Human Resource Mgmt Minor
View 2017-2018 Catalog (includes course descriptions)
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Human Resource Management involves all of the decisions and practices that relate to managing people in organizations. Important HRM activities include recruiting and hiring employees, analyzing jobs and writing job descriptions, motivating and evaluating the job performance of employees, determining pay and benefits, providing training, ensuring safety and health, and complying with employment-related laws and regulations. The effective management of the human resources of an organization is critical to the organization's success.
A minor in Human Resource Management consists of the following 18 credits and requires a total cumulative 2.70 GPA. Students are strongly encouraged to complete IT 101. Classes in () are prerequisites that have to be met before registering for a class. Must be admitted to a major to take upper-division courses.
- MGMT 330-3 Principles of Management
- MGMT 340-3 Human Resource Management
- MGMT 380-3 Human Behavior in Organizations (330)
- MGMT 441-3 Staffing (340)
- MGMT 442-3 Compensation Management (340)
- MGMT 445-3 Training and Development (340)
This course examines the effective management of the human resources of organizations. Topics include analyzing jobs and writing job descriptions; recruiting and hiring of applicants; complying with employment law; managing promotions, quits, and layoffs; employee training and development; evaluating job performance; determining compensation; and managing human resources in a unionized environment.
Concepts, theories, and empirical research on organizational behavior are studied. Models and tools for diagnosing situations, individual behavior, group behavior, intergroup conflicts, supervisory problems and organizational change are analyzed.
Students learn how to hire the best talent available using sound professional methods. Students design and present legally defensible recruiting and screening techniques for jobs they have analyzed.
The focus of this course is operating an effective, efficient, legal and responsible system for compensating one's employees. Includes the workings of labor markets, analyzing jobs, finding the market value for jobs, designing a pay structure, appraising performance, setting individual pay, determining benefits, occupations requiring special pay programs.
Students design and deliver training by assessing client needs, defining learning outcomes, choosing effective methods, training, and evaluating results.
This capstone course examines how the strategic management of the human resources of an organization can enhance organizational success. The course investigates how to achieve strategic congruence between an organizations strategy and HR management. Topics covered include the interrelationships among the HR disciplines, ethics, sustainability, social responsibility, the role of the HR professional, managing workforce changes, achieving competitive advantage through HR, HR performance metrics, and organizational effectiveness.