See below for course descriptions for all classes offered in the HRD programs, including prerequisites, required, and elective classes. All courses, unless otherwise listed, are 3-credits.
HRD 8101 – Introduction to HR in the Business World
(This course is not equivalent to the former HRD 8319: Intro to HR)
Introduce the major functional areas of human resources management and how these HR functions support all other business units. Examines how organizations operate and explains the role of HR in supporting employees and management.
(This course may be waived for students with a year or more of professional HR experience at time of admission.)
HRD 8102 – Critical Evaluation and Research Writing
Critical evaluation is the intellectually disciplined process of making reasoned judgments that are evidence-based and logical, yielding reliable and valid conclusions. Research writing requires clear, effective, and persuasive written communication skills using library databases adhering to American Psychological Association style and formatting.
Writing intensive course - students will learn the skills needed for writing research-based papers.
(This course may be waived for students who have earned a B or better in a previous Research Methods course taken in the last six years or demonstrate research writing proficiency.)
HRD 8003 – Financial and Human Capital
(Formerly HRD 8003: Financial Management)
Understand how an organization manages its finances and human capital. Explore basic concepts in finance and apply frameworks that measure the economic value of an organization’s human capital investment to effectively guide organizational strategy.
HRD 8006 – HR Analytics
(Formerly HRD 8006: HR Metrics & Statistical Analysis)
Create a strong foundation on critical aspects of HR analytics: measurement, research methods, probability and statistics, analysis, and interpretation of data. Improve human capital decisions through a strategic use of HR data and effectively communicating findings to decision makers.
HRD 8210 – Strategic Workforce Planning
Strategic Workforce Planning (SWP) drives an integrated talent management strategy which supports the organization’s business strategy. Introduce SWP components, models and processes, and examine strategies for developing, implementing, evaluating, and communicating successful SWP initiatives.
Writing intensive course.
HRD 8215 – Employment Law
Explores existing and emerging legal issues affecting employment law, including employment-at-will, EEO, sexual harassment, and Supreme Court decisions. Focus on the application to human resources situations from the employer and employee perspective.
PSY 8475 – Training and Development
(Formerly PSY 8475: Organizational Training)
Organizations that link learning strategies to business strategies report better financial performance. Training has changed from a classroom event to learning experiences that can occur through a variety of methods: online learning, developmental assignments, team collaboration or a blend.
PSY 8875 – Organization Development
(Formerly PSY 8875: Organizational Change Management)
Planned, system-wide effort with the goal to increase organization effectiveness and health through diagnosis and interventions in the organization's processes using behavioral science knowledge. Focus on developing organization capability through alignment of strategy, structure, management processes, and people.
Writing intensive course.
HRD 8419 – Foundations of Strategic Human Resources
(This course is equivalent to the former HRD 8319: Intro to HR)
Provide students with a critical understanding of theories, trends, principles, and current issues relevant to the breadth of human resource management (HRM) in organizations. Explore the evolving role of HRM as a strategic partner in organizations.
Writing intensive course.
HRD 8212 – Total Rewards: Compensation
Compensating employees as part of a total rewards strategy that aligns with organizational strategy is critical and complex. Study of various approaches to using compensation effectively to reward performance, create engagement, and measure the impact of a company’s compensation strategy.
HRD 8213 – Total Rewards: Benefits
Approaches to total rewards strategies for building a competitive benefits program with an emphasis on the motivational and productivity implications. Diversity of benefits programs, including basic regulatory framework affecting employee benefits, such as ERISA, Social Security, and Medicare.
HRD 8214 – HR Technology
Technology is rapidly changing human resources by providing access to information across the enterprise. Explores the many ways HR departments are leveraging technology solutions. Examines methods and challenges of implementing technology initiatives.
HRD 8421 – Diversity in a Global Economy
(Formerly HRD 8499)
The current complex global economy affects HR requiring an understanding of how diversity relates to the objectives of the organization. Understanding and inclusion of diverse populations is a strategic initiative related to profitability, and not exclusively a compliance issue.
PSY 8425 – Organizational Behavior
(Formerly PSY 8425: ORganizational Psychology)
Understand individual, group, and organizational behavior at work as it relates to well-being and performance. Individual, group, and environmental factors will be explored as to how they independently and interactively shape employees’ job attitudes, motivation, behavior, and performance in organizations.
HRD 8420 - Strategic and Global HR Leadership
Explore Human Resource Management (HRM) challenges in the complex international context faced by many multinational companies. Understand the theory and application of global HRM principles and develop approaches using a global mindset.
HRD 8007 - Quantitative and Qualitative Research Methods (6 credits)
In-depth exploration of the principles and methods of quantitative and qualitative research design necessary to plan, conduct, analyze, and communicate regarding scientific inquiries of individuals and groups with respect to psychological and HR-related phenomena within work settings.
HRD 8345 – Relational Capital (1.5 credits)
Learn five identifiable principles that lead to effective relationship development and career success. The Relational Leader intentionally puts the other person’s goals and values at the forefront of each business relationship, creating exceptional experiences for others.
HRD 8899 – Special Topics (1.5 credits)
Contemporary topics in Human Resources Development. Taught on an occasional basis to reflect critical and changing human resources topics.
HRD 8303 – Ethics (1.5 credits)
Effective HR leaders maintain high levels of personal and professional integrity promoting core values, integrity, and accountability throughout the organization. Explore strategies and issues related to creating ethical, respectful, and socially responsible organizations.