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  • HRM 201: Human Resource Management

    3.00 Credits
    Peirce College

    A grade of C or above is required for HRM studentsPrerequisite: BUS 100This course is a survey of the management function from the human resources perspective, with an introduction and overview of human resources practice areas such as employment law and compliance, recruitment, selection, training and development of staff, compensation and benefits, motivation, and performance appraisal. Students will be challenged to examine human resources situations and apply their knowledge.
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  • HRM 306: Managing Employment Law

    3.00 Credits
    Peirce College

    Prerequisite: HRM 201This course explores government regulations and legal precedents affecting human resource management. The focus will be on how to maintain legal compliance in a business setting and is designed to inform students of the impact employment-related statutory and decisional law have upon human resource managers and employees. Case studies will broaden students' exposure to the many ways compliance can affect a company's morale, bottom line, and legal exposure.
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  • HRM 310: Training Development and Design

    3.00 Credits
    Peirce College

    Prerequisite: HRM 201 In this course, students will consider various theoretical models of training and development as well as the impact of effective training and development programs on successful organizations. The course will focus on needs assessment, performance based objectives, return on investment, and evaluation techniques. Students will identify ways in which training and development affect turnover, employee satisfaction, engagement, and morale.
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  • HRM 330: HR Information Systems

    3.00 Credits
    Peirce College

    Prerequisite: HRM 201In this course, students will focus on selection, implementation, and maintenance of HR information systems. Key applications such as staffing, performance management, total compensation, compliance, and workforce planning will be examined.
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  • HRM 350: Human Capital Management

    3.00 Credits
    Peirce College

    Prerequisite: HRM 201Students will learn a strategic approach to managing employees. Recruitment and retention practices will be discussed. Legal requirements, case studies, and best practices will be utilized to determine how to apply diverse practices to specific situations including human resource planning process, forecasting methods, performance management, affirmative action, and succession planning.
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  • HRM 380: Labor and Employee Relations

    3.00 Credits
    Peirce College

    Prerequisite: HRM 201This course explores the bargaining relationship, arbitration techniques, collective bargaining content, and the use of mediation in resolving conflict, as well as relationship and conflict management. The course will review how the industrial relations system in the United States works in general, as well as specific areas such as the future of unions in the United States, comparisons with the industrial relation systems of other countries, relationships with human resource management models, various models of dispute resolution, issues in labor-management cooperation, and differences and similarities between public and private sector industrial relations.General business relationship management will also be explored.
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  • HRM 395: Total Rewards

    3.00 Credits
    Peirce College

    Prerequisite: HRM 201Students will examine basic concepts and components of developing a total rewards system. Strategic and operational decisions in the design and coordination of a rewards system will be utilized. Topics will include job analysis, job evaluation, designing pay structures, pay-for-performance plans, performance appraisals, benefits, international pay systems, and legal issues in compensation.
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  • HRM 401: Employee Benefits

    3.00 Credits
    Peirce College

    A grade of C or above is required in this course. Prerequisite: HRM 201Study in-depth the design, administration, and effective communication of employee benefits and work/life balance programs in this upper-division course. Topics presented include measuring the marketplace, selecting and utilizing surveys, developing a competitive benefits program, legal requirements, pros and cons of flexible benefits, impact of federal regulations, controlling the cost of health insurance, aligning retirement programs with organizational objectives, self-insuring, and evaluating and implementing flexible work options such as telecommuting, and alternate work schedules.
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  • HRM 410: Organizational Development

    3.00 Credits
    Peirce College

    Prerequisite: HRM 201Organizational development is planned change designed to bring about a specific result, through an ongoing, systematic process. The course covers the history, and methods, of organizational development. Learners will examine the formal and informal functions of organizations based on a systems model. Learners will also learn to analyze and solve organizational problems using a step-by-step method of diagnosis and intervention.
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  • HRM 420: Global HR and Diversity

    3.00 Credits
    Peirce College

    Prerequisite: HRM 201This course examines cultural differences in values and attitudes which may affect international HRM effectiveness, staffing, compensation, employee relations, law and compliance, as well as the challenges of managing a global workforce. Issues such as off-shoring, outsourcing, and asynchronous teamwork will be investigated. The course will place a special emphasis on diversity within domestic HRM as well as globally.
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