HRMT 3321: HUMAN RESOURCE MANAGEMENT (3, 0).
This course serves as an introduction of human resource concepts in modern organizations (known in the past as personnel and industrial relations). It covers different aspects of managing the human factor in organizations, using the tools necessary for its effective management. Coverage includes aspects such as forecasting needs, recruitment, selection, compensation, training, development, evaluation, discipline, and employee assistance.
HRMT 3331: RECRUITMENT, PLACEMENT and STAFFING (3, 0).
This course introduces students to the processes organizations use to ensure that they have the right number and the right kind of people to deliver a particular level of output and/or services during a given period of time. The course provides systems that students can utilize when they join the labor market, and explores how managers plan recruitment efforts by assessing the supply of and demand for human resources. It also provides tools to examine the hiring process in details and the challenges managers face in acquiring and maintaining the right people in the right jobs.
HRMT 4333: COMPENSATION & BENEFIT (3, 0).
The purpose of this course is to provide students with an understanding of the application of compensation principles to organizational objectives, where compensation focuses on how organizations use pay systems to improve their performance in the long term. It will emphasize how compensation systems will likely impact on organizational productivity, equity, and the firm’s ability to recruit and keep highly skilled and motivated employees. Moreover, the course will provide students with the appropriate tools and techniques of job analysis, job descriptions, job evaluation, pay surveys, pay structures and pay administration.
HRMT 4337 LABOR RELATIONS AND ETHICAL ISSUES (3, 0).
This course provides a framework within which complex interrelationships can best be resolved. Managers and employers tend to institutionalize conflicts in the workplace in order to resolve and/or manage conflicts. This course examines the importance of participation, consultation, and communication in conflict resolutions. It will provide students with the best tools available for human resource managers to develop policies, procedures and techniques that create a climate of employee relations conductive to cooperation, intimacy and trust. The course provides a number of employee participation schemes and involvement including downward communication, upward communication, problem solving, task participation and financial involvement. In addition, the course will provide students with analysis of federal laws and regulations that affect human resource functions, including employment contracts, and equal employment opportunities. Emphasis is placed on applying employment laws to develop programs that enable organizations to be proactive in meeting organizational and workforce needs and requirements with an eye to resolving workplace disputes, preventing litigation and implementing and administering personnel policies and practices in compliance with the law.
HRMT 3332: TRAINING AND DEVELOPMENT (3, 0).
This course is designed on the basis that people are an organization’s greatest asset, therefore investing in effective training and development pays dividends by contributing to improvements in performance and productivity. Beginning with a perspective of how training and development fits within the broader context of human resources management, this course addresses key elements including analyzing staff training and learning needs; designing, delivering and administering effective training programs; identifying alternatives and supplements to training; and evaluating the effectiveness of staff training and development interventions.
HRMT 4336: PERFORMANCE APPRAISAL MANAGEMENT (3, 0).
This course provides the identification, measurement, and management of human performance in organizations. Rational and legally defensible identification requires an appraisal system based on job description and job analysis. Measurement, which is the main element of the appraisal system, involves managerial judgment of how “good” or how “bad” employee performance is during a specific period of time. Management is the overriding goal of any appraisal system. Appraisal is not a past activity that criticizes or praises employees, but rather a future-oriented view of what employees can do to achieve their potential in the organization. This course will provide students with some effective tools of management.
HRMT 4334: RESEARCH METHODS IN HUMAN RESOURCE MANAGEMENT (3, 0).
This course provides students with techniques to effectively carry out research in human resource management. The Research Methods for HRM Students aims to guide student researchers to successfully formulate their research objectives, research proposals, projects and/or dissertations. Research theories, detailed chapters, guide on choosing topic, reviewing the literature, understanding philosophies, research design, access and ethics, data collection and analysis, and writing and presenting will be discussed. The students work on cases in teams and have both written and oral presentations. The Internet is used extensively to collect relevant information for the cases.
HRMT 4335: STRATEGIC HUMAN RESOURCE MANAGEMENT (3, 0).
Human resource managers are required in today’s business environment to link human resource strategy and practices to the organization’s strategy and ultimately to organizational performance. There is a growing recognition of the critical importance of managing human resources in a multinational context. Therefore the purpose of this course is to provide students with an understanding of the link between human resource management and organizational strategy, and the importance of human resource management in enhancing firm performance. This course will emphasize strategic human resource choices facing the organization such as human resource strategy formulation and implementation. In addition, the course will elaborate on the processes and activities used to formulate human resource objectives, practices and policies to meet the short term and long term organizational needs and opportunities, to guide and lead the change process and to evaluate the contributions of human resources to organizational effectiveness.
HRMT 4338: HUMAN RESOURCE PLANNING (3, 0).
The purpose of this course is to provide students with the conceptual framework of human resource planning, including the components of human resource requirements in the workplace. Emphasis will be placed on the impact of change, job analysis and the process of budgeting human and financial resources.
HRMT 3333: ORGANIZATIONAL DEVELOPMENT AND CHANGE (3, 0).
The main focal point of this course is to provide students with a broad overview of organizational change and development process. The course intends to provide a balanced perspective between theoretical approaches highlighting the various stages in organizational change process and emphasis will be given to the “so what are you going to do” question. In addition, the course will provide students with the basic fundamentals for organizational diagnosis and the development of successful solutions. In addition, emphasis will be provided on
- Creating awareness of the present state of knowledge in the area of change management
- Evaluating emerging theories and their application
- Evaluating inter personal and team skills used in organizational development and change
HRMT 4322: HUMAN RESOURCE INFORMATION SYSTEMS (3, 0).
This course will provide the opportunity for students to be familiar with various software tools that they may encounter in the workplace. Emphasis will be placed on acquiring the following skills:
- Identifying, evaluating and planning for human resource information system;
- Assessing and resolving issue related to system implementation;
- Understanding routine and customized uses of human resource information system;
- Developing and explaining software generated employees reports
HRMT 3334: NEGOTIATION AND CONFLICT MANAGEMENT (3, 0).
This course explores the nature of conflicts common in personal and organizational life. It examines various techniques in handling conflicts with emphasis on different strategies and tactics used in competitive and cooperative negotiations. It will cover conflict management styles, effective and ineffective negotiators, planning for negotiations, using and countering bargaining tactics, managing the negotiation process within and between groups, avoiding negotiation mistakes, use of power and influence, handling multi-party negotiations, understanding gender differences and negotiating across cultures, and alternative dispute resolution (mediation and arbitration)
HRMT 4339: INTERNATIONAL HUMAN RESOURCE MANAGEMENT (3, 0).
This course offers an explicit introduction of a research-based model of strategic HRM in a multinational enterprise. Emphasis is placed on Investigating trends and future challenges in international human resources management including Cross-Border Alliances and SMEs, which explores the complex human resources challenges inherent in cross-border alliances, and the growing internalization of small and midsize enterprises.