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This course will provide the student with a basic understanding of job-related emotional problems and the counseling tools and skills to effectively deal with them. Topics of study will include alcohol and drug problems, anger at work, stress, directive and non-directive counseling, and coping skills for the worker.

Prerequisite: HRM-228

This course is designed to provide undergraduate students with a critical understanding of the strategic human resource skills required in the 21st century international marketplace. This class will explore issues related to effective management of international human resources in both a multinational environment and smaller organizations. Focus areas include strategy, recruitment and selection, performance management and compensation, management development, and the role of organized labor. In addition, the course demonstrates how an appreciation of international cultures impacts HRM.

Prerequisite(s): MGT202 or MGT310

This course is designed to provide students with a critical understanding of the technical skills required for the 21st century human resources environment. This course explores the role of HR in a technology-driven environment: HRIS systems in corporations, online recruiting, information age responsibilities of HR, online legal environment for HR, role of IT in training and IT-driven changes to HR operating systems. Computer lab exercises, case studies and experiential exercises are utilized extensively in the course.

Prerequisite: HRM 228

This course is designed to cover a variety of topics to meet and anticipate the changing needs of the dynamic HRM environment that exists in the business arena. Modules will be drawn from such current topics as the role of social media on HR, the impact of globalization, the role of technology in shaping the workforce and the workplace, performance management, diversity management, and cultural issues.

Prerequisite(s): HRM 228

The course is designed to provide students with a critical understanding of staffing and selection within organizations. This course explores the nature of selections programs and their legal context, measurement concepts basic to selection, the development of a selection program, and major selection instruments used. Issues connected with rightsizing, layoffs, etc., are also discussed, along with the importance of establishing and maintaining a culture which promotes employee retention. Case studies, current literature, and experiential exercises are utilized extensively throughout the course.

Prerequisite: HRM 228

This course examines the laws, cases, and legal requirements of United States employment law. The course will teach students various rights and liabilities that attach to employers and employees during the employment relationship and the legal system’s role in protecting each party while resolving disputes. Students will examine statutes and cases related to employment law, resolve hypothetical problems, and prepare legal responses to real-world legal problems. This course provides basic concepts and vocabulary needed when working in the field of human resources management in which employment law issues periodically arise.

Prerequisites: HRM-228

This business-oriented information systems course prepares students to leverage technology and information systems efficiently and effectively in the HR arena. Numerous software programs will be explored to assist in the talent management and performance management functions within organizations. Additional topics include video interviews, using social media, privacy issues, and confidentiality of HR data in organizations today. The emphasis is on the use of information to make informed decisions.

Prerequisite(s): HRM 650

This course examines the role of the human resource management process within organizations. Students will be asked to explore topics relevant to all organizational managers, such as equal employment opportunity, job design and analysis, recruitment and retention, compensation systems, benefit plans, performance appraisals, employee rights, and the role that unions and collective bargaining agreements have in the workplace. Timely, relevant topics such as HRIS and talent analytics will be addressed.The role of human resources in the strategic management of the firm is also explored. Students will also be asked to review and analyze a number of case studies.

This course examines the role of the human resource management process within organizations. Students will be asked to explore topics relevant to all organizational managers, such as equal employment opportunity, job design and analysis, recruitment and retention, compensation systems, benefit plans, performance appraisals, employee rights, and the role that unions and collective bargaining agreements have in the workplace. Timely, relevant topics such as HRIS and talent analytics will be addressed.The role of human resources in the strategic management of the firm is also explored. Students will also be asked to review and analyze a number of case studies.

This course examines the role of the human resource management process within organizations. Students will be asked to explore topics relevant to all organizational managers, such as equal employment opportunity, job design and analysis, recruitment and retention, compensation systems, benefit plans, performance appraisals, employee rights, and the role that unions and collective bargaining agreements have in the workplace. Timely, relevant topics such as HRIS and talent analytics will be addressed.The role of human resources in the strategic management of the firm is also explored. Students will also be asked to review and analyze a number of case studies.