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  • HRM 570: Effectiveness of Market Connected Cultur

    3.00 Credits
    Thomas Edison State University

    This course includes a critical examination of how human resource professionals can participate in creating and maintaining an effective organization that responds to the marketplace and services its customers effectively. Emphasis is placed on the internal and external cultures and environments, the emergence of a knowledge economy, and the importance of intellectual capital.
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  • HRM 600: Managing the Human Resource Enterprise

    3.00 Credits
    Thomas Edison State University

    The profession of human resource management (HRM) has become a major strategic partner with senior management and as a proactive consultant with operational managers within many organizations. Assuming these roles has increased the credibility of human resource management as a key component to enhance the effectiveness and productivity of employees within contemporary organizations. As important as these proactive interventions for HRM professionals, it is also critical for HRM to have an enterprise perspective. Through research and analysis, this course will assess the contemporary research in the field of HRM and examine the ways that HRM incorporates greater efficiency and effectiveness in responding to the challenges facing human resources and organizations. This course will analyze and assess important HRM functions and programs that include social media, technology, risk management, talent management, diversity workforce, retention management, employee engagement, organizational branding, and delivery models.
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  • HRM 610: Human Resources As a Strategic Partner

    3.00 Credits
    Thomas Edison State University

    Managing strategically is a complex, rational, well thought out sequence of activities and approaches that addresses the various competitive challenges organizations face. Human resource management faces a series of challenges and opportunities to be regarded as a strategic partner with other senior leadership executives. One manner in which to accomplish this is to earn a seat as a partner during the strategic planning process. There are many roadblocks, however, on the road to becoming an organizational partner, which results in frustration, resentment, confusion, and possibly a regression back to maintaining nothing more than an administrative function. A key, however, to the successful acceleration of human resources showing they can add value is by gaining critical information from the voices of the organization's customers and integrating these into a roadmap that will take human resources from the role of ""caretaker"" to ""organizational leader."" All of the human resource management functions must be implemented and maintained with a strategic focus. It is not only considering the present challenges but also planning for future developments that will have an impact on the organization. This course will focus upon those critical elements that will help turn human resources away from ""paper pushing"" and toward a value added facilitator of strategic change.
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  • HRM 620: Legal & Ethical Environment of HR

    3.00 Credits
    Thomas Edison State University

    This course provides a careful examination of the significant ethical and legal issues facing the human resource professional. While there is a focus on employment law, there is an equally strong consideration of ethical issues, which human resource personnel must address and share with other decision makers in the organization.
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  • HRM 760: Human Resource Management-Talent Mngt

    3.00 Credits
    Thomas Edison State University

    Talent management builds a practical framework for managers and business leaders to understand how the strategic management of people improves performance. This course will help participants maximize the performance of their employees and learn techniques that result in superior organizational performance. It also presents a comprehensive overview of how to effectively develop a talent management strategy. Topics covered include turnover analysis, job and skills analysis, performance management, recruiting and selection, and designing effective rewards systems.
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  • HRM 761: HRM in the 21st Global Workplace

    3.00 Credits
    Thomas Edison State University

    This course examines the evolution of human resource management in select countries. Learners analyze macro trends and issues influencing the development and implementation of key components of international human resources. Areas covered include employment law, regulation, talent management, and organizational effectiveness within contemporary organizations. In addition, learners study the effects of emerging sociopolitical economic and culture thought and action worldwide relative to human resource practices.
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  • HRM 762: Human Cptl Mngt in Multi-Cultural Orgs

    3.00 Credits
    Thomas Edison State University

    This course examines the integration of human resources (HR) into an enterprise wide strategic approach to acquisition of new talent. The course explores the creation of synergy between human resource managers and diversity programs. Learners are challenged to describe the importance of creating a culture that embraces diversity to develop and harness human synergies that increase productivity using workforce engagement, diversity, inclusion, and teaming. Learners evaluate multiculturalism and consider the global imperative leading to the development of an informed global perspective, enabling the development of a high-performance workplace using concrete strategies and practical tools.
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  • HRM 763: The HRM Professional & Attorney Rltnshp

    3.00 Credits
    Thomas Edison State University

    This course analyzes the multidimensional partnership between human resource professionals and legal counsel. Learners examine key elements of law with focus on deductive thinking, fact patterning, and modes of legal expression. Learners evaluate the foundational tenets of legal training, in turn enabling them to engage legal counsel with increased knowledge, competencies, and skills relative to building effective and equal partnership relations.
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  • HRM 764: Tech, Data, Analytics As Change Agents

    3.00 Credits
    Thomas Edison State University

    This course examines the role of human resources related technologies on enterprise evolution and productivity. Learners evaluate contemporary human capital management applications associated with talent selection, development, and management. In addition, learners will evaluate the roles, models, and methods of data management and predictive analytics and their application to workplace productivity.
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  • HUM 101: Intro to Hum I: Philos Thought

    3.00 Credits
    Thomas Edison State University

    This course examines the question: How do we live a meaningful life? Drawing from a range of Western philosophers, the course examines the basic tension between the Greco-Roman tradition of secular humanism and the traditions of theistic religion (Judaism, Christianity, and Islam). Students will absorb and digest philosophical ideas from Plato, sacred texts (the Bible and the Quran), Karl Marx, Friedrich Nietzsche, Jean-Paul Sartre, Viktor E. Frankl, and Simone Weil, among others. Course content consists of a series of half-hour video lectures along with text readings. Throughout, the course challenges students to consider and reconsider what constitutes a meaningful life. This course is based on the course ""Philosophy, Religion, and the Meaning of Life"" from the Teaching Company.
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