RESULTS AND DISCUSSION

I. Human Resource Management: Introductory Core Courses HRMG 500 Introduction to Human Resource Management

The course is designed to be an introduction to, and overview of, the human resource management function in modern organizations. It focuses on the strategic role of human resource management in the accomplishment of organizational objectives and on specific personnel functions, policies, and practices. Topics will include: the external environmental factors affecting human resource management, typical organizational patterns of the human resource department, the role of the government in human resource management, human resource planning, employee development, and compensation administration. 3 credits.

HRMG 520 Quality Measurement techniques and tools for Human Resource Management

This course is an examination and use of statistical tools needed for the analysis and presentation of human resource data. It includes quantitative reasoning, survey of computer software and systems utilized by the human resource professional for the management of data, and spreadsheet applications and database management systems. 3 credits.

HRMG 525 Management in a Changing Work Environment

This course explores the traditional management tasks of planning, organizing, directing, and controlling within the context of today’s rapidly changing organization.

The historical development of management theory and practice as well as the day-to-day application of major concepts are examined. The course looks at how effective management techniques are derived from new trends and ideas. Functional areas, such as marketing and finance, are covered and their roles in business enterprises as well as related functions in not-for-profit and government organizations, are compared and contrasted. Case studies and contemporary issues are used to highlight the organizational transformation that is underway both in the United States and internationally. 3 credits.

HRMG 530 Accounting and Finance for the Human Resource Professional

This course provides students with an overview of the finance/accounting function of an organization, and its relation to human resource activities. Topics include: roles of key finance/accounting personnel, nature of the accounting system, external and internal financial reporting, introduction to cost accounting and the application of cost accounting techniques to human resource activities, and an introduction to budgeting and the application of budgeting techniques to planning and controlling human resource activities. 3 credits.

II. Human Resource Management: Advanced Core

HRMG 630 Employment Law — A Survey of Labor and Employment Laws

In addition to providing an overview of the history, concepts, and issues involved in personnel law, this course helps the human resource manager design and implement practices and procedures that assure that the organization complies with federal, state, and city statutes and regulations. Topics include: age, sex, race and such issues as sexual harassment, health and safety, affirmative action and drug testing. 3 credits.

HRMG 650 Current Issues in Human Resource Management

This course is designed to provide an opportunity for the student to understand, critique and apply business and psychological problem-solving techniques to current and critical human resource management concerns. Recent topics have included: new training techniques, employee assistance programs, mergers and acquisitions, minority and cross-cultural issues, plant closings and worker forewarning, quality of work-life, and computer literacy. 3 credits.

III. Human Resource Management: Elective Courses HRMG 710 Recruitment and Selection

Prerequisite: HRMG 520

This course provides students with an overview of the skills and tools used in organizational recruitment and selection. Emphasis is on examining current assessment procedures and critiquing their value relative to specific situations. Activities involve hands-on experiences analyzing outside sources and testing, placing, and following up on inside-the-company personnel. 3 credits.

HRMG 715 training and development Prerequisite: HRMG 520

This course is devoted to activities of, and problems encountered by, a firm’s director of training and development. Such topics as the role of the training director in organizational development, relationships with line managers and with the CEO, and techniques of training are examined through case studies, lectures, and in some cases, outside speakers.

3 credits.

HRMG 730 Organizational Behavior

This course broadens understanding of both the formal and informal aspects of how people behave in organizations and how the human resource administrator may affect that behavior. The critical elements of human behavior in an organizational environment are examined. Among the topics considered are: individual behavior patterns, superior/

subordinate relationships, group dynamics, communications, motivation, and decision-making. Through a variety of assessment and training devices, students learn ways to predict and control certain performance behaviors in order to meet organizational goals. 3 credits.

HRMG 750 Wage and Salary Administration and Compensation Prerequisite: HRMG 530

This course is an introduction to the compensation function in a human resources department and an overview of compensation program design and administration.

Topics include compensation philosophy, job analysis and job design, compensation surveys, wage and salary administration, the use of incentives to encourage productivity, tax considerations in compensation planning, pay equity legislation, and executive compensation. 3 credits.

HRMG 755 Benefits Management Prerequisite: HRMG 530

This course provides an overview of the employee benefits function, focusing on the philosophical and practical issues influencing the design and implementation of company-sponsored group benefits arrangements. Topics include group life and disability insurance, medical and dental plans, health maintenance organizations (HMO), retirement plan design and administration, and benefits cost containment. 3 credits.

HRMG 770 Labor Relations

The course examines the legal framework affecting collective bargaining in the United States and the labor relations function through which organizations deal with their unionized employees. Topics include history of the United States labor movement, major federal labor legislation, the role of the National Labor Relations Board, contract negotiation and administration, mediation and arbitration, and union avoidance tactics. 3 credits.

HRMG 775 Employment Law Today: Practical Application of Employment Laws in today’s Work Environment

Prerequisite: HRMG 630

This course explores the most pressing legal issues and provides updates on current laws that affect human resource management, including the Americans with Disabilities Act, the EEOC, sexual harassment, the Civil Rights Act of 1991, and Family and Medical Leave Act. Topics include: preparing for unemployment hearings, EEOC “test” visits,

“negligent hiring,” writing job descriptions that comply with ADA, wrongful discharge, and avoiding age discrimination suits. Students apply what they learn by reviewing samples of policies, procedures, separation agreements and releases to identify problem areas and draft improved versions; informal group analyses of legal issues; analysis of court decisions, and role-plays. Prerequisite: HRMG 630 Personnel Law. 3 credits.

HRMG 780 International Human Resource Management

This course examines international human resource management on a global perspective.

Topics include: strategy, negotiation, organization, the context of culture, selection, training, organization development, communications and motivation, and leadership. 3 credits.

HRMG 799 Internship in Human Resource Management Days and hours to be arranged

This course provides internships in organizations with practicing human resources professionals. Students must complete a written project at the conclusion of the internship.

The internship is supervised by a faculty mentor and evaluated by the director of the program. Prerequisite: Students must have completed all 500- and 600-level courses and two 700-level electives. Student must arrange all aspects of the internship at least one quarter prior to enrollment. 3 credits.

IV. Human Resource Management: Capstone Preparation HRMG 785 Research techniques and Capstone Preparation^(cc)

This course prepares students for writing the Capstone Research Project. It is designed to provide practical experiences in writing and research that will support successful completion of the Capstone Project in fulfillment of the requirements for the M.S. in Human Resource Management. Topics include developing an area of research, evaluating research sources, research methodology, data analysis and Capstone project format and style. 3 credits.

V. Human Resource Management: Capstone HRMG 810 Capstone Research Project:

Prerequisite: A GPA of 3.0 must be achieved prior to beginning thesis work.

A research project which concludes in a comprehensive research paper designed to integrate the theoretical concepts and issues related to a human resource management graduate study. It is supervised by a faculty mentor and evaluated by a second faculty member and the program director. 3 credits.

HRMG 820 Capstone: Project in Human Resource Management Prerequisite: A GPA of 3.0 must be achieved prior to beginning project work.

The project is the integration of a student’s theoretical research and investigative skills, which are applied to a real setting in a host organization. The field study, or project, is supervised by a faculty mentor and evaluated by a second faculty member and the program director. 3 credits.

Students must begin the Capstone no later than one year after completing their coursework.

Students must complete the capstone within 18 months of registering for the thesis or the project.

HRMG 890 Capstone Continuation

Students who have completed all coursework but have not completed their capstone project within the required subsequent term must register for this course each subsequent term until the project is completed. No credit, but cost is equivalent to one credit. Only two consecutive terms of capstone continuation registration permitted.

HRMG 899 Maintenance of Matriculation

Students are expected to register in successive terms to maintain status as a matriculated student. However, if a student cannot enroll in a term, maintenance of matriculation is required.

The fee is $100 per term and is processed as a registration. Maintenance of matriculation without attending class is limited to one year. Students who have not maintained matriculation and wish to return to their program within one year after their last course will be charged the fee for each missed term. Activated U.S. Military Reservists are not required to pay the fee. No credit.

M ^{aster of} s ^{cience in}