Course Descriptions

HRM 210 Introduction HR Management and Role in Organizations

• Describe the evolution of the HR field in the United States up to its current role
• Explain HR’s role in developing human capital and its impact on an organization’s success
• Recognize the partnership between managers and HR professionals
• Describe the job(s) of an HR professional and the knowledge, skills, and abilities (KSAs) required
• Describe the major functional areas of HR
• Determine if HR is a career path they want to pursue
• List the various HR certifications and what is required to achieve them
• Describe the requirements for the college’s HR programs

HRM 215 Diversity, Equity, Inclusion, & Ethics to Manage & Value Workforce Diversity in Organizations

• Implement progressive best practices in diversity, equity, inclusion, and beyond
• Create an inclusive work environment that values and fosters diversity, equity, and inclusion in the workplace
• Recognize differences and unconscious bias that may affect behavior in the workplace
• Develop successful workforce diversity, inclusion, and equity strategies to enhance organizational talent and drive sustainable business results
• Explain how HR can impact diversity, equity, and inclusion in organizations
• Learn best practices and human resource’s (HR) role in ethics and social responsibility in organizations
• Identify and resolve HR-related ethical issues with employees and organizations
• Identify ethical issues and apply criteria to make correct decisions that avoid unethical behaviors
• Make decisions that reflect a standard of professional behavior and values in dealing with others within an organizational setting

HRM 220 Employee Benefits

• Define benefits and identify strategic benefit design considerations
• Define and distinguish between mandated and voluntary benefit
• Explain common benefits, including employee assistance program (EAP), healthy workplace, retirement, and pension programs
• Describe current social trends in benefits 
• Coordinate mandated and voluntary time-off benefits
• Explain the importance of strategically managing benefit costs

HRM 225 Workforce Planning and Talent Management

• Explain the advantages of integrating human resource and strategic planning
• Identify approaches to human resource planning and how they are related to organizational strategy
• Explain the importance of talent management and how it supports organizational success
• Adjust to the markets to compete for talent through hiring and developing employees in order to execute business strategies
• Explain the impact human resources has on talent in an organization
• Describe important elements and stages of career and leadership development
• Demonstrate the value of succession planning for organizational success

HRM 230 Talent Acquisition: Staffing, Recruitment, and Selection

• Describe an effective staffing plan for an organization
• Identify successful strategies for developing a diverse talent pool of qualified candidates 
• Describe factors to consider when designing a job, including job analysis and job descriptions
• Identify different candidate sourcing options
• Identify techniques to successfully select the best candidate
• Compare and contrast the value of different assessment methods for identifying a candidate’s suitability for employment
• Describe the various factors that must be taken into account when designing the job, including job analysis and job descriptions
• Explain the importance of onboarding employees to familiarize them with the organization, their jobs, and their work units
• Describe the relationship of employee orientation to productivity, motivation, and success
• Explain the implications of employment laws related to recruitment and selection
• Adjust to the markets to compete for talent through hiring and developing employees in order to execute business strategies

HRM 235 Total Compensation

• Identify the components of total compensation
• Describe the objectives, principles, regulations, and terminology of compensation programs
• Explain compensation philosophy, strategy, and current practices, including base pay, variable pay, and incentive pay
• Identify the major provisions of the federal and state laws affecting compensation
• Define the issues of equal pay, pay compression, living wage, and executive pay
• Explain the value of variable pay programs
• Analyze the linkages between pay, employee performance, and organizational objectives
• Develop a fundamental compensation plan for an organization

HRM 240 Employee and Labor Relations and Risk Management

• Describe the nature of employee and labor relations
• Explain human resource’s role in employee and labor relations
• Compare and contrast approaches to disciplinary actions and the various types of alternative dispute resolution procedures in a union or non-union setting
• Identify the principal state and federal laws that provide the framework for employee and labor relations
• Describe labor relations processes such as collective representation, union organization, bargaining, and negotiations
• Discuss the process of unionization
• Explain how employee relations can create a positive organizational culture
• Respond appropriately to information about employee and labor relations conveyed in verbal, non-verbal, written, and symbolic ways 
• Describe major societal trends in workplace safety
• Identify the federal and state laws and basic provisions related to risk management, including occupational health, safety, and security
• Explain measures that create a safe and secure work environment
• Explain the importance of strategically managing risk and safety 

HRM 245 Learning, Development, and Performance Management

• Define training, facilitation, learning, and development in the context of organizations
• Identify the principles of learning and describe how they facilitate development
• Explain the components of a learning and development needs assessment
• Link learning and development objectives to organizational goals
• Recognize the major societal trends in performance management
• Explain the advantages and disadvantages of evaluation criteria
• Explain the purpose, characteristics, methods, and communication techniques of an effective performance management program
• Develop a clear line of sight between performance management and organizational goals
• Develop an HR topic learning and development session
• Work cooperatively in a team to create a successful learning and development presentation

HRM 250 Metrics and Analytics Supported by Technology and Project Management

5 credits

 

Prerequisites: ABED 40  (or placement into MATH 87  or higher) and ENGL 99  (or placement into ENGL& 101 )

Course Outcomes
Upon successful completion of this course students will be able to:

• Recognize the importance of using data to inform business decisions and recommendations
• Use measurement strategies that link human resource (HR) practices to achieving business results
• Define and communicate appropriate measurement strategies that support organizational objectives
• Identify the need for data-driven knowledge and evidence-based decision-making 
• Leverage technology management to streamline transactional HR activities to allow HR professionals to focus on strategic activities and analytics
• Identify the criteria and issues in selecting and implementing an HRIS system
• Use project management skills to implement an HRIS system
• Effectively manage and retain employee information

HRM 255 Employment Law I

• Describe the effects of employment laws on HR and organizations
• Define the concepts of employee rights and employer responsibilities
• Explain HR’s role in risk management and compliance
• Explain the United States’ court system as it relates to employment law
• Define and apply the concepts of employment at will, equal employment, affirmative action, disparate treatment, adverse impact, and retaliation
• Explain how to reasonably accommodate and address work-life conflicts
• Discuss the concept of creating a diverse workplace to enhance employee perceptions of fairness and equity throughout the organization
• Compare and contrast state and federal employment laws
• Analyze and draw conclusions about employment law cases

HRM 260 Employment Law II

• Describe the implications of employment laws on compensation, benefits, occupational safety and health, and conditions of employment
• Explain best practices for managing performance and termination of employees
• Identify the legal issues associated with downsizing and its effects on employees and the organization
• Identify union and collective bargaining issues and prepare for compliance with employment laws
• Effectively investigate and resolve internal complaints
• Identify resources to keep up-to-date with changing legal requirements
• Describe the differences between state and federal employment laws
• Analyze and draw conclusions about employment law cases

• Describe the implications of employment laws on compensation, benefits, occupational safety and health, and conditions of employment
• Explain best practices for managing performance and termination of employees
• Identify the legal issues associated with downsizing and its effects on employees and the organization
• Identify union and collective bargaining issues and prepare for compliance with employment laws
• Effectively investigate and resolve internal complaints
• Identify resources to keep up-to-date with changing legal requirements
• Compare and contrast state and federal employment laws
• Analyze and draw conclusions about employment law cases

HRM 265 Organizational Effectiveness, Development, and Change Management

• Demonstrate HR value by aligning the vison, mission, strategy, and goals of the organization with the delivery of HR functions
• Analyze approaches for planning and designing organizational structures that align with the organizational strategy for effectiveness
• Explain how organizational culture and employment brand affects business success
• Analyze strategies for engaging and retaining high-performing talent
• Describe the organizational development (OD) practice and identify situations where an intervention is appropriate
• Recognize and eliminate barriers to organizational development and effectiveness
• Explain how successful practices in organizational effectiveness, development, and change management lead to business success
• Identify the need for a change management process 
• Implement approaches to support organizational change
• Lead organizational change initiatives

HRM 270 Global HR and Mergers and Acquisitions

• Describe HR management practices as a cultural variable
• Describe the impact of a country’s culture on workforce practices and expectations
• Find and apply the best global strategic HR practices across all HR disciplines
• Create strategies for opening new operations globally
• Manage human capital across borders
• Assess the best business plan of action in the context of the culture in which the individual is working
• Explain HR practices that support the success of corporate mergers and acquisitions

HRM 275 Strategic HR Management and Organizational Strategy

• Explain how organizational strategies and culture contribute and are linked to human resource (HR) management
• Recognize organizational norms, values, and standards when making decisions that influence people and processes to achieve organizational goals
• Examine issues surrounding HR outsourcing and management of outside consultants to better deliver HR services
• Solve complex HR problems and issues involving one or more functional areas
• Evaluate how strategic planning, budgeting, corporate social responsibility, corporate governance, and ethics impact HR and the business