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HRM 335 Human Resource Management (3)
An introduction to human resource functions, including workforce planning, recruitment, selection, and training procedures, management development, wage and salary administration, and labor relations. Prerequisite: MGT 123 or EN 102.
HRM 336 Labor Relations (3)
A survey of the American labor movement with focus on legislation and regulations governing the management of employees. Discussion of unions, labor contracts, and employer-employee relations. Offered spring semester. Prerequisite: HRM 335.
HRM 423 Performance Management and Compensation (3)
Topics include performance management methods and the development of effective feedback and reward systems, including methods to determine pay structures, and individual pay decisions. Emphasis on motivational and productivity issues underlying the development of effective performance management and compensation systems. Offered fall semester. Prerequisite: HRM 335.
HRM 503 Training and Development (3)
Explores models and techniques for increasing skills and knowledge among people in organizations. Emphasizes the Instructional Systems Design (ISD) model, including needs assessment, instructional design and development, delivery, and evaluation of training. Includes the selection of instructional delivery systems and the design and development of job aids. Introduces performance support systems. Offered fall and summer semesters.
HRM 505 Research and Evaluation (3)
Provides students with the fundamental knowledge and skills necessary to perform basic evaluation and research and to be conversant with terms and concepts that are necessary to direct more advanced evaluations. Special emphasis is placed on measurement techniques, evaluation systems, designing evaluation instruments, and the sociopolitical factors affecting research and evaluation applications. Offered fall and summer semesters. Prerequisite: proven proficiency in basic statistics. Students should consult an advisor.
HRM 508 International Human Resource Issues (3)
Emphasizes a practical approach to the diverse problems associated with international HR work. Areas such as cross-cultural communication, international business issues, HR in the developing world, and multicultural education and training are explored. See department chair for course offering schedule.
HRM 509 Instructional Design Models and Strategies (3)
Explores a variety of instructional design models and strategies from the behavioral, cognitive, humanistic, and social families. Students learn to design instruction using these models and to evaluate their strengths and limitations. They also plan and conduct a formative evaluation of a module or course. Offered spring semester.
HRM 512 Organizational Career Management (3)
Focuses on the link between organizational needs and the employee’s individual needs to contribute in ways that use his/her talents and competencies. Students will learn how to use the process of career planning and development for themselves and others and how to design programs that integrate organizational and individual needs. See department chair for course offering schedule.
HRM 530 Foundations of Human Resource Management (3)
Provides a strategic overview of the key concepts and principles of each human resource function, along with their practical implications. Special emphasis is placed on human resource roles and competencies, and creating a personal career development plan. Issues, trends, and problems facing the human resource professional are also identified and addressed. Offered fall semester.
HRM 531 Labor and Employee Relations (3)
Examines current issues in unionism, collective bargaining, and the conduct of labor-employee relations. Emphasis on labor-management relations, labor practices and procedures, and the strategies, tactics, and techniques used in labor-employee relations. See department chair for course offering schedule.
HRM 532 Seminar in Human Resource Management Topics (3)
Examines current issues affecting human resource development, human resource management, and organizational development. Topics are announced each semester. See department chair for course offering schedule. Prerequisite: HRM 530.
HRM 533 Strategic Human Resource Management (3)
Takes a systems and strategic-planning approach to human resource management, including job analysis, recruitment, interviewing, selection, placement, staffing, performance appraising, outplacement, forecasting, and organizational development. The capstone course to be taken toward the end of HRM program coursework. Prerequisites: 3 HRM core courses including HRM 505, or permission of department chair.
HRM 534 Total Pay Perspective (3)
Students learn how compensation and benefits are integrated into total pay systems within organizations. The course examines history, structure, and organizational context of compensation and benefits. Students experience the roles and challenges of total pay management. Finally, corporate issues and problems, along with significant governmental and society trends, are addressed. Offered spring semester.
HRM 536 Employee Benefits (3)
Provides an overview of the design and management of benefit plans. Focuses on Social Security and private retirement plans; health care programs; special benefits such as education assistance, disability, and dependent care; and flexible benefits. Regulatory and emerging benefits issues, as well as effective employee relations and communication, are also considered. See department chair for course offering schedule.
HRM 537 Human Resource Information Systems (3)
Provides students with a background in human resource information systems (HRIS) analysis and implementation. It includes an introduction to measurement concepts for human resource management decisions, latest HRIS practices, issues, and trends; plus software, product analysis, outsourcing, and HRIS project management. See department chair for course offering schedule. (Also listed at ISY 537.)
HRM 538 Human Resource Selection and Recruitment (3)
Covers theoretical, practical, ethical, and legal issues of personnel recruitment and selection systems. Key concepts, principles, and practical implications of recruitment and selection functions in the following areas are discussed: HR planning; job analysis; internal/external recruitment; predictor development; criterion measurement and selection instruments; validation of systems; fairness, utility, and ethics in selection; uses of technology in recruitment and selection. Offered fall and summer semesters.
HRM 539 Performance Management (3)
Students develop the theoretical and practical skills necessary to plan, monitor, measure, motivate, and improve performance. Students learn how to define and develop individual and organization-level performance indicators, align individual and organizational performance goals and objectives, measure and track performance, diagnose performance deficiencies, and develop and implement group and individually tailored performance improvement systems. Offered spring semester.
HRM 540 Project (3)
Investigation of selected topics under the direction of a faculty advisor. The project is intended to demonstrate ability to conduct independent research, perform independent studies in a specialized area, and present the results in writing of commendable quality.
HRM 590 Practicum (3)
Application of a human resource management or organization development topic within an organization. Independent work under the direction of a faculty advisor. Includes benchmarking, research analysis, data gathering, and recommendations for practitioners.