The Human Resource (HR) Management concentration helps undergraduate students develop a wide range of knowledge of HR management along with the skills necessary for implementing strategic, effective, and legally defensible HR practices in business organizations.
Potential Career Fields:
Human Resource Assistant
Labor Relations Specialist
Human Resource Manager
Employee Relations Manager
Training and Development Manager
Students who complete the concentration in Human Resource Management will complete 12 credit hours in addition to the Business Administration Core of 42 hours.
Employee Benefits Manager
Human Resources Consultant
Upon successful completion of this program, students will have gained specific knowledge in each of these classes:
- Design a wage survey and a compensation structure for an organization.
- Evaluate which benefits are legally required, as well as which benefits may be provided by an organization given various circumstances.
- Appraise the strengths and weaknesses of various pay-for-performance plans.
- Integrate biblical principles into the field of compensation.
- Differentiate the relationship statuses between the employer, employee, and independent contractor.
- Examine the responsibilities of the parties to an employment contract.
- Explain the types of federally prohibited discrimination in the workplace environment.
- Discuss Affirmative Action policies.
- Discuss the Equal Employment Opportunity Commission.
- Explain the authority of unions in the workplace.
- Discuss workplace sexual harassment under Title VII of the Civil Rights Act of 1964.
- Explain the causes of action under federal antidiscrimination laws.
- Explain the importance of all components of staffing (recruitment, selection, employment).
- Categorize types of work and job design.
- Explain the significance of research methods used in job analysis.
- Explain compensation and other work rewards used to attract, retain, and motivate applicants.
- Analyze legal issues associated with staffing organizations, to include legal requirements of staffing management systems.
- Discuss career paths and the type of mobility that can occur in career advancement.
- Explain how internal selection decisions differ from external selection decisions, to include selection methods.
- Summarize the advantages and disadvantages to performance appraisal methods.
- Evaluate the impact of voluntary turnover on organizations.
Training and Development
- Discuss the training implications of behavioral and cognitive learning in the training environment.
- Compare the relationship between human resources and human resource development functions in a large global organization to the functions of a small global organization.
- Apply motivational theories to improve organizational performance.
- Examine performance appraisal information in order to obtain individual analysis data.
- Evaluate different training programs within organizations.
- Determine the type of evidence needed to demonstrate training program success.
- Explain the importance of succession planning.
- Analyze the results of a training needs analysis (TNA).
HR 231 Compensation Management
This course develops the philosophy and fundamental guiding principles for wages and salaries in business institutions. This comprehensive study of compensation management also includes job analysis, administrative job evaluation, basis compensation plans, executive compensation and administrative controls.
Credit Hours: 3
HR 241 Staffing Organizations
Prepares all current and future managers with the necessary tools needed to identify, attract, select, and retain talent. Provides a study of external influences, support activities, staffing specific activities, and the staffing system management process. Real-world examples are utilized with special emphasis on staffing models, the labor market and unions, employment law, job analysis and planning, recruitment tools, and strategic staffing decision making.
Credit Hours: 3
HR 301 Employment Law
Provides a working knowledge of federal legislation and regulations affecting employers. Introduces a simple approach to employment law with a foundation of legal principles explained in the layperson’s language. A consistent theme of the course is employer awareness of protected classes.
Credit Hours: 3
HR 311 Training and Development
Provides an organizational development model in human resource management to prepare professionals to train and develop people throughout the career continuum. Presents an overview of mentoring and coaching, the role of team leaders and managers in performance appraisals, and orientation programs.
Credit Hours: 3