Human Resources (HRCU)

HRCU 350 Compensation and Benefits

This course is designed to provide an understanding of compensation and employee benefit programs and practices and how and why employers provide benefits as they do. Employee benefits are a significant component of total compensation and offers employers added flexibility in compensation design. Topics include indirect and direct compensation, legally required employee benefits and voluntary programs, governmental regulations, and external social factors affecting compensation. Online only. 3 credits.

HRCU 351 Workforce Planning and Employment

This course examines staffing, training, and organizational development techniques organizations use to build group and individual skills while tying anticipated results to improvement in organizational effectiveness. The course also focuses on policies and procedures for both short and long range human resources planning for a competent workforce, job analysis, legal compliance, recruitment and selection, employee separations' and retention, training and career management. Online only. 3 credits.

HRCU 352 Labor Relations

This course will generate an understanding of and appreciation for core elements of union-management relationships. A thorough review of a model for the labor relations process will focus on real-world situations and concerns. Online only. 3 credits.

HRCU 353 Performance Improvement

This course introduces performance improvement concepts and provides practice in the selection and development of strategies designed to maximize organizational performance. Online only. 3 credits.

HRCU 406 Legal Issues in Human Resources

Students study legal issues associated with the administration of human resources in public and private sector organizations. The course focuses on human resource matters such as affirmative action, grievance handling, hiring and firing, labor relations, and health and safety. Online only. 3 credits.

HRCU 415 Becoming an HR Strategist

This course focuses on developing the strategic capability of the HR professional. The course builds on 4 areas of HR strategy: 1) Pre-strategy blueprint, 2) Strategic HR Communications, 3) Integrating HR into the organization's vision and mission via the development of the HR vision and mission statement, and 4) the HR Scorecard. The course adds a component regarding HR leadership to assist the HR professional to acquire organizational leaders' acceptance of the HR strategies and bring added-value to their HR position. Online only. 3 credits.

HRCU 430 Conflict Resolution

Students analyze the nature, types and stages of conflict and conflict resolution. Focus is on conflict within and between persons, organizations, communities, and societies, with emphasis upon resolution techniques. Online only. 3 credits.

HRCU 445 Human Resource Studies

Students are introduced to the study of human resources in organizations. Topics include workforce planning, job analysis, recruitment, selection, staffing, performance evaluation, training, and compensation. Online only. 3 credits.

HRCU 600 Human Resource Foundations

(Equivalent to HRCU 645, which is no longer offered.) This course provides a systems approach to managing human resources in organizations. Topics include recruitment and selection, diversity, employment law, training and development, performance management, and reward systems. The Professional in Human Resources (PHR) certification may be used as a substitute for either HRCU 445 of HRCU 600. The SHRM Senior Certified Professional (SHRM-SCP) certification may be a substitute for this course. 3 credits.

HRCU 602 Strategic Business Concepts and Human Resources

This course examines the strategic relationship between effective human resource management and core business functions through the application, analysis, best practices and evaluation of business and Human Resources partnerships. 3 credits.

HRCU 603 Globalization and Diversity

(Equivalent to HRCU 670, which is no longer offered.) In this course students will analyze and evaluate the impact of globalization and multiculturalism on organizational policies and practices within organizations. Topics include best practices to manage multicultural locations, understanding global cultures, managing a multi-generational workforce, and developing cultural intelligence. 3 credits.

HRCU 604 Workforce Planning

(Equivalent to HRCU 644, which is no longer offered.) In this course students will examine the role and responsibilities of human resource professionals in workforce planning strategies that align workforce capabilities with current and future organizational needs. Topics include workforce planning and design, employee recruitment, staffing, onboarding, and exit management. 3 credits.

HRCU 605 Talent Management

(Equivalent to HRCU 646.) In this course students will examine the roles and responsibilities of human resource professionals in creating and implementing strategic approaches to managing employee performance as a means of maximizing productivity and retention. Topics include performance assessment, talent development, succession planning, and change management. 3 credits.

HRCU 606 Strategic and Legal Leadership

(Equivalent to HRCU 648, which is no longer offered.) This course focuses on building strategic leadership skills needed to align business needs with ethical and legal best practices in managing human resources. Concentration is placed on understanding the complexity of ethical decision making, and ensuring legal requirements are met in organizational policies and practices. 3 credits.

HRCU 607 Total Rewards

This course focuses on the importance and value of total rewards programs that align with the organization’s vision, mission and strategy. The design and implementation of total reward systems including competitive pay, benefit, recognition and work-life balance programs that attract, motivate and retain talent; are examined; contemporary trends and issues is emphasized. 3 credits.

HRCU 618 Career Management

Students learn how to design, implement, and sustain effective career development plans from the perspective of both the individual and the organization. Topics include creating and implementing a career development plan, linking career development with other systems within the human resources field, and the appropriate use of career assessment instruments as part of the self-assessment process. Online only. 3 credits.

HRCU 622 Labor Relations and Collective Bargaining

Students analyze the nature of industrial society and its changing dimensions as in the post-industrial era. Union organizing, collective bargaining and contract administration are emphasized. Problems related to technology, automation, environmental work/safety requirements, labor-management conflict, and affirmative action are discussed. Online only. 3 credits.

HRCU 630 Conflict and Negotiation

Students analyze the nature, types and stages of conflict and conflict resolution, focusing on conflict within and between persons, groups, organizations and societies. Negotiation and resolution techniques are examined and applied. 3 credits.

HRCU 650 Strategic Management of Human Resources

Prerequisites: Satisfactory completion of HRCU 600 and twelve (12) credits of additional core courses.

The capstone course provides students with the opportunity to apply and integrate previous learning by the completion and presentation of an integrative paper, which will demonstrate the students’ learning as well as their abilities to integrate and apply human resources concepts and strategies learned to a complex business issue. 3 credits.

HRCU 652 Human Resources Information Systems

Students learn how to assess, design and implement human resources information systems (HRIS). The course covers issues central to HRIS effectiveness in organizations of all sizes and in a range of technical environments. Students are presented with a theoretical framework to understand systems design issues, analyze needs, choose software and install an HRIS. Online only. 3 credits.

HRCU 699 Independent Research

Prerequisite: Dean approval.

Supervised independent study or research on a special issue or program development affecting human resources management. 3 credits.