HRC - Human Resrcs - Grad

Research shows emotional intelligence (EI)is more important than IQ in determining outstanding job performance. Examines variety of instruments and writings used to build EI in workplace.

Monitor and assess financial achievements of human resources goals, as well as other financial planning and control mechanisms within the work organization.

Integration of human resources with strategic business functions and planning. Examines issues of structure, staffing, effectiveness, performance and assessment and diversity within organizations. Cross listed with BUS 7100.

Provides comprehensive overview of the elements of compensation, legal ramifications and compensation design and design of benefits programs and their impact on compensation and recruitment.

Examine issues and methods for effective recruitment, employment selection and job placement. Compare various methods and procedures used as related to job requirements.

Cover fundamentals, purpose and role of the training and development function in human resources. Includes needs assessment, program development, methods and technologies, management development, evaluation of interventions.

Examines human behavior as it impacts the work organization. Includes theoretical foundations of motivation, group dynamics, leadership, decision-making, satisfaction and performance. Cross listed with BUS 7000.

Emphasis on the consulting process in organizations including the role and skills of a consultant, internal versus external consulting, contracting for services, resistance to change, diagnosis, data collection and interventions to improve organizational performance. Apply consulting skills to case simulation.

Examines strategic interventions to change organizations from planning through implementation and assessment and theoretical models for change including organization development and total quality management.Prerequisite: HRC 7611

Examination of Equal Employment Opportunity, Americans with Disabilities Act, Family Leave Act and other recent and forthcoming legislation. Discuss impact for employee relations and management training for compliance.

Studies issues and methods involved in career development, as well as the personal and organizational issues and practices relevant to individual careers. Examines career development methods and their application to specific work situations.

Study of how gender, ethnicity and other cultural diversity dimensions influence organizational behavior and outcomes. Includes theory and techniques for working with and leading diverse workforce in order to increase organizational effectiveness and to enable all members to reach their full potential.

Examines process of negotiations as the major method by which normal conflict both in business and in life can be resolved. Works on gaining skills in negotiations to increase overall effectiveness in dealing with situations where rules and procedures are non-existent or poorly defined. Considers variety of negotiation strategies and techniques in management and everyday life.

Develop practical skills through participation in an organizational simulation: a behavior laboratory for the study of conflict. Develops theoretical and conceptual basis for applied skills learned in the simulation.(Cross listed with EDC 7603)

Supervised work experience set up by the student for the purpose of increasing the student's understanding and the application of the field of study in an organizational setting. Supervision is provided by the instructor and the cooperating agency. Enrollment is subject to approval by the program director. Crosslisted with BUS 7990.

Course covers a detailed review of Human Resource Management and preparation for the Human Resource Certification Institute certification examination. Students will study particular facets of HR management in detail and prepare students for the HRCI examination using the Society of Human Resource Management Learning System Materials.