Leadership is more than just a skill. Strategic leadership requires an understanding of organizational development, program evaluation and general business principles. Within the HRM program offered at CGU, students take part in an innovative curriculum that incorporates training in organizational behavior, organizational development, change management, global HR and diversity, and program and organizational consulting, giving them the competitive edge in today's job market.
Leading Edge Curriculum
Our leading edge curriculum is designed with the full-time professional in mind. The benefits of our program are:
- Flexibility for full-time professionals as most courses are seven-weeks in length
- Mastery of core HR areas and our consistent focus on strategy gives our graduates a competitive edge through attaining a strategic HR mindset
- With a typical course load of two courses per module, graduation is possible in less than two years
Theoretical Concepts - 6 units
Inquiry Skills - 8 units
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 to provide a solid understanding of the many issues confronting the HR professional. (This is a pre requisite course for students with little or no HR work experience.) Follow this link for a syllabus
Tomorrow’s leaders and managers will increasingly work with and through partnerships across the dividing lines of government, business, civil society, and academia. Fortunately, new research and best practices provide guidance for designing and managing public-private partnerships in a variety of areas. In this course students will develop knowledge, sensitivity, and skill in working across institutions and sectors. Follow this link for a syllabus.
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. Follow this link for a syllabus.
Foundation Courses - 18 units
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. Follow this link for a syllabus.
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. Follow this link for a syllabus.
Electives - 4 units (2 Courses)
Students will investigate the complex field of Human Resource Information Systems (HRIS) including with how communication in organizations is facilitated or impeded by existing structure and processes, methods for improving communication flows and facilitating technology implementations and change management. Emphasis placed on rational decision making, diagnosing the relationship between an organization's mission and culture, facilitating system-wide change, and improving organizational effectiveness through the use of technology. Follow this link for a syllabus.
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 unplanned organizational change. The roles of leaders and other stakeholders are examined. Follow this link for a syllabus.
Financial analysis for human resources covers the essential business functions within which the human resources program operates such as accounting, finance, budgeting, cost-benefit analysis, etc. This course presents and introduction to accounting practices and will provide students with the understanding students need to interact effectively with accounting and finance departments as HR professionals. Follow this link for a syllabus.
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. Follow this link for a syllabus.
Creating an environment for the acceptance of diversity in the workplace is not just a human resources issue, but a business strategy that embraces many elements which include social, political, technical and cultural considerations. The objective of this course is to give students a better understanding of the impact of a global workforce and its importance in achieving business goals and objectives. Additionally, students will also explore how to manage the cultural and racial differences that occur as a result of international global diversity. The first phase of this course will delineate the history of diversity legislation which sought to increase representation of minorities and women in the workplace. We will trace how that legislative environment is evolving into an environment where diversity is valued rather than mandated. The second phase of the course will focus on International diversity strategies while considering the trends in marketplace globalization. We will focus on both micro and macro issues related to globalization. Follow this link for a syllabus.
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. Follow this link for a syllabus.
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. Follow this link for a syllabus.
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. Follow this link for a syllabus.
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. Follow this link for a syllabus.
Crisis Management, an extension of HRD 320, focuses on strategies for dealing with planned organizational change. Follow this link for a syllabus.
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.
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. Follow this link for a syllabus.
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. Follow this link for a syllabus.
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. Follow this link for a syllabus.
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. Follow this link for a syllabus.
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. Follow this link for a syllabus.
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.
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. Follow this link for a syllabus.
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.
Total of 36 units
We also offer dual degree options with Management (MBA) and Psychology (M.A.).