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WebTycho Graduate School of Management and Technology
Course Descriptions - HRMD (Human Resource Management and Development)
HRMD 610 Issues and Practices in Human Resource Management (3)
(Formerly ADMN 662. Strongly recommended as the first course in the human resources management specialization.) An overview of the human resource management profession, including the theories, research and issues related to human resource management within modern organizations. The roles, responsibilities, relationships, functions and processes of human resource management are discussed from a systems perspective. Expectations of various stakeholders, such as government, employees, labor organizations, staff/line management and executive management, are explored. Particular attention is given to the general legal principles and provisions that govern human resource activities. The specialty areas of employee relations, staffing, human resource development, compensation and organizational development are described. Current topics, such as human resource information systems and globalization, are addressed.
HRMD 620 Employee Relations (3)
(Formerly ADMN 661.) An investigation of the rights and responsibilities of employees and organizations in union and nonunion environments in the United States. The legal framework is reviewed, primarily at the federal level and the strategic fit of employee relations programs/services within the organization is examined. Discussion covers current issues such as equal employment opportunity, privacy, drug testing, wrongful discharge, health and safety, and pension and benefit plans, as well as public-sector and global issues.
HRMD 630 Recruitment and Selection (3)
(Formerly ADMN 666.) An examination of the initial phases of staffing, focusing on the hiring process. The contemporary roles, relationships and processes of recruitment and selection in the human resource management system are investigated. Emphasis is on productivity factors (such as the use of technology) and quality factors (such as legal, ethical and validity issues). Topics include international as well as domestic concerns and consideration of multiple staffing levels (such as executive managers and temporary employees). Current issues in private, not-for-profit and/or public sectors are discussed.
HRMD 640 Job Analysis, Assessment and Compensation (3)
(Formerly ADMN 663.) A study of the interrelated aspects of human resource management, including job design, job analysis, job evaluation, employee compensation, incentives to productivity, employee motivation and performance appraisal. Various approaches for analyzing, weighing and specifying the detailed elements of positions within modern organizations are presented. Discussion covers techniques for identifying and classifying the critical components of a job, defining the observable standards and measures, preparing and determining the job description and job worth, establishing equitable compensation for job performance and developing an executive compensation program. The interaction of compensation, worker motivation, performance appraisal and level of worker performance within the organization is examined.
HRMD 650 Organizational Development and Change (3)
(Formerly ADMN 664.) A study of the issues, theories and methodologies associated with organizational development and the management of change, with a major emphasis on organizational culture and organizational change processes. Topics include the diagnostic process, intervention strategies and overcoming resistance to change. Techniques such as goal setting, team-development procedures, productivity and strategy interventions, and interpersonal-change models are examined.
HRMD 651 Current Perspectives in Training and Development (3)
(Formerly ADMN 665.) An examination of the theories, research, skills and issues related to a major aspect of human resource development—the management of organizational training services. The role of training in the workplace and adult learning models are investigated. Topics include curriculum management, program development and operation management with an emphasis on design and delivery issues. The impact of technology, the global environment and modern organizational structures are considered. Ethical issues are also discussed. Assignments include the development of training proposals or programs.
HRMD 665 Managing Virtual and Global Teams (3)
(Not open to students who have completed HRMD 621, HRMD 652 or HRMD 660.) An investigation of the foundations of team development and performance from a human resource management and organizational behavior perspective. Focus is on maximizing the effectiveness and efficiency of global and virtual teams in organizations. Topics include the impact of global diversity and use of technology on intergroup development, communication and outcomes. Scholarly research and field literature are examined, and the implications of the findings for applied management are discussed.