BMGT 462 or HRMN 462.

HRMN 463 Public-Sector Labor Relations (3)

Prequisite: HRMN 362. A study of the development and structure of labor relations in public-sector employment. The responses of federal, state and local governments to unionization and collective bargaining are analyzed. Case studies of governmental units, public unions and union issues demonstrate and reinforce principles. Students may receive credit for only one of the following courses: BMGT 463 or HRMN 463.

HRMN 486A Internship in Human Resource Management Through Co-op (3)

Prerequisite: Formal admission to the Co-op program (program requirements are listed on p. 247). An opportunity to combine academic theory with new, career-related experience in human resource management. At least 12 hours per week must be devoted to new tasks for a minimum of 180 hours during the Co-op session; four new tasks must be delineated in the Learning Proposal; and the course requirements must be completed. May be repeated upon approval of a new Learning Proposal that demonstrates new tasks and objectives related to human resource management and that continues to advance application of academic theory in the workplace. Students may earn up to 15 credits in all internship coursework through Co-op toward a first bachelor’s degree and up to 9 credits toward a second bachelor’s degree. Co-op credits may not be used for general education requirements and, unless otherwise specified, no more than 6 Co-op credits may be used in the academic major and minor (combined).

HRMN 486B Internship in Human Resource Management Through Co-op (6)

Prerequisite: Formal admission to the Co-op program (program requirements are listed on p. 247). An opportunity to combine academic theory with new, career-related experience in human resource management. At least 20 hours per week must be devoted to new tasks for a total of 300 hours during the Co-op session; five to eight new tasks must be delineated in the Learning Proposal; and the course requirements must be completed. May be repeated upon approval of a new Learning Proposal that demonstrates new tasks and objectives related to human resource management and that continues to advance application of academic theory in the workplace. Students may earn up to 15 credits in all internship coursework through Co-op toward a first bachelor’s degree and up to 9 credits toward a second bachelor’s degree. Co-op credits may not be used for general education requirements and, unless otherwise specified, no more than 6 Co-op credits may be used in the academic major and minor (combined).

HRMN 495 Contemporary Issues in Human Resource Management Practice (3)

(Intended as a final, capstone course to be taken in a student’s last 15 credits.) Prerequisite: HRMN 400. A study of human resource management that integrates knowledge gained through previous coursework and experience and builds on that conceptual foundation through integrative analysis, practical application, and critical thinking. Emerging issues in human resource management are considered. Students may receive credit for only one of the following courses: BMGT 388K, HRMN 494, or HRMN 495.