This course provides an overview of the myriad of human resource management activities performed in the workplace. Topics include human resource planning, job analysis, staffing, recruitment, selection, retention, training and talent development, compensation and benefits, legal aspects, DE&I, discipline, performance management, labor relations, ethics, and health and safety.

Examination of the value of diversity, equity, and inclusion (DE&I) in the workplace. Discussion of the relevance of evaluating metrics associated with DE&I theories. Review of the benefits to organizations in the areas of costs, marketing, resource acquisition, creativity, problem solving, and flexibility as a result of valuing diversity. Discussions of equity and inclusion are examined as they relate to managing a diverse workforce.

Evaluation of all aspects of reviewing the strategic direction of an organization as it relates to assessing and filling jobs, from initial recruitment and hiring through subsequent placement, onboarding, and retention. Examining DE&I theories and the importance of diversity, equity, and inclusion considerations while determining staffing needs, job analysis, interviewing, screening, evaluating, and promoting.

Exploration of all aspects of employee training and talent development in the workplace. Challenges faced by human resource managers related to the content of the developmental experience and the methods of delivering training programs will be reviewed. Challenges facing HR managers regarding globalization and an increasingly diverse workforce will be discussed. Understanding various methods of talent development and training activities are highlighted to ensure that employees have the skills, motivation, and resources to successfully meet an organization’s ever-changing needs.

Evaluation of the fundamentals of wage and salary programs, including performing job evaluations, conducting salary surveys, adjusting pay structures, and relating pay to performance. Benefits programs and related employee incentives and service programs are covered. Linking performance to both extrinsic and intrinsic rewards will be reviewed. The incorporation of technology as it relates to human resource information systems (HRIS) that increase pay and benefits administration is explored. The synthesis of pay, benefits administration, and HR technology integrates the selection, development and administration of practical programs and systems for attracting, motivating, and retaining a diverse workforce.

Exploration of the labor relations process and its current applications in the workplace. The formation of labor unions, collective bargaining, and contract negotiations will be reviewed, as they relate to union workers and management. The evolution of labor laws will be discussed along with grievance and arbitration activities. Current judicial decisions will be examined. Ethical issues concerning bargaining behavior influences and employee empowerment will be addressed. Current events in labor relations are integrated throughout the covered material.

Examination of the theories of organizational design concepts and strategies used by managers to position their company for success. The historical perspectives on organization design are discussed, along with current challenges faced by today’s organizations. Strategic approaches to measuring organizational effectiveness are explored. Various experts’ strategies are evaluated to gain an understanding of ways in which managers can give direction to organizations to remain competitive in the workforce.

A survey of the impact individuals, groups, and structures have on behavior within organizations for the purpose of applying such knowledge toward improving employee performance. A focus on work-related behavior with an emphasis on individual and group performance as it relates to organizational productivity. Exploration of the development of interpersonal skills and emotional intelligence, with a view toward equity and inclusion, to help all employees, supervisors, and managers improve their effectiveness.

A survey of organizational development, career systems, and talent management. The course explores and defines the interrelationship of the three areas under the auspices of human resource development. The exploration examines these areas as they relate to helping practitioners achieve organizational goals and identify and develop employee talent. Students learn about both theory and practice as it relates to their ability to assist individuals while seeking greater consonance between individual, group, and organizational change and growth.

Examination of methods for promoting a safe work environment by creating a culture of safety. The Occupational Safety and Health Act (OSHA) is reviewed in connection with human resource management duties and responsibilities under the Act. Workplace violence and workplace bullying are explored along with measures to reduce incidents of violence in the workplace. Challenges faced by human resource managers in creating methods for identifying and coping with job stress are discussed.

Examination of the roles managerial leaders perform and the importance of managerial leadership in the workplace. The link between sound managerial leadership and positive consequences for employees – and the organization as a whole – will be discussed. Skills possessed by managerial leaders are examined as they relate to enhancing employee satisfaction, motivation, and performance output. Interpersonal skills of communication, empathy, and coaching skills are explored in connection with managing conflict in the workplace.

Utilization of a managerial framework for the examination of ethics in the workplace. Exploring the recognition of the link between workplace ethics and business success as part of an effective business strategy. Managerial best practices in workplace ethics are studied, providing students with an understanding of how ethical decision making occurs. Case analyses are employed to prepare students for real-life experiences involving issues of workplace ethics and assist students in developing skills needed to contribute to responsible business conduct.

The Capstone course is designed to be the culminating work for the bachelor’s degree in Human Resource Management. Under the guidance of the instructor, students will design a project to demonstrate their mastery of human resource management theories and the core components of the program, various managerial approaches, and frameworks. Students’ deliverable will include scholarly research, attention to ethical frameworks, and critical analysis of their project.