| Class Schedules Index | Course Catalogs Index | Class Search Page |
| Human Resources | |
| HR 5005 | Talent Management (3) |
| Explores the full body of knowledge of talent management and surveys the impact of the TM function and its influence upon organizations. Assesses the strategic impact of talent management and the labor force on organizations in the 21st century. Reviews challenges that senior leaders face in hiring top talent, and engaging, motivating and retaining the best employees. | |
| HR 5020 | Staffing and Career Management (3) |
| Examines the processes and techniques that establish and govern the flow of interrelated organizational staffing activities. Includes case studies covering the latest staffing models and systems, economic conditions that impact staffing, laws and regulations, strategy and planning, measurement, job analysis, internal and external recruiting, and decision making. | |
| HR 5030 | Strategic Compensation (3) |
| Explores strategic choices in managing compensation through a pay model that is based upon the foundational policy decisions of the compensation system, the means of compensation, and the objectives of the compensation. Includes strategic perspectives, internal consistency, external competitiveness, employee contributions, and administration of the pay system efficiently, equitably, and in compliance with the law. Course was offered Summer 2025, Fall 2024, Spring 2024, Summer 2023, Summer 2022, Summer 2021, Summer 2020, Summer 2019, Summer 2018, Summer 2017, Summer 2016, Summer 2015, Summer 2014, Summer 2013, Summer 2012, Summer 2011, Summer 2010, Spring 2010 | |
| HR 5040 | Organizational Performance Management (3) |
| Examines the influence of human performance elements (such as quality of work-life, rewards and recognition, job design, teambuilding, and participative management) on organizational performance. Course was offered Spring 2025, Summer 2024, Fall 2023, Fall 2022, Fall 2021, Fall 2020, Fall 2019, Fall 2018, Fall 2017, Fall 2016, Fall 2015, Fall 2014, Fall 2013, Fall 2012, Summer 2011 | |
| HR 5050 | Organizational Change and Development (3) |
| Enables the student to understand the behavioral concepts and theories that form the foundation of organizational development, the process of change management, and the organizational development techniques and interventions designed to improve organization effectiveness. Explores such concepts and processes as power and influence, conflict, inter-group behavior, decision-making, and communication. Course was offered Summer 2025, Fall 2024, Spring 2024, Spring 2023, Spring 2022, Spring 2021, Spring 2020, Spring 2019, Spring 2018, Spring 2017, Spring 2016, Spring 2015, Spring 2014, Spring 2013, Spring 2012, Spring 2011, Spring 2010 | |
| HR 5060 | Transformational Leadership in Human Resources Management (3) |
| Prepares leaders and managers to meet their organizations' simultaneous need for stability and change. Reviews the components of the leadership process (goals, leader, followers, and activities), and the psychological, behavioral, sociological, and cognitive underpinnings of leadership strategies. Course was offered Spring 2023, Spring 2022, Spring 2021, Spring 2020, Spring 2019, Spring 2018, Spring 2017, Spring 2016, Spring 2015, Spring 2014, Spring 2013, Spring 2012, Fall 2011, Spring 2011, Spring 2010 | |
| HR 5112 | SHRM Learning System and Exam Preparation (3) |
| Prepares students for Society of Human Resources Management (SHRM) industry certification exams (Certified Professional or Senior Certified Professional). Uses SHRM Body of Applied Skills and Knowledge (BASK), which defines standards for HR professionals globally. Enables students to better comprehend and apply HR topics. See SHRM for full certification requirements. Enrolled students receive partner price for SHRM Learning System and textbooks. | |
| HR 5115 | Workforce Inclusion, Equity and Belonging (3) |
| Focuses on issues, challenges, and subtle dynamics that operate in cross-cultural organizations for which students learn to build functional and effective workplace relationships. Participants will learn to manage diversity as an asset to sustainable competitive advantage to achieve the strategic goals of the organization. A framework for the strategic management of diversity, equity, and inclusion will also be developed and discussed. | |