This course examines human resource management in the context of business policy and competitive strategy. The core competencies required to become a successful human resource manager are discussed. Topics include an overview of business policy, role of human resource planning, strategic human resource management, and using technology for planning and administering human resource functions.

Upon completion of this course, students are expected to be able to do the following:

• Outline the core competencies needed to become a successful human resource manager
• Analyze how business strategy, competition, labor markets, technology, labor unions, and government regulations affect human resource planning activities, including skill inventories and supply/demand forecasting
• Formulate how human resource policies, systems, and organizational design support an organization’s business strategy
• Appraise employment practices related to recruitment, selection, and performance management
• Evaluate training and development practices such as career counseling, needs assessment, and career pathing

This course examines employment law and its impact on business. It reviews employment law practices and trends, the statutory framework, major court cases, how the law of contract and tort apply to employment situations, and anti-discrimination laws.

Upon completion of this course, students are expected to be able to do the following:

• Articulate legal definitions of and distinctions in the employer-employee relationship, including issues related to employment-at-will, independent contractors, and negligent hiring
• Analyze discrimination issues likely to be faced by human resource managers in compliance with Title VII and resulting legislation and court rulings
• Analyze state and federal issues addressed by business and industry, including fair labor standards, occupational safety and health, retirement income security, and employee right to privacy
• Evaluate employee accommodation and leave issues resulting from state and federal legislation
• Assess policies and procedures related to terminating employees, including mass layoffs and plant closings

This course analyzes theories of total reward systems, including compensation, benefits, retirement, other rewards, motivation, and equity theories. Contemporary issues associated with the design, financing, communication, education, and legal issues of total reward systems are examined. Public policy and legal/regulatory issues affecting compensation, healthcare, and pensions and their impact for employers and employees are also discussed.

Upon completion of this course, students are expected to be able to do the following:

• Articulate the components of an organization’s compensation and benefit system
• Analyze current and future trends in managing total rewards systems, including issues related to executive compensation
• Design performance management and variable/incentive pay plans, identifying key success factors and legal requirements
• Apply reward incentives, including compensation changes, in an equitable, ethical, and cost-effective manner
• Select, develop, and evaluate benefit programs that comply with federal, state, and local laws and regulations and meet employee needs
• Plan training and communication with managers and employees on benefits programs and policies
• Identify various benefit costing models and alternative funding techniques

This course examines the concepts and the application of internal consulting in the human resources function of any organization. It draws from thought leaders in the practice and leverages real world situations. The goal is to equip human resource professionals to be strategic business partners. Also included are conflict resolution and alternative dispute resolution methods.

Upon completion of this course, students are expected to be able to do the following:

• Analyze the roles of the human resource professional as strategic business partner, change agent, and employee advocate
• Design a collaborative engagement with an organizational manager using the key phases of internal consulting
• Articulate the opportunities and problems with internal consulting, including the use of audit data and reports to inform business decisions, and the need for change management
• Synthesize risk management components, including financial implications
• Evaluate one’s strengths and development opportunities as a consultant and leader of special and cross-functional project teams
• Identify alternative dispute resolution methods and propose when such methods might be used to resolve individual, departmental, or organizational conflict