Human Resources Management

HRM 303. Fundamentals of Human Behavior in Organizations — (3 Units)
Prerequisite: MGT 301 Management Theory & Practice.
Presents and explores the impact of selected behavioral issues found in the organizational setting. An in-depth focus of past and current theories concerning the cause and effects of Work Motivation, Attitude Formation, and Perceptions in different social settings, including those that are culturally diverse. The course includes exploring how Personality Theory can be applied to selection, training and placement, learning and organization behavior modification, group processes covering politics and conflict and individual and social bases for decision making.

HRM 305. Key Factors of Human Resources Management — (3 Units)
Prerequisite: MGT 301 Management Theory Practice.
Studies the key factors of human resource management within the organization including recruiting, selecting, training, developing employees, wage administration and union relations.

HRM 315. Employment Practices & the Law — (3 Units)
Prerequisite: BLAW 201 Business Law, BCOM 301 Fundamentals of Business Communications, MKT 301 Introduction to Marketing, HRM 305 Human Resources Management, BLAW 305 Business Ethics.
Employment Practices and the Law primarily involve a study of the procuring and orienting of individuals to organizations. Evaluates recruiting, selection, induction, and follow-up methods in light of current legislation. The staffing function of the resource aspects of a management position. All aspects of the legal environment in which Human Resources management must conform to including Civil Rights legislation, Equal Employment Opportunity (EEO), Equal Pay Act, sexual harassment, and the American with Disabilities Act (ADA) are covered in the course.

HRM 317. Creating Training & Development Programs — (3 Units)
Prerequisite: HRM 315 Employment Practices & the Law.
How to develop successful training programs which reinforce the company's mission and goals. The course examines the design, operation, and evaluation of training and development activities in organizations. Reviews the legal forces influencing training in organizations.

HRM 318. Human Resources Appraisal & Reward Strategies — (3 Units)
Prerequisite: HRM 315 Employment Practices & the Law.
Strategic and ethical considerations in appraising and rewarding people at work. Exploration of various appraisal and compensation systems. Examination of legal and other environmental factors influencing appraisal and compensation activities.

HRM 320. Labor & Management Relations — (3 Units)
Prerequisite: HRM 315 Employment Practices & the Law.
Dynamics of labor-management relations, with an emphasis on the significance of dealing with unions and the realities of the constraints industrial relations place on the managerial decision-making process. Topics include the development of unions, union recognition, Collective Bargaining and its impact on wages, hours, working conditions, grievance procedures, and health and safety. Cases from the National Labor Relations Hearing and Administrative Review Boards will also be studied and analyzed.

HRM 391. Compensation and Benefits — (3 Units)
Prerequisites: HRM 305 Key Factors of Human Resources Management
This course focuses on the effective management of employee compensation and benefits in contemporary organizations. The course includes emerging issues in compensation administration. Here, compensation is studied from the organization's perspective rather than from the view of the individual employee or society. The content of the course applies to organizations large and small, in the public and private sectors. Terminology may be adapted, but the theories, processes and techniques of good compensation decision-making remain stable across various types of organizations.

The goals of compensation administration are to design compensation systems that elicit desired employee behaviors at work; to motivate employees to join, stay and perform at high levels; and for the organization to remain ethical and legal in its compensation programs. This course provides an overview of how an organization is to accomplish these purposes.

HRM 392. Global Human Resources Management — (3 Units)
Prerequisites: HRM 305 Key Factors of Human Resources Management; HRM 315 Employment Practices and the Law; HRM 391 Compensation and Benefits
This course introduces global issues in managing Human Resources, including cultural, legal and local market pressures on HRM functions. The course compares domestic operations with the complexities of managing an international workforce.

HRM 393. Organization Development and Change Management — (3 Units)
Prerequisites: The student is expected to have a basic understanding of management foundations, to be familiar with the case study method, and to have basic presentation skills.

The course deals with planned change efforts in organizations, covering organizational design; structure; principles of organizations; human resources training; intra-and inter-departmental communications; coordination activities; and leadership growth and development. The course considers Organizational Development and change management at the individual, team (group), and organizational levels.

HRM 394. Human Resources Information Systems — (3 Units)
Prerequisites: HRM 305 Key Factors of Human Resources Management; HRM 315 Employment Practices and the Law

Studies the development and application of information systems to the management of human resources. Includes systems for payroll, skills inventories, succession planning, labor contract negotiations and administration, and other systems.

HRM 395. Strategic Human Resources Planning — (3 Units)
Prerequisite: None

This course presents a comprehensive organization application which focus on planning for effective utilization of human resources. Topics include: strategic planning in staffing, reduction of labor surplus, labor shortage avoidance and uses of alternative measures in staffing issues. Human resources information systems will focus on the research and range and uses of the current computer applications systems. Employee protections and affirmative action plans will be addressed through understanding of the laws, the labor population and legal applications research. Management succession will be related to performance systems and employee development planning.

HRM 402. Organizational Development and Transformation — (3 Units)
Prerequisite: MGT 301 Management Theory & Practice.
Analysis of the Organizational Process and study of contemporary theories for implementing change within the organization. Examples, issues and challenges of Organization Development and Organizational Transformation will be considered. Theory is merged with practice through integration of assignments with the student's current position.

HRM 403. Communication in Organizations — (3 Units)
Prerequisite: BCOM 301 Introduction to Business Communications, HRM 303 Fundamentals of Human Behavior in Organizations.
A study of the dynamics of human communication. Communication theory and research is examined as it relates to interpersonal communication and behavior in organizations. Analyzes oral and written communication theories and focuses on internal publications particularly related to human resources.

HRM 421. Human Relations & Values — (3 Units)
Prerequisite: HRM 303 Fundamentals of Human Behavior in Organizations.
Develops an understanding of oneself and others as individuals and as members of working groups. Knowledge and skills emphasized include group dynamics and self-awareness, the impact of the self on others, free expression and better listening, and barriers to group participation. Emphasis is placed on the person in the organization and on the interactions between managers and their employees.

HRM 430. The Managerial Process — (3 Units)
Prerequisites: Completion of all required lower-division and upper-division Business Administration core courses.
Studies the theories of management as applied to decision-making in planning, organizing, staffing, directing, and controlling an organization.

HRM 440. Organizational Behavior — (3 Units)
Prerequisite: HRM 430 The Managerial Process.
Applies the behavioral sciences to topics such as: self-awareness, perception, communication, motivation, productivity, group processes, change in organizations, personal stress, and leadership processes.

HRM 450. Human Resources Management Processes — (3 Units)
Prerequisite: HRM 430 The Managerial Process.
Studies human resources within the organization including recruiting, selection, training, development, evaluating performance, compensation, and union relations, all within relevant legal constraints.

HRM 495. Senior Project — (3 Units: 1 guided instruction/2 lab)
Prerequisites: Completion of all required lower- and upper-division Business Administration and Human Resources Management core courses and the upper-division Human Resources Management options courses selected by the student.
Supervised individual application project involving a human resource topic chosen by the student with the instructor's guidance. The student will be required to define the research topic, design the implementation of the project and write a formal report. To be eligible for credit, the project must involve a broad range of human resources issues and show evidence of applying course material to a real world problem. (While it is not always possible, it is preferable that students design theirproject so that they can then implement it in their workplace)
Note: May be taken concurrently with HRM 496.

HRM 496. Senior Project Implementation & Evaluation — (3 Units lab)
Prerequisite: Completion of or concurrent enrollment in HRM 495 Senior Project.
This course involves implementation of the student's senior project and evaluation of the impact of the project. With the supervision of the instructor and cooperation from the student's work organization, the student will implement his or her project. The student will gather data regarding results achieved by the project. The results will be reported to the instructor and to the appropriate member(s) of the student's work organization.

HRM 501. Ethics & Social Responsibility — (3 Units)
Prerequisite: HRM 430 The Managerial Process, HRM 450 Human Resources Management Processes.
The interrelationship between government, business, and society are examined with the view that managers must constantly adapt to the realities of the economic, political, and social environment of business. Management must consider its social responsibility in resolving issues that include values, ethics, and beliefs underlying its decisions. Strategic management for competitiveness, within the business and society context, ethical decision making, corporate culture, and moral reasoning are also examined. Global competitiveness and multi-national business-government relations are discussed.

HRM 502. Organizational Leadership — (3 Units)
Prerequisites: HRM 430 The Managerial Process, HRM 450 Human Resources Management Processes.
Application of behavioral science knowledge to organizational problems through programs of planned change. Focuses on the diagnostic techniques and intervention strategies used in managing system wide organizational change.

HRM 503. Employment & Labor Law — (3 Units)
Prerequisite: HRM 450 Human Resources Management Processes.
Analyzes the application of current statutory and case law and administrative agency regulations related to EEO, Affirmative Action, labor relations, occupational safety and health, compensation issues, Americans with Disabilities Act, and other fair employment practices.

HRM 506. Organizational Communication (3 Units)
Prerequisite: HRM 430 The Managerial Process.
Communication theory and research are examined as they relate to interpersonal communication and behavior in organizations. Analyzes oral and written communication theories and focuses on internal publications particularly related to human resources.

HRM 507. Organizational Development and Intervention — (3 Units)
Prerequisites: HRM 440 Organizational Behavior, HRM 450 Human Resources Management Processes.
Focuses on the processes by which behavioral science knowledge and practices are used to help organizations achieve greater effectiveness; including improved quality of life, increased productivity, and improved product and service quality through strategic planning and interventions.

HRM 508. Strategic Human Resources Planning — (3 Units)
Prerequisites: HRM 430 The Managerial Process, HRM 450 Human Resources Management Processes, HRM 501 Ethics & Social Responsibility, HRM 503 Employment & Labor Law.
Planning for effective utilization of human resources in organizations is explored. Topics include: human resources strategic planning, human resources information systems, employee protection, affirmative action, management succession and development planning and human resources-needs forecasting.

HRM 510. International Human Resources Management — (3 Units)
Prerequisites: HRM 430 The Managerial Process, HRM 450 Human Resources Management Processes, HRM 503 Employment & Labor Law.
This course examines global issues in managing human resources, including cultural, legal, and local market pressures on HRM functions, and compares domestic operations with the complexities of managing an international workforce. This course will examine international human resources management, particularly firm-level human resources strategies in the international competitive environment. The relationships between the external environment, organizational factors, and international human resources management strategies and practices will be studied from both theoretical and practical perspectives. The subject will include topics such as strategic issues for international human resources management, human resources management in a variety of international organizational forms, cross-cultural issues, and expatriate management.

HRM 520. Human Resources Information Systems (3 Units)
Prerequisites: HRM 430 The Managerial Process, HRM 450 Human Resources Management Processes, HRM 503 Employment & Labor Law
Studies the development and application of information systems to the management of human resources. Includes systems for payroll, skills inventories, succession planning, labor contract negotiations and administration, and other systems.

HRM 530. Labor Relations: Process & Law — (3 Units)
Prerequisites: HRM 430 The Managerial Process, HRM 450 Human Resources Management Processes, HRM 503 Employment & Labor Law
A study of the practice of labor relations including the organizing process, collective bargaining, labor contract administration, union structure and issues, and the
influence of external labor market factors
on labor relations.

HRM 540. Compensation Design & Administration (3 Units)
Prerequisites: HRM 450 Human Resources Management Processes, HRM 503 Employment & Labor Law
This course focuses on the effective management of employee compensation and benefits in contemporary organizations. The course includes emerging issues in compensation. Compensation is studied from the organization's perspective rather than from the view of the individual employee or society. The content of the course applies to organizations large and small, public and private. Terminology may be adapted but the theories/processes of good compensation decision-making remain stable across various types of organizations. The goals of compensation administration are to design pay systems that elicit desired employee behaviors at work; to motivate employees to join, stay and perform at high levels; and for the organization to remain ethical and legal in its compensation programs. This course provides an overview of how an organization is to accomplish these purposes.

HRM 550. Performance Appraisal Systems — (3 Units)
Prerequisites: HRM 430 The Managerial Process, HRM 450 Human Resources Management Processes, HRM 501 Ethics & Social Responsibility, HRM 503 Employment & Labor Law.

Various systems used to evaluate employee productivity and performances are examined. Topics include: job analysis, job descriptions, setting performance standards, designing appraisal feedback and administering performance appraisal systems.

The course explores a variety of approaches to evaluating employee performance. Both traditional and non-traditional methods will be examined. The course is aimed at providing you with practical, proven hands-on methods for evaluating performance. In addition, key research in the area will be explored with the intent of laying a strong foundation for quality evaluation systems. The course covers some of the important legal issues relevant to performance appraisal. Finally, The course also exposes the student to some arguments that have been made for doing away with performance evaluation altogether. Both the pros and cons of the issue will be examined. 

HRM 560. Cost Effective Human Resources Development — (3 Units)
Prerequisites: HRM 430 The Managerial Process, HRM 450 Human Resources Management Processes, HRM 501 Ethics & Social Responsibility, HRM 503 Employment & Labor Law.
This course will discuss strategic and financial considerations in training and development. It will address the design of training operations, program development, and ethicality and cost effectiveness of human resource programs. The relationship of cultural diversity and work-force forecasting to budgets and financial planning will be explored.

HRM 570. Employee Rights, Responsibilities and Discipline — (3 Units)
Prerequisites: HRM 430 The Managerial Process, HRM 450 Human Resources Management Processes, HRM 503 Employment & Labor Law.
Studies the moral and legal rights and responsibilities of employees in the context of discipline, reward and corporate restructuring. Topics include: Constitutional views, corporate disclosure, employee loyalty and dissent, employee participation, employee privacy,
disciplinary due process and other current issues.

HRM 580. Alternative Dispute Resolution (ADR) in the Workplace — (3 Units)
Prerequisites: HRM 430 The Managerial Process, HRM 450 Human Resources Management Processes, HRM 503 Employment & Labor Law.
This course introduces you to general Alternative Dispute Resolution (ADR) processes including mediation, arbitration, and conflict avoidance. You will learn the value of internal and external ADR programs and how they affect the following areas: legal, economic, personnel, and image. The course will then cover a variety of work-place conflicts and how ADR is used to resolve them. Once a general understanding of these principles has been reached, the student will be asked to apply what has been learned to help understand and manage workplace conflict.

HRM 598. Advanced Directed Individual Research — (3 Units)
Prerequisites: Students must have completed all the Human Resources Management core courses and all of their chosen Professional concentration courses.
The purpose of this course is to teach the student how to apply research methods in their Master’s Thesis. This includes selecting a research problem, developing a thesis proposal, as well as instruction on the completion of a thesis after the topic has been approved by the thesis advisor and the thesis committee. Various kinds and types of research will be studied. Systems for gathering and reporting data as well as statistical processing of data will be covered

Students will develop a Final Project, consisting of a preliminary proposal for Thesis Committee Approval and development of the first three chapters of the thesis.

HRM 599. HRM Graduate Project or Thesis — (3 Units)
Prerequisite: HRM 598 Advanced Directed Individual Research.
Supervised individual field project or research thesis involving the implementation of the research proposal produced by the student in fulfillment of Graduate Project and Thesis Design.

Other Human Resources Management Courses to be Considered:

BLAW 315. Employment Law