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Course Criteria
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1.00 Credits
Prerequisite: MGMT 333 with a grade of "C" or higher . This course must be taken as, orconcurrent with, the first emphasis area course. Environmental trends relevant to the management of the business organization's human resources. The role of Human Resources (HR) and the HR Department in the larger organization. Current competitive strategies such as quality, the learning organization, etc., and their application to the HR department. Theories of motivation and leadership, and the role HR should play in their usage by the management of the business organization.
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3.00 Credits
This course is designed to prepare present and future managers to work in today's very competitive business environment. Supervisors must expand their scope of knowledge not only on how to manage people, but also on how to manage to bring about results consistent with organizational goals and objectives. This course will cover all the vital aspects of supervision through lecture, class discussions and case studies. (Available only through the SGPS)
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2.00 Credits
Prerequisite: MGMT 333 with a grade of "C" or higher . Job Analysis sources and methods. Jobdescriptions. Job design methods for a variety of job types. Design and implementation of Equal Employment Opportunity (EEO) and Affirmative Action (AA) programs, including calculation of relevant disparate treatment and impact data. Recruitment sources and methods, including recruitment of special populations. Selection methods and their correct usage, including an overview of the establishment of reliability and validity. Statistical analysis of selection instruments as predictor measures. Historical and current interpretation of relevant laws and regulations. Examination of course topics relative to international HR.
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2.00 Credits
Prerequisite: MGMT 333 with a grade of "C" or higher . Rating sources of performance data.Methods for collecting performance appraisal data from both individuals and teams. Training of managers to avoid rating errors, and to provide performance feedback. Progressive discipline systems and terminations. Linkage of performance appraisal to reward and training systems. Statistical analysis of performance appraisal instruments as criterion measures. Historical and current interpretation of relevant laws and regulations. Examination of course topics relative to international HR.
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3.00 Credits
Prerequisites: MGMT 202, MKTG 210 with grades of "C" or higher . Theory and technique in thetype of negotiations likely to take place in the business environment. Labor relations, collective bargaining, third-party arbitration, business contracts, and selling. (Fall Semester, odd years)
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2.00 Credits
Prerequisite: MGMT 333 with a grade of "C" or higher . Needs analysis. Development of learningobjectives. Selection of media and methods of delivery. Writing and production of training materials. Conduct of a variety of types of training, which may include, but not be limited to, orientation, team development, multi-cultural diversity, literacy, basic skills, or interpersonal skills. Evaluation, including methods and statistical analysis of results. Historical and current interpretation of relevant laws and regulations. Examination of course topics relative to international HR. (Fall Semester, even years)
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1.00 Credits
Prerequisite: MGMT 333 with a grade of "C" or higher . Theories of adult career andpersonality development. Commonly used assessment instruments. Design and administration of career and professional development programs. Linkage of career and professional programs to Performance Appraisal and Training systems. Evaluation of career and professional programs. (Fall Semester, even years)
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2.00 Credits
Prerequisite: MGMT 333 with a grade of "C" or higher . Coverage of both public and private sectorlabor relations. Historical foundations of Unions. Unionizing campaigns, including union and management tactics. Collective bargaining, general negotiations tactics, and dispute resolution. Contract administration from both the union and management's perspective. The Grievance process. Fair and unfair labor and management labor practices. General employment policies and practices, including the design of Employee Policy Handbooks. Employee rights and the development of due process/appeals systems. Historical and current interpretation of relevant laws and regulations. Examination of course topics relative to international HR. (Spring Semester, odd years)
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2.00 Credits
Prerequisite: MGMT 333 with a grade of "C" or higher . Economic factors affecting compensationand benefit levels. Organizational compensation philosophy, strategy, and policy. Job analysis and job evaluation methods. Job pricing, pay structures and grades. Compensation programs used in both the public and private sector. Required, common, and progressive benefits. Administration of compensation and benefit programs, including tax and accounting issues. Historical and current interpretation of relevant laws and regulations. Examination of course topics relative to international HR. (Fall Semester, odd years)
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2.00 Credits
Prerequisite: MGMT 333 with a grade of "C" or higher . Health, safety, and security issues andpractices by job and industry type. Health, safety, and security issues for special populations. OSHA regulations and enforcement practices. Historical and current interpretation of relevant laws and regulations. Examination of course topics relative to international HR. (Fall Semester, odd years)
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