Human Resources Management Option Course Descriptions

All of the following courses: (18 units)

MIS 260 MANAGEMENT OF INFORMATION SYSTEMS

Prerequisite: MGT 101
This course is the classic introduction to management information systems: how computers are used and managed in organizations, and how such technology assists management. Topics include the strategic role of information systems, a survey of hardware, software, databases and networks, types of information systems, the design and acquisition of information systems, and ethical issues in information systems.

PHI 160 LOGIC AND CRITICAL THINKING

Prerequisites: ENG 102
This course is an introduction to the skill of rational argument, including analysis of grammatical structure as related to forms of argument; testing for argument validity; and identification of fallacies. Students will apply the principles to everyday life and philosophical thought, and will study both deductive and inductive argument forms.

ENG 350 RESEARCH WRITING

Prerequisite: ENG 102
This is an advanced composition course designed primarily to teach the practical application of inquiry in the context of a formal research paper or project.

MGT 410 EMPIRICAL RESEARCH METHODS

Prerequisites: PHI 160, MTH 251
This course introduces business students to empirical methodologies and evaluation techniques used in business. This will involve both qualitative and quantitative methods, with a particular emphasis on the use, evaluation, and presentation of data. The course provides the background skills for successful completion of MGT 411.

MGT 499 MANAGEMENT INTERNSHIP (6 UNITS)

Prerequisite: MGT 317
Internship provides an opportunity for hands-on experience in an area in the field of management which the student may want to pursue. Also see “Internships” for general information and policies.

The following course: (3 units)

HRM 300 HUMAN RESOURCE MANAGEMENT

Prerequisites: MGT 101, ENG 102, ECO 200
Multi-faceted business operations require knowledge of the philosophies, practices, and techniques required of effective managers of human resources. Students use case studies of current business environments to learn the basics.

Three of the following courses: (9 units)

HRM 315 EMPLOYMENT LAW

Prerequisite: HRM 300
Given the complex nature of today’s business environment, students examine labor law and its relationship to the historical background of labor/management relations and the nature of the workforce in the United States, recent changes in the two areas, and the implications of these changes on future labor relations and markets.

HRM 316 HUMAN RESOURCE MANAGEMENT STRATEGY

Prerequisite: HRM 300
This course considers the development of a strategic perspective regarding the use of human resource policies, practices, tools, philosophies, and systems in enhancing business competitiveness and effectiveness. The course will focus on harnessing the power of effective human resource practices. The practices of many different organizations will be reviewed and key strategic and implementation issues related to human resource policies and programs will be explored.

HRM 317 STAFFING/TESTING/TRAINING AND DEVELOPMENT

Prerequisite: HRM 300
Human resource offices have policies and procedures by which they operate. In this course students learn what they are as well as the relationship between various policies and the human resource strategies adopted by the organization. It stresses the need for consistency between organizational human resource strategy and organizational human resource policies and procedures. The course also focuses on time lines, costs, and facilities needed for various human resource approaches.

HRM 318 BENEFITS AND COMPENSATION

Prerequisite: HRM 300
Combining ethical philosophy and practical implementation, the content of this course considers such contemporary issues as comparable worth, partner benefits, merit versus seniority, and the role of compensation in various models of work. Its practical content explores the variety of benefits available to workers, ways to explain and present those benefits to employees, and the use of the internet in accessing comparative compensation and benefits information in the student’s field of interest.