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Course Descriptions

The newly designed curriculum in the MS in Human Resource Management and Organizational Effectiveness has six required Core Courses plus a Capstone (Final Project), a choice of two areas of  concentration (Human Resource Management and Organizational Effectiveness) each with four required courses and an Elective Course.

Core Courses
(All six courses are required)

HROE 5100 - Human Resource Competencies
In this core course, students will gain an overall understanding of the core competencies of human resources and their relationship to creating an effective HR strategy able to adapt and thrive in a constantly changing global world.  Emphasis will be placed on behavioral, technical and organizational workforce issues and solutions. Through case studies, applied research, and team projects, students will gain an understanding of the stakeholders and systems needed to execute business strategy and an appreciation for typical challenges and potential solutions for human resource professionals.  Topics include: Talent Management, Compensation, Benefits, Organizational Development and Design, Recruiting, Staffing, Employee Relations, Legal and Ethical practices and Learning and Development, and Business Strategy. Upon successfully completing this course, students will be able to identify core competencies and HR Specializations and potential approaches to HR Management in their own organizations.

HROE 5101 - Business Strategies for a Globally Diverse Workforce
This course will extrapolate and present topical developments in the diversity and inclusion space from a businesss and global perspective. The evolution of D & I now requires that leaders and organizations understand the CBA/ROI of this dynamic discipline.  The strategic aspect of the course will look at D & I as a business driver by discussing strategic differentiation and tactical planning which leads to organizational engagement and transformation. Examples will be presented and highlighted in this regard by analyzing expanded market segmentation, stock performance indicators, increase board composition and the alignment of D & I in performance goals for managers and other leaders in an organization. Furthermore the course will provide a immersion into the dissection,analysis and discussion of how metrics and analytics has impacted business strategy for a globally diverse workforce. Students will be exposed to cutting edge nuances such as updates and developments in cultural competence, exposure to the concept of diversity maturity and an introduction to the dynamic concept of microinequities. Moreover we will explore the absolute best practices in diversity and inclusion and also illustrate what happens when diversity insensitivity permeates a organization. Through the use of lectures, interactive discussions and dialogues, group exercises, multimedia, case studies, business simulations, and mapping, the students will explore a myriad of dimensions of diversity. Upon successfully completing this course, students will be able to integrate their understanding of cultural diversity and its respective dimensions to other core workplace challenges and will have mastered the basic fundamentals of, and perspectives on, business strategies for a globally diverse workforce.

HROE 5102 – Strategic Talent Management
This course has been designed to equip the students with the skills and techniques necessary to identify key factors to consider and potential approaches to managing talent covering the   full employee life cycle – from talent acquisition to exit.  In this course, students will gain an in-depth understanding of the full-range of talent management practices and trends and their relationship to business models and business cycle changes. Through case studies and team projects, student will create a talent strategy that supports a given business strategy and design the respective talent initiatives needed to execute that strategy. Through guest speakers and their own research, students will gain an appreciation for typical challenges and potential solutions for talent identification and development. Students will gain familiarity with important talent concepts and practices covering the full employee life-cycle – from talent acquisition to exit. Topics include developing a talent strategy, talent planning (including activity-based costing), talent acquisition (including employees, contractors, and outsourcing solutions), on-boarding, hi-potential talent identification, succession planning, performance management, competency modeling, talent inventories, talent development activities, and right-sizing.

MGPS 5010 - Communicating Effectively
Communication is crucial to the success of all leaders, but as you climb within an organization the ability to write and speak effectively is magnified. One needs to be able to talk, write and present effectively to a diverse group of stakeholders, such as customers, supervisors, subordinates, peers, buyers, etc. And while business leaders have marketing strategies, expansion strategies, finance strategies, even exit strategies, successful leaders also have communication strategies. This course explores how individuals can develop and execute effective communication strategies for a variety of business settings. The course emphasizes the essentials of developing personal communication skills, inclusive of persuasive verbal and written communication, influence mapping, and communicating for buy-in. Students study audience analysis, communicator credibility, message construction and delivery, and are given the opportunity to learn best practices in presentation skills, particularly important for those wishing to pursue entrepreneurial interests. Globalization confronts almost every aspect of business from recruiting and managing a diverse staff to providing products and services, which cross language, time, and cultural barriers. This course delves into the two areas impacting a leader's success in the global arena: technology and culture. Through a blend of class discussions, seminars, observations, practice, feedback and reflection, students will study frameworks for effective communication in a global environment and then apply these lessons in team and individual projects. Upon successful completion of the course, students will have learned how to; understand the purpose of effective communication and how it can facilitate or hinder individual and organizational performance, appreciate the importance and the management of challenges in communicating to internal and external stakeholders, deliver effective oral and written business presentations, incorporate technology to facilitate more effective communications.

MGPS 5050 – Leading Effectively and Ethically
This course is designed for students to understand and apply key theories and best practices in leadership. Students will gain familiarity with important leadership concepts and hear, first-hand, the lessons-learned from leaders in business, government, military, and non-profit organizations. This is a highly interactive course that will engage students in identifying and applying what they've learned towards leading teams/organizations through challenging business scenarios. Topics include leadership concepts such as: situational leadership, transformational leadership, "Level 5" leadership/emotional intelligence, and "neuroleadership", cross-cultural models and theories, leadership competencies and assessment tools, actions and behaviors that model best practices in ethical leadership, and leadership development approaches. Upon successfully completing this course, students will be able to integrate their understanding of leadership fundamentals in their own development as leaders as well as in the development of others through leadership development programs, mentoring, and coaching.

MGPS 5060 – Project Management
This class provides a comprehensive overview of project management. Students learn how to effectively plan, manage, and control projects that encompass both individual and group efforts in business settings. Basic concepts and tools of project management, such as the work breakdown structure, scheduling, creating milestones, Gantt charts, managing cost, and stakeholder considerations are introduced. The course will include a series of discussion on each of the core knowledge areas and process groups associated with the Project Management Body of Knowledge (PMBOK). Students will also learn more about the social side of project management, including team building, managing virtual teams and developing and implementing effective project communications. In addition, this class draws upon concepts, models, tools and technologies associated with formal project management methodology, including MS Project and the emergence of social networking and learning tools. Upon successfully completing this course, students will be able to integrate the technical and soft skill sides of project management to prioritize goals, write a project charter, create a work breakdown structure, establish reliable project budgets and schedules, implement project tracking techniques, manage teams, and create effective strategies to control the project budget, schedule, and quality.


Capstone

(Required)

HROE 6000 – Final Project
This course is the culmination of the M.S. in Human Resource Management and Organizational Effectiveness. The purpose of the Final Integrative Project is to provide the student with experience in conducting an applied research project. This project provides students with an opportunity to use academe and professional knowledge and skills in addressing an actual HR issue affecting the business. The student chooses a topic of importance to them, either one inherent to the organization in which they currently work or have worked, or one that is of interest as the student moves forward in his/her career. Upon approval of the proposed topic, the student works with a qualified faculty member to research and write the thesis. The finished thesis must demonstrate the student's ability to conduct comprehensive research and articulate original ideas and thought processes that make a contribution to the body of knowledge in the field. In addition to the final paper, the student orally presents the findings to an evaluation committee. All final papers must be of an academic and research standard that is consistent with the requirements of current journals and publications. The student's thesis topic must be approved in advance by the Program Director.

HUMAN RESOURCE MANAGEMENT CONCENTRATION

 

(Students take all four courses)

This concentration has been designed to equip the students with the skills and techniques necessary for an active role in a Human Resources steward role to create a positive impact on the organization.  The HRM concentration provides an in-depth background in Total Rewards, Employee and Labor Relations, Navigating the HR legal and Regulatory Environment and HR Technologies.   Successful Human Resource Management requires a thorough understanding of the theory and practices to navigate the new challenges especially in a global environment.  As a result, students will be able to synthesize and integrate their understanding of the factors contributing to and detracting from a steward's role and will have mastered the fundamentals of a comprehensive approach to Human Resource Management within an organizational setting. 

HROE 5601 – Navigating the HR Legal and Regulatory Environment
This course is designed to introduce students to the complex legal and regulatory environment confronted by Human Resources professionals who manage the employer-employee relationship. The course will offer the student a detailed examination of the numerous laws and regulations governing the empoyer-employee relationship, inclding Equal Employment Opportunity laws (such as Title VII, the Age Discrimination in Employment Act, and the Americans with Disabilities Act); the Family and Medical Leave Act; the Worker Adjustment and Retraining Notification Act; the Fair Labor Standards Act; Title IX; the National Labor Relations Act; OSHA; whistleblower provisions in laws such as the Sarbanes-Oxley Act and Dodd-Frank; and the Employee Polygraph Protection Act. While the focus of the course will be on the substantive aspects of workplace laws and regulations, students will also be introduced to the procedural and remedial aspects of these laws, to provide students with a more complete understanding of the legal and regulatory environment in which a Human Resources professional is required to operate. It is expected that the course will be interactive, using hypothetical examples to illustrate the application of these laws in the workplace, and in appropriate examples, how these laws interact and/or overlap. Through the use of presentations, hypothetical examples, interactive discussions and dialogues, assigned readings, and student projects, the students will learn to effectively identify, handle and respond to sensitive workplace legal issues. Upon successful completion of this course, students will appreciate the legal and regulatory complexities involved in managing a workforce, from the hiring process through termination of employment.

HROE 5602 – Employee and Labor Relations
Employee and Labor Relations is the functional area of Human Resources Management. Every Human Resources professional is required to have a working knowledge of the historical and legal perspective of work, employee relations and worker movements as well as state and federal laws and regulations that are applicable to employee and labor relations. These laws form the basis of company policy but often are only the starting point. Human Resources professionals are required to know, be able to design and draft, and implement organizational policies that apply to today's workforce. In order to compete for top talent, the goal of all Human Resources professionals must be to be able to attract, develop, deploy and retain its greatest asset: its people. This course builds upon the material covered in the Navigating the HR Legal and Regulatory Environment course and focuses on the intricate balance of establishing and upholding the minimum standards governed by applicable laws, developing and enforcing policies that may set stricter standards than the laws dictate, and the role of the HR manager as the cultivator of culture in order to develop and retain top performing employees. Upon successful completion of this course students will be expected to have gained: an overview of all relevant work, class and equality theories, applicable laws, governmental authorities, and constituencies that govern the modern day workplace; knowledge of employee and labor relations concepts (organizational behavior, fair treatment, discipline, union security, management rights, collective bargaining, etc.) related to designing and implementing effective organizational labor and employment practices; oral and written communication skills for developing, implementing, and administering employee and labor relations programs and policies that govern the modern day workplace; research and investigative skills, critical and analytical thinking, and problem solving skills to manage employee performance, employee conflicts and disputes, and overall employee relations; and an appreciation of current issues and best practices in the area of employee retention.

HROE 5603 - Total Rewards
This course offers a practical overview of the components, definitions and strategy of the total rewards model and each element important to Human Resource Professionals. Through a combination of lectures, class discussions, role-playing, and scenario analysis the course will focus on the concepts and practices of total compensation management with an emphasis on current theories of motivation and employee engagement. It will provide students with an understanding of compensation, benefits, performance and recognition, career development and work/life initiatives. Consideration will also be given to such topics as job evaluation techniques, the determination of competitive compensation levels, performance appraisals and incentives, wage and salary policy, and compensation and benefit trends. Approaches to the effective integration and communication of the total reward programs will be examined. Substantial coverage of the role of employee engagement in performance management will enable the student to appreciate its importance. Current trends in compensation and benefits will be discussed and evaluated. Upon successful completion of this course students will have gained an in-depth look at rewarding employees by designing and delivering effective rewards systems within organizations.

HROE 5604 - HR Technologies
This course is designed for students to learn the possible technolgies and generate discussion about how these technologies can help HR professionals work more efficiently and effectively. Students will be encouraged to develop a comfort level with technology and consider how they may incorporate technology in their future roles as HR professionals. Topics will include: various HR systems and delivery options, demonstrate the uses and advantages of HR technologies, provide an overall view of how to select and implement an HR technology solution. The increase in HR systems including HRIS, HRMS, ATS and Compensation and Benefits continues to change and the ability to select a system for upgrading or replacing an existing system will be covered including a cost benefit analysis. Future HR trends of Cloud computing and collaborative work groups, as well as the use and management of Social Media tools will be discussed. Current vendor systems and outsourcing providers will be reviewed to gain an overview of the products and services available. Upon successful completion of this course, students will have learned how to: identify HR trends that encourage adoption of theses new technologies; explain how the HR department can use technology to improve information monitoring, dissemination and collaboration; and describe applications of technology in recruiting.



ORGANIZATIONAL EFFECTIVENESS CONCENTRATION

(Students take all four courses.)

This concentration has been designed to prepare the students with the skills and knowledge of organizational human resources and technologies necessary for a Strategic Human Resources role.  The OE concentration provides an in-depth background in Organizational Learning and Executive Coaching, Organizational Assessment, Analysis and Change, Human Capital Analytics and Analytical Tools for Decision Making. Organizational Effectiveness requires a thorough understanding of the overarching strategy and leadership within the broader context of the business. These abilities will continue to be important in an emerging information society that is characterized by a combination of rapidly changing technology and the need for skilled leaders who can navigate through volatility and change.  As a result, students will be able to recognize, apply and lead future changes to address organizational solutions that address business situations in the global workplace.  (Students take all four courses.) 

HROE 5701 - Organizational Learning and Executive Coaching
This course has been designed to equip the students with the skills and techniques necessary for an active role in a learning and development to create a positive impact on performance through training and coaching.  The Organizational Learning and Executive Coaching course provides an in-depth background in development management and transfer of knowledge for individuals and teams.  Successful learning and coaching requires a thorough understanding of the theory and practices  of adult learning theory, knowledge management and knowledge transfer, various learning delivery methods (classroom, on-line learning communities, action learning), group process facilitation, executive coaching, and learning evaluation. Upon successful completion of this course, students will be able to synthesize and integrate their understanding of the factors contributing to and detracting from organizational learning and will have mastered the fundamentals of a comprehensive approach to learning within an organizational setting. 

HROE 5702 - Organizational Assessment, Analysis, and Change
This course has been designed to equip the students with the skills and techniques necessary for an active role in Organizational Development or Change to assess the effectiveness of an organization – processes, structures, culture, roles,. – for a company's operating model.  to create a positive impact on performance.  The Organizational Assessment Analysis and Change course provides an in-depth background of organization design – structure, roles, processes, culture as addressed in Jay Galbraith's Star model and McKinsey's 7S model, as well as concepts and methods for related initiatives such as employee engagement, process-improvement, and organizational restructuring. Successful Organizational Assessment Analysis, and Change requires a thorough understanding of assessment and analysis methods to identify key factors to improve organizational performance. Upon successful completion of this course, students will be able to synthesize and integrate their understanding of key factors of organizational effectiveness, and will have learned how to assess organizational health, and how to implement effective organizational change initiatives.

HROE 5703 - Human Capital Analytics
This course has been designed to equip the students with the skills and techniques necessary to use human capital analytics to make decisions that affect productivity, morale and profitability.  The Human Capital Analytics course provides an in-depth background of the full range of human capital analytics practices and trends and their relationship to business models and business cycle changes.  Human Capital Analytics requires a thorough understanding of the full-range of human resoucre analytics activities and underlying concepts and an ability to apply this knowledge to creating human capital solutions that address business challenges. Upon successful completion of this course, students will be able to synthesize and integrate their understanding of the full-range of human resource analytic methods to collect, measure and analyze data to assist with analytically driven human resource decisions.

MGPS 5040 – Analytical and Financial Tools for Decision Making
In today's business environment, corporate executives and leading professionals must continuously analyze strategic business situations and at times feel limited in their ability to choose appropriate courses of action. In these situations, the executive is expected to utilize sound critical decision making in order to initiate action and move the organization to creative problem solving. The purpose of this course is to provide students with a sound conceptual understanding of the role that Management Science, Accounting and Financial concepts, Statistics and Technology play in the decision making process. The student will be presented with applications of decision making tools, which have been used successfully. Whenever possible the "problem scenario approach" will be used. This approach describes a problem in conjunction with the tool or technique being introduced. The development of the technique or model includes applying it to the problem to generate a solution or recommendation. The course will primarily consist of lectures, outside readings, problems, and case studies designed to provide the student with the tools and techniques required to manage processes efficiently and make decisions effectively. Upon successful completion of this course, students will have mastered many of the most important fundamentals of business decision-making, will have a new frame of reference and will be able to both understand and to utilize these fundamentals in the workplace.


ELECTIVE COURSES

(Choose one.)

HROE 5650 – Special Topics in Human Resource Management and Organizational Effectiveness
This container course, offered periodically, examines special topics and emerging issues in business leadership using a seminar approach. The course will enable the students to explore the most current challenges affecting the leaders of tomorrow, focusing on evolving approaches to and best practices for the leadership and management of change in an organization. 

HROE 5999 – Internship
Students completing their course work may petition to do an internship as their elective. Eligibility is based on experience and on an individual basis and is subject to advisor approval. This course provides the student with the opportunity to link HR theory with HR practice. Through internships, students move from the role of student, to the role of professional and thus, expand their career orientation. Significant benefits can accrue to the student who takes advantage of the opportunities which present themselves in various sport settings including the chance to gain valuable work experience under the supervision of a qualified, practicing professional; develop and expand his/her network of contacts and assume responsibility for project development and implementation. A written summary and oral report of the internship is required.

Unrestricted Elective
With pre-approval, students may select one graduate course within The School of Graduate and Professional Studies that is consistent with their professional goals. Courses in their non-selected concentration area in the Human Resource Management or Organizational Effectiveness degree are also eligible.

 

 


 

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