Catalog 73 - National University

Course DescriptionsTwo-month-long course. Required of all non-thesishistory M.A. students as their last course.Culminates in the creation of a substantial, originalmultimedia website on a historical topic of personalinterest involving the critical evaluation of primarysources and relevant secondary materials and interpretationsand the writing of a well-developed commentary.HIS 699: Thesis(Prerequisite: HIS 695 and all other program requirements)Two-month-long course. Required of all thesis historyM.A. students as last course in program.Culminates in the research and writing of a substantial,original work on a historical topic of personalinterest involving the critical examination and evaluationof primary sources as well as appropriate secondarymaterials and interpretations.HRM – Human ResourcesManagementHRM 200: Intro to Basic Human ResourcesIntroductory overview of basic human resourcemanagement activities. Various functions of humanresource management are explored including planning,staffing, training, compensation, motivation,employee development, benefits, performance evaluation,discipline, health and safety issues, employer-employeerelationships, and compliance withemployment laws.HRM 210: Staffing and Development(Prerequisite: HRM 200)Exploration of the basic aspects of the humanresource planning process, including recruitment,selection, retention, and development of employees.Special attention is given to the strategic direction ofan organization in assessing its human resourceneeds.HRM 220: Compensating Employees(Prerequisite: HRM 200)Overview of the fundamentals of wage and salaryprograms. Benefit programs and related employeeincentive programs are explored. Linking performanceto monetary and non-monetary rewards willbe reviewed. Utilizing HR technology to increaseefficiency in pay and benefits administration, as wellas aligning HR with organizational activities will behighlighted.HRM 230: Legal Aspects of Basic HRM(Prerequisite: HRM 200Introduction to the wide spectrum of legal concernsthat human resource managers face in the workplace.Emphasis on employment discrimination lawsas they relate to the employer-employee relationship.EEO methods of liability prevention are examined.Integrated into the course are aspects of ethicalconsiderations for HR managers.HRM 409B: Survey in Human ResourcesManagement and Organization DevelopmentThe course provides an overview of humanresources management and organizational developmentactivities including employment, interviewing,career systems, compensation, benefits, training,organizational change, performance evaluation, disciplineand employee assistance, labor relations,affirmative action and equal employment opportunityconsiderations, and health and safety.HRM 432: Recruiting, Selection, Promotion, andRetentionThis course is designed to explore all aspects ofreviewing the strategic direction of an organizationand how it relates to assessing and filling jobs, frominitial hiring through subsequent placement, promotion,and retention. It will include techniques fordetermining staffing needs, recruiting, screening,assigning, evaluating, assessing, and promoting. Anexploration of options for employee developmentand retention in changing economy is provided.Also reviewed are special concerns regarding regulations,employee attitudes, and union representation.HRM 433: Pay and Benefit Administration, andHR TechnologyThis course reviews the fundamentals of wage andsalary programs, including the development of jobdescriptions, performing job evaluations, conductingsalary surveys, adjusting pay structures, consideringare differentials, and relating pay to performance.Benefit programs and related employee incentiveand service programs are also covered. Ways to linkperformance to both monetary and non-monetaryrewards will be reviewed, including profit sharing,bonus plans, stock options, awards and specialrewards for managerial personnel. Legislativerestraints and tax treatments are discussed andbehavioral theories are highlighted as they apply inthis area. The incorporation of technology as itrelates to Human Resource Management Systemsthat increases efficiency in pay, benefits administration,and aligning HR with organizational activitiesare also covered. The synthesis of pay, benefitsadministration and HR technology integrates theselection, development and administration of practicalprograms and systems for attracting, motivating,and retaining human resources.HRM 439: Legal, Regulatory, and Labor RelationConcerns in HRMAn introduction to the wide spectrum of legal andregulatory concerns that human resources managersface in the workplace (EEO laws, affirmative action,compliance requirements, prevention of employment-relatedliability). The course ties in the development,aims, structure and function of labor andemployer organizations, examines the relationshipof labor and management, and bargaining and resolutionof employer-employee issues.HRM 630: Legal, Ethical, and Safety Issues inHuman Resource ManagementA comprehensive analysis of the laws and regulations,both federal and state, that impact humanresources management. The course emphasizesequal employment opportunity affirmative action,health and safety, privacy of information and methodsof liability prevention in employment matters.Integrated into the course are aspects of ethical considerationsas related to Human ResourcesManagement, including employer use of power,organizational business practices, and safety concerns.HRM 633A: Seminar in Employee Relations, LaborRelations and Union ManagementThe course provides students with both the day-todayrealm of common and complex issues related tohuman behavior in the workplace as it relates toemployee relations, and an examination of relationshipsamong unions, workers, management an thegovernment. The course assesses legal restraints (i.e.,negotiation, contract administration, decertification)and preparations and techniques for dealing withnegotiations, strikes, and lock outs, as well as grievancehandling and arbitration.HRM 637: Workforce Planning, Development andOutsourcingA comparison and evaluation of planning, organizing,directing and monitoring of human resourcesplanning processes, including recruiting, selecting,placing and integrating individuals within organizations.A key aspect of the course is the selectionprocess (testing and assessment of skills and traitsthat influence work performance), employee orientationand integration (employee development andcareer planning), and aspects of performance management.The course also covers current trends inemployee outsourcing.HRM 660: Theory and Practice of HumanResource ManagementA comprehensive management/practitioner-leveloverview and appraisal of current practices, trends,and applied theory in the era of strategic alignmentbetween employees, jobs, systems, technology, policies,procedures, training, and organizational development.Students will evaluate and analyze theoryas it relates to practical application in the workplace.HRM 667: Compensation and BenefitsThis course provides an overview of the latest technologyas it applies to the human resources functionand its impact of human resource managementadministration and organizational development. Thecourse also integrates and assesses fundamentalaspects of wage, salary, benefit administration, andemployee rewards and incentives as they are becomingincreasingly supported by automated systems.HRM 669: Research Seminar in Human ResourceManagement Corporate StrategyThis course is focused on a selected combination ofpublished empirical research and current topics incorporate strategy and human resource management.Articles for evaluation, comparison, andanalysis will be drawn from journals and popularpress in several fields, including economics, thebehavioral sciences, management science, businessadministration, and elsewhere as they relate to thefield of Human Resource Management. Faculty willguide students through written review of researchand current practices, and seminar discussions inorder assist the HRM Professional serve as a consultantto company management.HRM 670: Project/ThesisThe project course offers an opportunity to workindividually or with a team under the guidance ofan assigned faculty member. Students clarifyresearch topics and identify data sources in preparationfor the project. Students gather data and presenttheir research in both written and oral form to facultyand classmates. This course lasts two months andencompasses integrating critical components andlearning experience into a deliverable that meetsacademic guidelines for program completion andmay be applicable to the workplace to build a student’sportfolio. Grading is H, S, or U only. Course iseligible for an In Progress (IP) grade.HSC – Health ScienceHSC 300: Legal/Ethical Issues & Hlth ProfsFocuses on legal and ethical concepts, principles ofethics and law and use in resolving ethical conflictsand dilemmas in health care. Scope of practice,informed consent, employee and patient rights andresponsibilities, patient abuse, and the influence offinance and corporate culture will be explored.Sample cases will be analyzed.HSC 310: Issues & Trends in HealthcareA history of the U.S. health care delivery system willbe explored to understand the current issues andtrends. The changing roles of the components of thesystem as well as technical, economic, political, andsocial forces effecting change will be discussed. Inpatient,outpatient, and long term care will beCourseDescriptions389