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38:533:580
HR Strategy I: Introduction (3)
This course sets the stage for the master's in human resource management (M.H.R.M.) curriculum and begins to socialize students into the program. A key objective is to introduce students to a strategic view of HR, which includes adopting a systems perspective and attending to multiple stakeholders. This course emphasizes the importance of understanding the many forces that shape a firm's approach to managing human resource management (HRM) and the positioning of the HR function as a strategic partner, putting the focus on the intersection of HRM, business policy, and competitive strategy.
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38:533:590
HR Strategy II: Business and Competitive Strategy (3)
This is a complete course addressing strategy. The primary focus will be to provide students with a deep understanding of strategic management. Topics to be covered include competitor analysis, strategy formulation (at the business, corporate, and international levels), acquisitions and restructurings, cooperative strategies, corporate responsibility, and entrepreneurship.
Prerequisite: 38:533:580.
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38:533:680
HR Strategy III: Measurement Issues (3)
HR Strategy III is premised on the assumption that in an economy dominated by intangible assets, conventional accounting systems do not provide the kinds of information required to effectively measure or manage the HR function or the workforce. Developing effective measurement systems requires that managers understand how the workforce drives strategy execution, that they identify and collect the right measures of workforce success, and finally, that managers have the access, capability, and motivation to use these data to communicate strategic intent and monitor progress.
Prerequisites: 38:533:540 and 590.
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38:533:690
HR Strategy IV: Global Workforce Strategy (3)
In HR Strategy IV, students will apply what they have learned throughout the program in a global context, using a systematic and comprehensive approach to HR strategy formulation and execution. As a capstone course, assignments will emphasize student involvement and problem solving.
Prerequisites: 38:533:680 and 36 credits.
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38:533:540
HR Decision Making: Financial Decisions (3)
Prepares students to assess the business implications of basic financial statements (income statement, balance sheet, cash flow statement) and to participate in the financial analysis of business strategy. Particular attention is paid to topics where finance and HR intersect (cost benefit analysis of HR initiatives, selection of financial measures to serve as bonus drivers, alternative models for valuing employee stock options, and financial and accounting aspects of pensions and other postretirement benefits).
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38:533:542
HR Decision Making: Data-Based Decisions (3)
This course addresses research design methodology and addresses basic statistics through regression analysis.
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38:533:533
Managing Workforce Flow (3)
Acquisition and deployment of human assets by the organization. Traditional plus outsourcing.
Prerequisite: 38:533:542.
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38:533:634
Developing Human Capital (3)
Assessing and developing the organization's human assets via training and development. Coverage includes both micro issues and macro issues, including the learning organization.
Prerequisite: 38:533:542.
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38:533:635
Managing Rewards Systems (3)
Focuses almost entirely on base pay systems and individual performance management.
Prerequisite: 38:533:542.
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38:533:636
Designing Work and Governance Systems (3)
Options in designing work. Focus on teaming, but covers different methods of assigning and completing tasks. Covers governance issues in nonorganized and organized settings. Emphasis on employee-involvement issues and the implications for HRM.
Prerequisite: 38:533:665.
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38:533:565
Economics and Demographics of Labor Markets (3)
Focuses on the operation of the labor market, and how economic forces and demographic trends affect a firm, its workforce, and the employment relationship. Topics include economic reasoning and current research on labor demand, labor supply, demographic trends and projections, education and training, unions, discrimination, and unemployment.
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38:533:566
Employment Law (3)
Studies principles of law covering the employment relationship. The focus is on understanding the legal process as it relates to employment issues and developing abilities to research legal issues.
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38:533:665
Managing the Global Workforce (3)
Introduces students to the impact of global markets on the management of human capital at home and abroad. Discusses the expansion of international trade and the growth of U.S. multinational operations abroad.
Prerequisite: 38:533:590.
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Electives (also see proposed New Electives below)
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38:533:601
Independent Study (BA)
Exploration of specific subjects in human resource management under the direction of a faculty member.
Prerequisite: The agreement of a faculty member to direct the independent study.
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38:533:610
Selected Problems in Human Resource Management (3)
Topics include development and management of teams, internal consulting skills, and distance learning.
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38:533:685
Creating and Managing Organizational Change (3)
Focuses on the role of HR in supporting organizational change. Considers major types of change and the impact on organization, group, and individuals. Appropriate responses are explored.
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38:533:701,702
Master's Thesis (3,3)
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38:578:___
Master in Labor and Employment Relations Courses (3)
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22:620:___
Selected M.B.A. Courses (3)
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