Catalog of Courses for Leadership in Human Resources Management (Undergraduate)
The Cherokee language has been spoken for at least hundreds of years in North Carolina by Cherokees as well as their neighbors and friends. Unfortunately, the language is now in danger of disappearing because Cherokee children no longer learn the language at home. This course is one of many efforts to revitalize, maintain, and support the Cherokee language. It introduces students to the Cherokee language and culture and prepares them for more advanced language study by developing Cherokee speaking and listening skills.
Presents a broad view of management theories and principles. Topics include historical and current trends in management, how organizations plan and make decisions, leadership, and resource management.
Survey of individual (as opposed to systemic) topics in HR management. Topics include employee relations, job satisfaction, personnel selection and placement, job analysis and design, interviewing techniques, performance appraisal and training, and wage and salary administration.
Analyzes key concepts and theories in organizational behavior and organizational development. Focuses on students' development of the diagnostic skills necessary to effectively manage organizational change. Deals with specific issues such as downsizing, mergers and acquisitions, and the inclusion of an international workforce into a "new" corporate culture. Prerequisite: HR 4010 or with instructor permission or program director permission.
Helps students explore the relationship of behavioral theory to management practice while developing conceptual, diagnostic, and personal skills for dealing with human interaction in complex organizations. Also addresses issues arising from the diverse nature of today's work force. Prerequisite: HR 4010.
Addresses employment laws and issues, including the Civil Rights Acts of 1964 and 1991, FLSA, ADA, FMLA, ERISA, selected immigration laws, affirmative action, sexual harassment, and other issues of gender and racial/ethnic equity. Also deals with business ethics issues as they relate to HR. Prerequisite: HR 4010 or HR 4020 or with instructor permission or program director permission.
A capstone course bringing together material in all the other core courses and addressing the strategic role HR managers must play in the larger organization. Prerequisite: HR 4010.
Explores role of employee relations in an organization. Provides practical consulting skills for HR professional's role as business partner. Topics include policies and practicies governing workplace rules + conduct; gov. regulations impacting employment + compliance; and a range of concepts, practices and objectives arising from organization-employee relations. Prerequisite: HR 4010, HR 4020, or with instructor permission or program director permission.
Examines the theories, practices, and various methods of compensation, in the context of business strategy and culture. Assesses the role of compensation in workforce planning. Develops and provides opportunities to apply skills in administering compensation policies. Prerequisite: HR 4010, HR 4050, or with instructor permission or program director permission.
Addresses HR recruitment planning, recruiting, job placement, performance appraisal, and outplacement resulting from layoffs, downsizing, or firing. Prerequisite: HR 4010, HR 4020 or with instructor or program director permission
Explores the full body of knowledge of talent management and surveys the impact of the TM function and its influence upon organizations. Assesses the strategic impact of talent management and the labor force on organizations in the 21st century. Reviews challenges that senior leaders face in hiring top talent, and engaging, motivating and retaining the best employees.
Examines the processes and techniques that establish and govern the flow of interrelated organizational staffing activities. Includes case studies covering the latest staffing models and systems, economic conditions that impact staffing, laws and regulations, strategy and planning, measurement, job analysis, internal and external recruiting, and decision making.
Explores strategic choices in managing compensation through a pay model that is based upon the foundational policy decisions of the compensation system, the means of compensation, and the objectives of the compensation. Includes strategic perspectives, internal consistency, external competitiveness, employee contributions, and administration of the pay system efficiently, equitably, and in compliance with the law.
Examines the influence of human performance elements (such as quality of work-life, rewards and recognition, job design, teambuilding, and participative management) on organizational performance.
Enables the student to understand the behavioral concepts and theories that form the foundation of organizational development, the process of change management, and the organizational development techniques and interventions designed to improve organization effectiveness. Explores such concepts and processes as power and influence, conflict, inter-group behavior, decision-making, and communication.
Prepares leaders and managers to meet their organizations' simultaneous need for stability and change. Reviews the components of the leadership process (goals, leader, followers, and activities), and the psychological, behavioral, sociological, and cognitive underpinnings of leadership strategies.
Prepares students for Society of Human Resources Management (SHRM) industry certification exams (Certified Professional or Senior Certified Professional). Uses SHRM Body of Applied Skills and Knowledge (BASK), which defines standards for HR professionals globally. Enables students to better comprehend and apply HR topics. See SHRM for full certification requirements. Enrolled students receive partner price for SHRM Learning System and textbooks.
Focuses on issues, challenges, and subtle dynamics that operate in cross-cultural organizations for which students learn to build functional and effective workplace relationships. Participants will learn to manage diversity as an asset to sustainable competitive advantage to achieve the strategic goals of the organization. A framework for the strategic management of diversity, equity, and inclusion will also be developed and discussed.