58 courses with the subject HRM, each shown exactly as we captured it from the college's catalog, with every element we hold. Where the wording looks broken, that is our reading of the catalog, not the college's text.
HRM 1101Leadership and Organizational Management3
This course prepares students to address the challenges of leading high performing organizations. Students will examine the enablers of principled organizational leadership and performance. Course topics include leadership, change management, decision-making, culture, team building, organizational structure and control, communication, social responsibility and sustainability, motivation, human resource management, and globalization.
HRM 1901Honors Leadership and Organizational Management3
This course prepares students to address the challenges of leading high performing organizations. Students will examine the enablers of principled organizational leadership and performance. Course topics include leadership, change management, decision-making, culture, team building, organizational structure and control, communication, social responsibility and sustainability, motivation, human resource management, and globalization.
HRM 2501Introduction to Human Resource Management3
What role do human resources play in organizations? How can human resources strategically add value to organizations? In this course you will survey pertinent topics related to human resource management to better understand the essential function of HRM. For instance, you will learn processes and methods to recruit and select top talent and give your organization a competitive advantage; how to train employees, conduct performance appraisals, retain employees, and motivate employees with pay and benefits. HR processes and policies will be discussed with an appreciation for the legal environment dictating the practice of HRM.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.Pre-requisites: Minimum grade of C- in (HRM 1101 or HRM 1901)
After completing this course, you should have a grasp of the nature and extent of the current global environmental crisis, an understanding of the concept of sustainability, an appreciation of how organizations can take action toward sustainability through the pursuit of the "triple bottom line," and a sense of how you can contribute to the emerging "green collar workforce." The course will feature short lectures, discussions, case analyses, team debates, guest experts, opinion papers and experiential exercises.
Examines how influence, power, and politics are related to effective negotiation and leadership; practical and ethical issues related to negotiating tactics and conflict management are addressed. Experiential and applied exercises facilitate learning effective supervisor and negotiator strategies.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.Pre-requisites: Minimum grade of C- in (HRM 1101 or HRM 1901)
This course uses Emotional Intelligence (EI) as a foundation for exploring critical leadership and management skills needed in the work place. EI consists of self-awareness, self-management, relationship awareness and relationship management. Topics of study include: dealing with difficult people, time management, motivation, performance appraisal, and managing down and up the hierarchy.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.Pre-requisites: Minimum grade of C- in (HRM 1101 or HRM 1901)
Explores interpersonal and managerial communication strategies in an organizational setting. Emphasis is on understanding communication practices and structures consistent with prominent approaches to management. Students also examine the conceptual underpinnings of effective communication, enhance their presentation and writing skills, and conduct a communication audit in a local business.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.Pre-requisites: Minimum grade of C- in (HRM 1101 or HRM 1901)
This course helps guide students towards becoming effective and ethical leaders. Development will occur through self-assessments, experiential exercises, and critical examination of effective and ineffective approaches to leadership in the modern business environment and society at large. Major topics of study include: authentic leadership behavior, ethical leadership, abusive leadership, and cross-cultural considerations.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.Pre-requisites: Minimum grade of C- in (HRM 1101 or HRM 1901)
HRM 3506HR Metrics: Using Data, Scorecards and Dashboards to Drive Business Performance3
This course is primarily designed to prepare individuals desiring to work in a corporate human resource function, especially those individuals responsible for recruiting, compensation, training and development, employee relations, HRIS (Human Resource Information Systems), or interaction with other corporate staff functions. It may also be of interest to students preparing for general management positions with responsibilities for managing human resources, and/or reliance on reporting metrics.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.Pre-requisites: Minimum grade of C- in HRM 2501.
You may identify a great opportunity for your organization to improve its products, services, sustainability, or treatment of employees or other stakeholders. Or you may see ways for your organization to adapt to threatening external events. Developing good ideas for change is only part of the solution. The most challenging aspect of change may lie in convincing your organization to act on your ideas. This course focuses on the challenges in implementing change in organizations, and overcoming these challenges - in other words, how to be an effective intrapreneur. Topics addressed include managing in all directions: downward, upward, and "sideways," personal assessment of strengths and weaknesses in ability to effect change, and organizational culture and reward systems that facilitate change. Coursework includes a hands-on project in which students propose a change initiative in a real-world organization.
An applied examination of total reward systems in organizations in the context of relevant theoretical and legal perspectives. Topics include employee engagement, job analysis, job evaluation, performance evaluation, pay surveys, incentives, pay equity, benefits, and compensation strategy.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.Pre-requisites: Minimum grade of C- in HRM 2501.
HRM 3512Human Resource Management and Public Policy3
Investigates the nature and impact of government and other external forces on human resource management. Specifically addresses the development, intent, and implications of a range of employment laws and regulations which affect corporate human resource policy.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.Pre-requisites: Minimum grade of C- in HRM 2501.
Examines the development and current operations of labor unions, the process and outcomes of collective bargaining and the impact of these institutions on management and society. Practical insights from National Labor Relations Board and grievance cases.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.Pre-requisites: Minimum grade of C- in HRM 2501.
Explores how good HR practices influence an organization/s success by working in teams on a real project at a real company. Topics covered include: consulting skills, communication, presentation skills, employee engagement, employee research techniques, leadership development, project management and more based on the consulting opportunity provided by the company. Part of the final grade comes from the company.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
Focuses on the role of the manager in international organizations and creates awareness of differing legal environments and societal attitudes. Relates national differences to functional areas of human resource administration, including staffing, compensation, training, and labor relations.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.Pre-requisites: Minimum grade of C- in (HRM 1101 or HRM 1901)
HRM 3581Co-op Experience in Human Resource Management3
This is an academic course intended to give students experience applying HRM concepts in a real world work environment. In a typical assignment, students work under the mentorship of an HR professional on HRM related project(s). As part of the class, students complete an evidence-based management paper based on their work experience, complete an interview with their mentor, and participate in weekly discussion boards. Students who have identified their own internships and would like to receive course credit can also register for HRM 3581. In these instances the student should first visit CSPD to learn about the "Credit for Internship Process." Once CSPD approval is give, the student will meet with the HRM 3581 professor for permission to register. Students must be prepared to work on-site at the organization for 8-9 hours/week, have a minimum 2.5 GPA, and be a Human Resource Management major. HRM 2501 is the prerequisite for this course. For more detailed information on the course, please visit the course web site at www.fox.temple.edu/HRMindustryExperience.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may be repeated for additional credit.Pre-requisites: Minimum grade of C- in HRM 2501 and minimum GPA of 2.5 in: courses numbered 0700 to 4999.
HRM 3903Honors Management, Theory and Practice: The State of Labor in the Post-COVID Workplace3
The COVID-19 pandemic unveiled what were already deep fissures in the relationship between workers and capital. For some American workers, workplace shutdowns and stimulus checks granted a chance to pause and contemplate a life with less hustle. This novel experience of time reinvigorated the concept of "anti-work" and spawned the notion of "quiet quitting" among those who felt discomfort with their newfound consciousness of their labor utility. The Anti-work subreddit home of these nouveau Thoreaus boasts over 2.5 million "idlers" and a tag line that reads "unemployment for all, not just the rich!" On the other hand, workers deemed "essential" in health care, retail, education and human services were forced to hustle even harder, often at the expense of their own mental and physical health. This class will explore the resurgence of organized labor and the changing nature of work since the beginning of the pandemic, examining their causes and consequences, and offering implications for managers, employees, and union members and leaders. Note: Prior to Fall 2023, the course was titled "Honors - Management, Theory & Practice: From the Locker Room to the Board Room."
HRM 3904Honors, The Leadership Experience: Leading Yourself, Leading Change, Leading Communities3
Leadership is a hot topic in social sciences, management, and popular culture. Ask ten people "what makes a good leader?" and you might get ten different answers. Our subject is to explore leadership as a discipline, or as scholars. More specifically, as current Honors students, you represent our future leadership. To effectively lead, having a basic understanding of the core tenets and theoretical foundations is important, but insight into your strengths and capabilities as a potential leader is essential. Thus, this course will provide you with foundational knowledge on core principles of leadership. More importantly, this course will focus on reflection, assessment, and development on the core skill sets required of effective leaders. Finally, you will be challenged to leverage your unique strengths in a team setting to enact and inspire change within your community.
HRM 4596Organizational Staffing and Career Management3
Acquisition and development of human resources in organizations and career management for individuals. Emphasis on using computers to perform human resource planning, job analysis, recruitment, selection, training, socialization, career development, and withdrawal from work. Students must earn a grade of C- in this course if they are using it to fill the writing intensive course requirement for their degree.
The purpose of this course is to bring together Human Resource Management (HRM) knowledge and skills learned in a final, capstone experience to make the student a more effective manager. Students will take a hands-on approach to assessing and improving their self-awareness, interpersonal and teamwork skills. The course will also test skills learned in other core business school courses such as your ability to identify problems, gather and analyze data to understand the problem, to develop alternative courses of action, and implement it. Because this is a writing intensive course, there will be several individual writing assignments that you will have the opportunity to draft, receive feedback and re-draft to improve your writing skills, as well as a group project. Students must earn a grade of C- in this course if they are using it to fill the writing intensive course requirement for their degree.
How does effective leadership materially contribute to the achievement of strategic organizational objectives? This class explores individual and group behavior and the means through which leaders can influence that behavior. Students will be exposed to research on drivers of employee performance and commitment - both direct (e.g., employee attitudes, motivation) and indirect (e.g., organizational culture, climate, leadership) - and learn about their practical application in the workplace. Emphasis will be placed on improving self-awareness to facilitate the positive workplace experiences of employees.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
HRM 5051Developing Human Resource Management Strategies3
What is a human resource management strategy and how does effective strategy affect an organization's long-term performance? Given the direct impact of HRM on cost, quality, and productivity, the success of any organization -- traditional or virtual -- depends on the effectiveness of its managers' strategic human resource decisions. This course examines contemporary best practices through the lens of business strategy. It utilizes readings, case studies, and group projects to help students to improve the quality of their strategic HR decision making. Throughout the course, students will review how organizations strategically consider such HR issues as work system design, talent acquisition and management, compensation, and change management.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
This course is designed to be a study of human behavior in organizations and the means through which managers can influence that behavior. Specifically, the class will consider key situations where the effective exercise of leadership can materially contribute to the achievement of strategic organizational objectives. The leadership process will be considered within a business environment increasingly characterized by global competition, economic turmoil, rapid technological change and shifting labor market dynamics. Emphasis will be placed on identifying and developing the personal skills and perspectives necessary to establish and maintain a leadership position (e.g., self-awareness and abilities in such areas as communication, decision-making, problem solving and behavioral management).
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
Do you want to build your personal communication capabilities? How about learning to leverage strategic conversations for impactful leadership in your organization? Students in this course apply theoretical knowledge and empirical research for practical purposes using case analysis and class discussion. Varied assignments will enhance student perspective and skills in employee/relationship management, writing and editing, oral presentation, coaching and performance feedback, crisis communication, persuasion and influence, and managing emotional expression.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
Organizations need effective teams to accomplish important objectives, especially as business becomes more complex and change more dynamic due to factors including globalization and technology. Through readings, written assignments, group discussions, and projects, students will examine strategies to develop and sustain productivity in individuals and work groups such as group formation, goal setting, delegation, group dynamics, and diversity and inclusion.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
Throughout this course, students examine how power, influence, and negotiation support effective leadership. Students will explore ethical and practical strategies for handling organizational disputes and conflicts; identify sources of power in complex interpersonal situations; examine influence strategies; employ appropriate negotiation tactics; and develop a problem-solving style that is value-based and authentic.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
This course highlights employee training and development as a mechanism to enhance organizational effectiveness and innovation. Using reflections, projects, readings, and group discussion, this course examines ways to transform a company's most valuable asset - the skills and talents of its people. This is a transformation that will build effective organizational culture to sustain high performance and promote individual growth.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
How do organizations acquire the talent to deliver on business strategy? This course focuses on building and implementing hiring systems that align with the strategy, competitive advantage, and culture of the organization, and that deliver measurable return on investment. How do we forecast supply and demand? What tools do we use for sourcing active job seekers as well as passive candidates who are not looking for opportunities? How are recruiting and assessment tools validated and what ethical and legal standards must be monitored? Through the course, students will become acquainted with the state-of-the-art practices in this key HR area.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
How do organizations build reward systems to attract, engage, reward, and retain talent? This course exposes students to compensation systems and how they contribute to organizational success. Through readings, discussions, case studies, written assignments, and group projects, students will understand how to design systems that reflect current knowledge of motivation and trends in organizational design and strategy, addressing both financial and non-financial rewards.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
HRM 5117Leading within the Regulated Environment of HRM3
What are the contemporary legal and public policy issues facing organizational leaders and HR partners? How can these business leaders remain compliant in this dynamic regulatory environment? How can they ensure that their decisions consider public policy implications? Students will focus on the issues and challenges associated with talent-related practices, such as employment opportunity, compensation, employee relations, job safety and health, and leave and benefits. Readings, videos, debates, and projects will expose them to public policy frameworks and the foundational legislation of these areas. Note: Prior to summer 2017, this course was titled "HR in a Dynamic Environment." Between Summer 2017 and Spring 2021, this course was titled "Public Policy and Compliance." Students will not receive credit for this course if they successfully completed it under the previous titles.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
Organizations transform, or they struggle. This course focuses on the transformation process - what motivates it, what it looks like, and how to lead it. Students will focus on key issues challenging businesses today to better understand the impacts on their organizations and the marketplace. They will evaluate the drivers for change, the risks and/or rewards of transformation, and the potential impacts to their workforce, culture, brand, policies and practices.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
This course focuses on building practical skills and knowledge that can be applied directly to Talent Management consulting opportunities. Students will learn how to deliver and measure consulting solutions that meet or exceed business goals. They will examine how and where Talent Management consultants add value to organizations in diverse industry sectors and participate in developing and managing TM consulting proposals and projects.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
HRM 5121Leading Strategically: Trends, Analytics, and Impact3
Leaders who are able to think strategically are critical to business success. This course builds on foundational leadership concepts and explores a broad range of thought from strategic and organizational perspective with the goal of driving organizational results and supporting individual success. Students will take a focused, hands-on look at trending topics such as real-time feedback, personalized micro-learning, artificial intelligence, digital leadership, and generational leadership.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
HRM 5122Leading with a Diversity, Equity, and Inclusion Perspective3
Leaders are continually being asked to develop initiatives within their organizations that drive revenue, enhance culture, improve service delivery, and increase employee engagement. They are being asked to lead these initiatives with a focus on diversity, equity, and inclusion or DEI. While these human resource "buzzwords" have led to noble efforts, the initiatives are often undertaken with a "check the box" or "avoid a lawsuit" perspective. Of course, compliance with organizational policies and avoiding lawsuits are not to be understated, but rarely do initiatives with this underlying charge drive desired organizational outcomes. This course is designed to go beyond compliance and review dynamics such as unconscious bias, privilege, and micro-aggressions that can keep organizations from attracting and retaining top talent. Course content includes global history and its influence on how and why isms exist, emotional intelligence (to serve as the model for providing clarity on the complex topic of DEI), how and why DEI programs succeed, and how to develop the leadership behavior of Cultural Humility. Come to class prepared to investigate your own identities, to increase your ability to regulate unproductive behaviors, to build empathy for your colleagues from all backgrounds, and to establish effective working relationships that will support your leadership competence and ultimately, organizational success!
HRM 5131Ethical and Socially Responsible Decision-making3
What are the ethical and social responsibilities of business decision-making, policy formulation, and implementation? This course examines an organization's ethical and social responsibilities to various stakeholders, including owners, consumers, the community, and especially employees. Utilizing individual readings, written assignments, group discussion, and group projects, it provides students tools for critical thinking strategies and approaches that will help them raise questions and make decisions regarding appropriate ethical actions.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
Virtual organizations are complex systems; Business leaders and HRM partners must be able to navigate that complexity. Virtual organizations can arise if the environment calls for greater supply flexibility or when the preferences of the workforce shift. They encompass the gig workforce and remote working arrangements - situations in which technology links individual effort. Topics will include the business need for virtual organizations, work system structuring, independent contractor relationships, and talent management and rewards. Students will explore the challenges of this form through readings, case studies, discussion boards, and presentations.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
HRM 5161Human Resource Management in a Global Environment3
Focuses on the role of culture in determining effective human resource management strategies. Addresses many of the problems and issues arising around the acquisition, development, organization and management of human resources on an international scale.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
This course focuses on understanding the behavior of individuals and teams in relation to helping organizations and its members thrive. The concepts are linked to core managerial competencies and focus on leadership development and how effective leaders develop, motivate, and inspire organizational members to drive organizational success. Other subjects covered include the development of management thought, the role of the supervisor as a decision maker and the processes of planning, organizing, leading and controlling organizational activities. Ultimately, students will learn how to better create a vision of success, relate to others, and lead groups in which people engage and perform at their best.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
HRM 5802Executive Leadership: Strategy, Performance, and Transformation3
By exploring the interpersonal dynamics of individuals and groups, you'll hone your leadership skills and our ability to create cohesive teams with collective investment in reaching goals. You'll be better able in both traditional and virtual organizations to: manage conflict, dependency issues and difficult personalities; listen effectively and present yourself and your ideas to others; and manage virtual employees.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
HRM 5804Managing and Developing Human Capital in the Enterprise3
In this course, you'll increase your ability to manage people and maintain a view of the human resource function as an integral part of a total enterprise in both traditional and virtual organizations. You'll address practical issues of human resource management, such as planning and executing staffing strategies, maintaining influence in the organization, managing the multicultural work force, managing programs for productivity improvement, and planning and managing the human side of organizational change.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
Current research on human resource management topics, including recruitment and selection, socialization, job planning, training and development, performance appraisal, job analysis, careers, labor-management relations, industrial conflict, and unionization.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
HRM 9005Seminar in Functional Human Resource Management3
This is a PhD seminar course in functional/micro human resource management (HRM) that aims at providing you, as a doctoral student, with substantive knowledge and skills necessary to become a competent HRM researcher. The field of functional/micro HRM is vast and much broader than strategic/macro HRM. Given the size of the functional HRM literature, this course is not exhaustive; rather, it will introduce you to some key topics spanning recruitment, personnel selection, training and development, performance management and compensation, and employee withdrawal and turnover as well as exemplary recent research. An important challenge that you face as a doctoral student is developing your own "mental map" of this vast field. The role in this course is to provide a guided tour through the field of functional HRM so that you can begin to develop this map. That is, the major goal of this seminar is that you develop a broad familiarity with functional HRM research and theory, develop analytic skills necessary to critically evaluate and integrate work in this area, and apply pertinent HRM theory and concepts to your particular research interests.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
HRM 9006Doctoral Seminar in Meta-analysis and Research Synthesis Methods3
Meta-analysis is aimed at the synthesis and generalization of primary research findings that seem to conflict with one another to draw simple yet significant conclusions. The essence of meta-analysis is that it is the research process of cumulating and synthesizing effect sizes (e.g., correlations) of a number of primary studies on the same topic by the application of research, measurement, and statistical techniques as normally addressed in a typical primary study (i.e., problem selection, hypothesis formulation, definition and measurement of constructs and variables, sampling, coding, and data-analysis.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may not be repeated for additional credits.
HRM 9011Pro-Seminar in Human Resource Management and Organization Behavior1-3
Socializes students about the process of conducting and publishing research in HRM/OB. Includes guest speakers to discuss topics such as designing a research stream, conducting a project from start to finish, differences in journal quality and requirements to publish at different levels, presenting research well, the art of constructive peer review, and keys to effective academic writing.
Subject
HRM
Credits (min)
1
Credits (max)
3
Credit unit
Credit Hour
Type
course
Repeatable
Repeatability: This course may be repeated for additional credit.
HRM 9021Meso-Level Topics in Organizational Behavior3
This seminar course examines meso-level topics within organizational behavior (OB) research that fall between individual-level "micro" topics and organizational-level "macro" topics. The primary topics covered in this course include leadership, teams, person-environment fit, and organizational culture/climate. While the emphasis is on content, students will also learn methodological approaches and challenges associated with studying meso-level phenomena.
Subject
HRM
Credits (min)
3
Credits (max)
3
Credit unit
Credit Hours
Type
course
Repeatable
Repeatability: This course may be repeated for additional credit.
