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Human Resource Management

The course presents a systematic framework for analyzing and evaluating human resource management functions within an organization. Topics include hiring, training, compensation, benefits, employee relation/labor relations, performance management, safety, and health management. This course will review Human Resource Competencies in Early Career, Mid-Career, and Senior Career. Topics will also include key competencies in mandatory areas of Human Resource Management.


  • Assessing human resource management activities such as forecasting requirements workforce availability analysis, and talent requirements needed by an organization.
  • Analyzing the legal environment surrounding human resource management functions.
  • Understanding the performance management process, the methods used, and the problems encountered.
  • Evaluating the strategic role for the human resources department and professional, reviewing the competencies necessary in anticipating and preparing for future business needs.
  • Reviewing competencies in Compensation and Benefits including the following: creating a flexible workplace, designing incentives and rewards, managing a diverse workforce, talent management and recruitment.
  • Evaluating the competency in Employee Relations including the following: Managing and Responding to Poor Employee Performance, Managing Virtual Work Teams and Workplace Dispute Resolution.
  • Analyzing Transformational Strategic Human Resources approachs in Ethics, Organizational Strategy, and The Role of Mission and Values in Strategic Human Resources Management.
  • Evaluating the role and effectiveness of Human Resources in global and cultural domains.
  • Understanding the employment laws impacting human resource management fuctions.
  • Illustrating competency in Training and Development including the following: Conducting Needs Assessments, Return on Investment, Transfer of Training, Using Technology in Communication and Training.
  • Summarizing Workforce Planning including the following: Aging and Employment Strategies, Job Analysis based on Performance Appraisal, Performance Management, and Appraisal.
  • Reviewing the ability to effectively exchange information with stakeholders, organizational leaders, and employees. This includes both verbal and written interactions and is the foundation on which relationships are built and maintained.
  • Analyzing the integration of integrity and accountability through all organizational and business practices.
  • Developing HR practices focusing on fairness, justice and ethical decision standards for all organization members.
  • Evaluating new organization initiatives, consulting, creating strategic staffing plans and then leading the implementation of those that receive approval.
  • Applying the concepts related to critical evaluation competency to key roles and duties performed by Human Resources professionals.
  • Analyze the utility of human resource information systems data to manage human capital.


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