This graduate-level specialization focuses on the
interrelationships between human resource capital, leadership, and the
business organization. Learners will explore all aspects of human
resource management, and address the increasing human resource issues in
the global economy. The final specialization project will assess
competencies learned within the previous specialization courses.
Listed are the courses unique to the specialization or
concentration. Additional
fundamental courses are also required for degree completion.
Please see the full
Course Catalog or contact an Enrollment Advisor by email
admissions@ncu.edu or phone 866-776-0331
for detailed information.
| Course Code | Name | Course Description |
| HRM5001 |
Recruitment
and Human Resources Information Systems |
This
course presents a comprehensive staffing model that identifies all the
key components of staffing, external influences, and staffing system
management. Major areas covered are the model itself, external
influences (economic laws and regulations), staffing strategy and
planning, job analysis, measurement, external and internal recruitment,
external and internal selection, decision making, the final match, and
management of the staffing system. Emphasis is placed on staffing
strategy and the importance of external selection in securing employees
that will become productive members of the organization. |
| HRM5002 |
Compensation
Issues in Human Resources Management |
This
course explores four strategic choices in managing compensation:
concerns for internal consistency, external competitiveness, employee
contributions, and administration. Each of these strategic decisions is
examined in terms of the major compensation issues requiring resolution.
The examination is made in the context of related theories, research,
and state-of-the-art practices that can guide compensation decision
making. |
| HRM5003 |
Labor
Relations |
This course examines the history
and development of labor relations, the structure of union
organizations, and the process of negotiations and contract
administration. The course begins by establishing the present state of
the labor movement and models the decision process that can be used to
decide whether or not to participate in organizing a union. Also covered
are the laws and regulations governing collective bargaining, impasse
resolution, and contract administration. |
| HRM5004 |
Supervisory
Concepts and Practices |
Through a blend of
theory, practice, and skill development, this course explores the
supervisory concepts and practices that are used by management in
today’s business environment. To operate successfully in this changing
environment, organizations need supervisors with the managerial skills
and creativity to turn uncertainty into opportunity. This course shows
how to apply the principles of supervisory management to recognize and
take advantage of those opportunities. |
| HRM5008 |
Legal
Issues in Human Resources Management |
This
course considers the relationships between employers, employees and
independent contractors; policies such as testing at-will; employment
and termination; Civil Rights Act compliance; and other regulations such
as OSHA and collective bargaining. |
| HRM6010 |
Human
Resources Management Research Project |
The
Learner will conduct a research study of a topic within the academic
discipline of Human Resources Management and document the results in a
formal project report. The Learner will demonstrate the ability to
identify a current human resource management issue and provide a
solution, recommendation, or meaningful interpretation to the issue,
whether it is a policy, program, legislation, or work place problem. The
project report will include a critique or justification of the research
effort based on the current status of the issue under study and
recommend a plan of action. |
