Human Resources Design

Course Descriptions

Prerequisite

HRD 300 Principles of HR Management is an introductory 4 unit course which explores internal and external issues that influence an organization's decisions and policies affecting its human resources. Critical HR functions will be explored in depth to provide a solid understanding of the many issues confronting the HR professional. (This is a prerequisite course for students with little or no HR work experience.)

Theoretical Concepts (6 units)

HRD 301 Overview of Organizational Behavior helps students understand the ways in which people in organizations are similar to each other and where their thoughts, feelings, and actions are impacted by group or individual differences. Through reading and thinking about what the classical and current management theorists have to say, students will grapple with how organizations came to relate to their members the way they do today.

HRD 303 Organizational Development presents issues in organizational systems, including the assessment of group and organizational effectiveness, organizational politics and power, job structure, organizational design within the social, psychological, and political contexts in which they are embedded.

Inquiry Skills (8 units)

HRD 311 Research for Practitioners provides both a theoretical understanding of the philosophy and design of quantitative and qualitative research, and experiential skill practice in the areas of data collection and analysis.

HRD 313 Program and Organizational Evaluation is the final part of the methods sequence.  This course emphasizes framing questions, developing measures, designing surveys and other inquiries, collecting and analyzing data, and interpreting results related to evaluation of HR programs while helping students to see how the overall effectiveness of organizations is defined and determined.

Foundation Courses (14 units)

HRD 319 Human Resource Information System deals with how communication in organizations is facilitated or impeded by existing structure and processes.  Methods for improving communication flows and facilitating interactions are discussed. Emphasis is placed on modern communications technologies and their effects on organizational function.

HRD 320 Planned Change Management examines corporate culture: what it is, how it is assessed, and how organizations can use it to create and sustain competitive advantage. The focus is on models for planned organizational change. The roles of leaders and other stakeholders are examined.

HRD 322 Financial Analysis for HR covers the essential business functions within which the human resources program operates, such as accounting, finance, budgeting, cost-benefit analysis, etc. (This course may be substituted for an appropriate course in Management or waived on the basis of equivalent previous coursework or experience.)

HRD 323 Legal Issues in HR considers current issues in employment law that bear most directly on HR administration. The theoretical basis of the class is the law of contracts with a focus on the construction and implementation of employee handbooks, policies, discharge, safety laws, etc.

HRD 324 Global HR & Diversity covers major cultural differences in values and attitudes which may affect international HRM effectiveness, global staffing, international compensation, employee relations, labor law, and encourages students to identify the future agenda of international HRM for themselves and/or their organizations.

HRD 325 Compensation & Benefits explores on the managerial level concepts and practices of compensation and benefits administration with emphasis on current theories of compensation and Benefits trends, cost, value and systems.

HRD 327 Ethical Issues in HR explores ethical issues that HR professionals confront with the growth of organizational competitiveness, diversity, and technology.  As technological advances allow access to more information, HR professionals must decide what information can be sought for legitimate business purposes.  These and other topics are discussed to help develop effective policies.

Capstone Courses (4 units)

HRD 328 Organizational Strategic Planning is the first of two HRD capstone courses.  This course explores the strategic planning process, why it is important, and how strategic planning is conducted and implemented in organizations.  Discussions center on the strategic decision-making processes.

HRD 329 Human Resources Strategic Planning is a continuation of HRD 328. This course focuses on developing and implementing an HR strategic plan based on the requirements of the larger organizational strategic needs. Topics covered in HRD 328 are treated on the micro level.

Sample of Electives Offered (8 units)

HRD 326 Crisis Management, an extension of HRD 320, focuses on strategies for dealing with unplanned organizational change.

HRD 342 Job Design / Redesign presents theories, empirical research, laws, and policies relating to the design of jobs and to recruitment, selection, and placement of employees.  This course covers popular methods, practical administrative issues, and organizational relationships with relevant stakeholders.

HRD 344 Performance Management presents key principles, methods, and techniques for enhancing employee productivity and organizational effectiveness through performance problem analysis, coaching and feedback skills, performance appraisal system design and implementation, and other formal and informal performance management systems are explored.

HRD 346 Training and Development focuses on methods for using training and development within the organization to create more productive organizations.  This course covers needs assessments and the design and implementation of training programs to address those needs.  Analysis and application of adult learning theories is explored.

HRD 347 Labor Relations focuses on developing students' knowledge of the history, concepts, theories, and laws in labor relations. Students will gain a practical understanding of Labor Relations in the workplace including grievance handling, arbitration, and contract negotiation.

HRD 348 Consulting Skills focuses on various aspects of human resources consulting.  For example, the pros and cons of consulting and how to market and sell consulting services are discussed.

HRD 351 Employee Selection and Succession Planning explores internal and external forces that affect strategic staffing and the planning process for filling positions.  Traditional and contemporary staffing and recruiting methodologies, including recruiting in cyberspace, testing methodologies, and the selection process, will be explored.

HRD 354 Arbitration and Dispute Resolution explores the nature of conflicts common in personal and organizational life and various techniques to resolve disputes. Conflict management strategies such as collaborative problem solving and negotiation, and third-party intervention are examined. The course offers "best practices" in designing and integrating dispute resolution programs for the workplace.

HRD 355 Strategic Management Skills provides students with management survival skills essential in an environment of global competition and organizational change.  Course topics include counseling skills for business relationships, strategic thinking, decision-making, and leadership skills.

HRD 361 Field Placement provides students with "hands on" human resources skills.  Students who do not have a background in human resources are encouraged to complete an internship.  Students working in the field of human resources may complete an internship if the experience is in a specialized area where the student would gain value.  Internships can be completed at any time throughout the year.

 

HRD HOME | HRD CURRICULUM | CLASS PROFILE | FACULTY | ALUMNI
ADMISSIONS | FAQ | REQUEST INFORMATION | CONTACT INFO