Human Resource Management 533
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52:533:360
Career Planning and Career Management (3)
Explores theory, research, and practice related to the planning and managing of careers in organizations. Individual career planning and management are the major part of the course.
Topics may also span the individual's organizational life, beginning
with entry into the organization and socialization process, through to
the individual's early and middle career stages, and concluding with
concerns surrounding late career/retirement.
Pre- or corequisite: 52:620:303.
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52:533:365
Strategic Human Resource Management (3)
Emphasizes the importance of human resource management functional
specialties (i.e., planning, recruitment, selection, employee
development, compensation, and employee relations), in terms of
alignment with and support of the organization's strategy and
objectives. Special attention is given to business problems and
strategic decision making of the human resource manager.
(Formerly 52:620:365 Human Resource Management) Pre- or corequisite: 52:620:303.
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52:533:370
Legal Issues in Human Resource Management (3)
Designed
to expose students to legislation and court rulings that impact the
management of human resources in the organization. Topics
include, but are not limited to, equal employment, privacy, employee
selection and testing, wage/hour regulations, safety and health,
worker's compensation, unemployment insurance, intellectual property,
and other emerging issues in employment law.
Prerequisite: 52:533:365.
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52:533:460
Employee and Labor Relations (3)
A study of the
relationships between management and employees of the organization
in both unionized and nonunion environments, and in both the private and
public sectors. Nonunion employee relations require leadership
for a positive work climate, including the development of programs,
policies, and practices in support of employees and the work they do
(e.g., safety and wellness) and general conflict resolution. Labor
relations with unionized employees cover more emphasis on
administering due process and collective bargaining, developing
strategies for contract negotiations and implementation of negotiated
agreements, and alternative dispute resolution.
(Formerly 52:620:367 Labor-Management Relations) Prerequisite: 52:533:365.
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52:533:461
Compensation and Benefits (3)
Considers the role of compensation as part of an organization's business strategy. Compensation
techniques used to achieve internal and external equity are covered,
focusing on job evaluations and wage and salary surveys. Incentive pay schemes, pay based on seniority, and knowledge-based pay plans are also discussed. The
role of employee benefits as compensation is given significant
attention, including both legally mandated and discretionary benefits. Issues connected with executive pay and international differences in compensation are covered.
Prerequisite: 52:533:365.
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52:533:462
Workforce Planning and Employment (3)
This
course takes a detailed look at the workforce planning components of
human resource management including planning, recruitment, selection,
placement, retention, and workforce reductions. Special emphasis
is placed on ensuring equal employment opportunity and understanding how
organizations should acquire and align their human resources to
maximize organizational performance.
Prerequisite: 52:533:365.
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52:533:463
Performance Improvement and Employee Development (3)
Organizational performance depends on a variety of factors, many of which involve the human element. This course recognizes a full range of possibilities and how to assess the root issues. The focus then moves to training and development of employees as an important opportunity for performance improvement. Closely
linked are topics of managing in organizations particularly resistance
to change and the need for conscientious follow-up on any changes
targeting performance.
Prerequisite: 52:533:365.
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52:533:487
Independent Study in Human Resource Management (3)
Individual
study under the supervision of the human resource management faculty,
usually on a specified project or paper, to deepen and broaden the
student's professional horizon and enrich the educational experience.
Prerequisite: Permission of instructor.
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52:533:491,492
Special Topics in Human Resource Management (3,3)
Designed
to integrate course materials, introduce newer philosophies and
techniques in human resource management, and apply them to selected
problems. Extensive readings and research reports required. Topics vary from term to term.
Prerequisite: 52:533:365.
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52:533:495
Honors Thesis in Human Resource Management (3,3)
An individual research project.
Prerequisite: Permission of instructor.
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52:533:497
Human Resource Management Internship (3)
A structured practical program conducted by a business in cooperation with the School of Business-Camden.
Prerequisites: Cumulative grade-point average of 3.0 and permission of internship director.
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