Course Descriptions

Human Resources Management


HRM 300
Labor Relations and Collective Bargaining
3 credits

Bargaining relationships, collective bargaining content, and the use of mediation are discussed in this course. Arbitration and other approaches to resolve conflicts are considered.

Prerequisite(s): BBM 201


HRM 305
Staffing Organizations
3 credits

This course provides students with the skills and knowledge to make effective staffing decisions. Topics include job analysis, recruitment, writing effective advertising copy, selection (including interviewing techniques), orientation and turnover. Emphasis is on the ethical and legal considerations involved in staffing decisions. Prerequisites(s): BBM 201


HRM 310
Organizational Development
3 credits

This course studies the structures and dynamics of organizations as complex systems. Students examine theories and concepts which explain organizational behavior and productivity. Organizational norms, cultural design, and structure are explored.

Prerequisite(s): BBM 201, and for HRM minors ONLY: BBM 301


HRM 311
Human Resource Management
3 credits

This course reviews systems required to effectively recruit, select, train, and maintain a workforce. Particular emphasis is placed on training and development, wage and salary administration, and personnel planning.

Prerequisite(s): BBM 201


HRM 312
Computer Applications in Human Resource Management
3 credits

This course examines the use of computer applications in human resource management (in particular PeopleSoft®) through interactive computer lab utilization. Students review basic computer theory and then apply that theory to produce human resources documents and projects.

Prerequisite(s): BCS 206, BBM 201, and HRM 311


HRM 315
Occupational Health, Safety & Security
3 credits

Occupational Health, Safety & Security is the concerned with developing and maintaining a safe workplace for all employees. This course is designed to equip Human Resource professionals with an understanding of the theory and the practical implications of maintaining a safe, healthy, and secure workplace. Students will learn how to insure that policies and procedures are established and are followed by employees. Additionally, this course will evaluate theory and implications behind workplace wellness initiatives.

Prerequisite(s): BBM 201, HRM 311


HRM 320
Safety in the Workplace
3 credits

This course focuses on topics regarding the Occupational Safety and Health Administration (OSHA). Students develop the knowledge and skills necessary to provide a safe, healthy, and secure work environment for all employees.

Prerequisite(s): BBM 201


HRM 321
Organizational Communication
3 credits

This course examines the communication process as it relates to the successful internal and external communication of information within the organization. Particular emphasis will center on successful communication within a diverse workplace.

Prerequisite(s): BBM 201


HRM 340
The Adult Learner
3 credits

The purpose of this course is to provide learners with a broad understanding of the theoretical base and principles of adult learning, the methods of adult education, and the role of the teacher in facilitating effective learning. The course examines the adult as a unique learner and the implications of the knowledge of adult development on the instructional process.

Prerequisite(s): BBM 201


HRM 350
International HRM
3 credits

This course is designed specifically for those students interested in the application of HRM techniques and practices in a global context. It will focus on strategic issues related to the effective management of international HRM in the modern multi-national organization. The course will cover general HRM processes and systems but will focus on unique challenges faced by global companies as they acquire, develop, deploy, and maintain human resources.

Prerequisite(s): HRM 311


HRM 351
Managing Diversity
3 credits

Effective HR professionals must be able to develop and manage an inclusive workforce in today’s business environment. In order to address issues of an inclusive workforce, they must have an understanding of diversity management. The impact of prejudice and discrimination in a workplace can be detrimental to any business. This course will provide students with the theory and knowledge to be able to manage and engage a diverse workforce.


HRM 361
HRM in Public and Nonprofit Organizations
3 credits

- Human Resource Management in Public and Nonprofit Organizations- Over the last several years, the nonprofit sector has grown in size, sophistication, impact, and influence. Successful management of nonprofits requires knowledge of the key functions of these organizations and the roles leaders must play. Nonprofit organizations must rely on effective human resource management to meet their short-term goals and long-term success. Nonprofit organizations offer unique issues of balancing board members, staff members, independent contractors, and volunteer staff, all while maintaining a traditional focus on compliance and workforce concerns. This course will give students an overview of the purpose of nonprofit organizations, management tasks, and important trends that affect the environment in which nonprofits work and how this affects Human Resource Management.


HRM 400
Legal Aspects of Human Resource Management
3 credits

This course develops a comprehensive understanding of the legislative and administrative laws and judicial rulings affecting the human resources professional. Understanding employment law is the primary focus of this course.

Prerequisite(s): HRM 311


HRM 402
International Comparative Labor and Employment Relations
3 credits

This course surveys the range of approaches to labor and employment relations in various developed and developing countries. The course will compare various aspects of employee relations (e.g. unionization, labor-management relations, government intervention, and adopted models of employee relations) and how they are adapting to the challenges presented through globalization and technological advancement.

Prerequisite(s): HRM 350, HRM 400


HRM 405
Compensation Administration
3 credits

This course examines compensation and reward systems, including wage and salary administration, incentive plans, and employee benefit programs. The role of the human resources professional in developing and administering these programs is examined throughout the course.

Prerequisite(s): HRM 311


HRM 410
Training and Development
3 credits

This course provides students with a practical approach to training employees in the business environment. Components of training design, including needs assessment, objectives, and evaluation are studied. Training presentation styles are also reviewed.

Prerequisite(s): HRM 311


HRM 450
Strategic Human Capital Management
3 credits

The field of Human Resources continues to evolve as the needs of organizations change in an era of globalization and increasing competitiveness. Human Resource professionals need to be proficient in their discipline and the business operations to assess the human capital needs and to achieve the human capital objectives necessary for the successful implementation of business goals. Additionally, Human Resource professionals need to be able to effectively articulate human capital needs utilizing business vocabulary to gain board and senior leadership support. This capstone course will help enhance the business acumen of Human Resources students so that they can effectively partner with various levels of an organization to further the human capital initiatives within an organization. Additionally, this course will examine the implications of globalization and knowledge management upon the field of Human Resources.

Prerequisite(s): BAC 102, BBM 201, BBM 320, BLA 303, BMK 305, ECO 105, FIN 305, HRM 300, HRM 305, HRM 310, HRM 311, HRM 315, HRM 350, HRM 405, HRM 410 and MAT 308


HRM 460
Topics in Human Resource Management
3 credits

This course is an intensive study of selected topics related to the field of human resource management. Emphasis is on in-depth research in staffing, human resource development, or international human resource management, as selected by the instructor.

Prerequisite(s): Advanced standing, permission of the instructor, and HRM 311


HRM 490
Internship in Human Resource Management
3 credits

The internship provides work experience, allowing the student to consolidate knowledge, apply skills, and organize a philosophical framework vital for success in the field of human resource management. Students must have a minimum of 60 credits and a minimum GPA of 2.5. Course is graded satisfactory/unsatisfactory.

Prerequisite(s): HRM 311


HRM 491
Internship in Human Resource Management
3 credits

The internship provides work experience, allowing the student to consolidate knowledge, apply skills, and organize a philosophical framework vital for success in the field of human resource management. Students must have a minimum of 60 credits and a minimum GPA of 2.5. Course is graded satisfactory/unsatisfactory.

Prerequisite(s): HRM 311


HRM 492
Internship in Human Resource Management
3 credits

The internship provides work experience, allowing the student to consolidate knowledge, apply skills, and organize a philosophical framework vital for success in the field of human resource management. Students must have a minimum of 60 credits and a minimum GPA of 2.5. Course is graded satisfactory/unsatisfactory.

Prerequisite(s): HRM 311


HRM 493
Internship in Human Resource Management
3 credits

The internship provides work experience, allowing the student to consolidate knowledge, apply skills, and organize a philosophical framework vital for success in the field of human resource management. Students must have a minimum of 60 credits and a minimum GPA of 2.5. Course is graded satisfactory/unsatisfactory.

Prerequisite(s): HRM 311