HRM 302 Training and Development (4 cr. hrs.)
Prerequisite(s): Human Resources Management (HRM 300).
This course covers the theories and techniques of training and development from strategic and operational perspectives. Emphasis is placed on employee needs assessment, program design, implementation and evaluation. Learning theories and long-term development for global competitiveness are discussed.
HRM400 Performance Management (4 cr. hrs.)
Prerequisite(s): Organizational Behavior (BSAD/MGMT 325). Not open to students with credit for AMGT 400.
This course uses a systems perspective to identify, select, develop, and evaluate solutions to document and improve the performance of individuals, groups, and organizations. Students will learn how to analyze performance problems and make recommendations at the employee, job, and organizational level that will assist the organization and its employees in achieving organizational goals and managing change. Students will also learn how to bridge the gap between organizational strategy, individuals, and departments.
HRM 401 Compensation and Benefits (4 cr. hrs.)
Prerequisite(s): Introduction to Spreadsheets (COMP 106), Human Resources Management (HRM 300), Statistical Concepts (MATH 215), and Business & Professional Writing (WRIT 320).
This course is an in-depth examination of pay and benefit theories and practices. The course analyzes job evaluation techniques, salary surveys, individual and group performance-based pay, as well as insurance and pension plan administration.
HRM 402 Employee and Labor Relations (4 cr. hrs.)
Prerequisite(s): Human Resources Management (HRM 300).
This course evaluates the current environment of employee and labor relations. Students will compare and distinguish the differences between employee relations and labor relations environments. Topics such as handbooks versus contracts, employee discipline versus grievance procedures, and workplace compliance laws, such as ADA, FMLA, sexual harassment, and the Civil Rights Act are discussed.
HRM 410 Human Resources Management Internship (1-4 cr. hrs.)
Prerequisite(s): Business Principles (BSAD 110) and completion of a course in the major area of study.
This course provides qualified students with an opportunity to receive academic credit for supervised professional training and experience in an actual work environment. This Internship is an ongoing seminar between the student, the faculty member and the employment supervisor. It involves an Internship Application and Learning Agreement, periodic meetings with the faculty representative, professional experience at a level equivalent to other senior-level courses and submission of material as established in the Internship Application and Learning Agreement. Participation cannot be guaranteed for all applicants.
HRM 420 Principles of Organizational Development (4 cr. hrs.)
Prerequisite(s): Organizational Behavior (BSAD/MGMT 325). Not open to students with credit for MGMT 345, MGMT 401, or AMGT 420.
This course provides students with an overview of the emergence and development of organizational development as a field, processes for diagnosis and intervention, and basic skills needed to facilitate individual, small group, and organizational change. The course will also cover key concepts in organizational transformation, organizational development in global settings, and future directions in the field.
HRM 480 Special Topics in Human Resources Management (1-4 cr. hrs.)
Prerequisite(s): Determined on a course-by course basis and published online in the trimester Course Schedule.
A variable content classroom course in Human Resources Management in which students pursue topics or subjects of current interest that are not part of the regular curriculum. A specific course description will be published online in the Course Schedule for the trimester the course is offered.
HRM 495 Strategic Human Resources Management Capstone (4 cr. hrs.)
Prerequisite(s): Senior standing in Human Resources Management major.
Capstone course for HRM majors. Investigates the strategic management process from the HR perspective. Topics include strategic HR, strategic alignment, balanced scorecard and competitive strategic analysis. Intensive use of case analysis, including a cross-functional senior practicum with students from Finance, Marketing and Management Information Systems majors.
HRM 499 Independent Studies in Human Resources Management (1-4 cr. hrs.)
Prerequisite(s): Minimum 2.00 cumulative GPA, at least 16 credit hours completed at Franklin, related coursework completed with a minimum grade of “B” and permission of Program Chair.
Independent studies courses allow students in good academic standing to pursue learning in areas not covered by the regular curriculum or to extend study in areas presently taught. Study is under faculty supervision and graded on either a Pass/No Credit or a letter grade basis. (See “Independent Studies” for more details.)
HRM 701 Human Resource Management (4 cr. hrs.)
Prerequisite(s): None.
This course provides a framework for an in-depth understanding of day- to-day, practical approaches/aspects of problems/challenges that impact the human resource management field. Topics include recruiting, hiring, training, retaining, rewarding, and promoting employees; compensation and benefits; employment planning, performance management systems, and succession planning; labor relations; and managing organizational relationships.
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