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Course Criteria
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3.00 Credits
Examination of the design and management of successful staffing practices used to build, deploy and retain a quality workforce in order to achieve organizational effectiveness and individual job satisfaction. Topics include staffing strategy; human resource planning and workforce diversity; job analysis; recruitment; hiring methods; the reliability and validity of employee assessment methods; and retention management. Psychological theories of personnel assessment are reviewed. Legal issues pertaining to staffing practices are integrated. * Online version available.
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3.00 Credits
An overview of the many forms of training and related learning activities found in the modern workplace, including management development, technical training, career planning and mentoring. The course will focus on training as both an asset to the organization and a necessity for delivering goods or services that will be valued by the customer. Topics addressed include needs analysis, preparation of employees for jobs, training program design, traditional training methods, computer-based methods, development, implementation and evaluation of training, targeting various groups with special training needs, and management development. *Online version available.
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3.00 Credits
Survey of theory, research and applications related to the process of managing planned change in organizations. Organization development (OD) encompasses a variety of interventions and techniques, including strategic management sessions, team building, organizational climate studies, career development and job enrichment. Addresses the practical application of group, intergroup and individual changes; planned structural revisions in formal organizations; and the dynamics of organizational change processes. Experiential techniques emphasized. *Online version available.
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3.00 Credits
Examination of organizational restructuring, including downsizing, reengineering, delayering, mergers and acquisitions, focusing on the impact of such change on professional and managerial careers. Emphasis on current organizational and individual management practices in coping with rapid structural and cultural change in the work environment. Experts from the private and public sectors as well as consulting firms address these management practices.
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3.00 Credits
Introduction to the design, selection, implementation, enhancement, and operation of human resource information systems (HRIS), a computer-based tool that allows the efficient entry and updating of employeerelated information. Focus is on the design and use of HRIS to facilitate the objectives of HR functions as well as the organization. Provides a "hands-on" experience with thedesign of prototype simulations and database programming systems used to solve common HR problems and efficiently manage employee information. * Online version available.
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3.00 Credits
Survey of the effective use and application of Internet and Intranet technologies for HR functions. Topics include employee self-service and online recruiting as well as software that handle peer reviews, applicant tracking, performance management, succession planning, and benefits administration. Issues addressed include Best practices in utilizing web technology for HRM; creating websites to achieve organizational goals; determining HR information to include on an organization website; impact of web technology on organization design; evaluating privacy and security issues; and developing a vision and a plan for utilizing web technology in HRM. *Online version available.
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3.00 Credits
Analytical techniques for designing and operating production and service systems, including facility layouts and locations, capacity planning, job sequencing, inventory control, and quality control. Introductory linear programming and other formal methods. Cases and PC usage. Prerequisite: doctoral standing or instructor's permission. Co-Requisite: none.
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3.00 Credits
Analysis of theories of large-scale organizations focusing on their structure and culture. Includes characteristics of bureaucracy, adhocracy, sub optimization, human dynamics and informal systems, influence and control systems, and planned change. Examination of both formal and informal organizations through case studies and discussion. Prerequisite: doctoral standing or instructor's permission. Co-Requisite: none.
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3.00 Credits
Focusing on quality and overall customer satisfaction as a primary objective of manufacturing and service operations is a proven competitive weapon. This course examines the concepts and methods for building quality into the management process. Total quality management (TQM) and similar approaches are covered through readings, cases and examples
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3.00 Credits
Introduction to supply chain management. Both qualitative and quantitative aspects of supply chain management will be covered by this course. The underlying objective is to: (1) introduce students to the standard business concepts (and associated terminology) involved in the retailing and supply chain management arena; (2) develop student skills in understanding and analyzing retailing, marketing, logistics, operations, channel management and allied issues, and the interactions between them; and (3) examine and discuss the important role played by technology and integration at various points in the supply chain.
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