Human Resources Management
Course Descriptions & Syllabi
Course descriptions are listed numerically. Prerequisites, if any, are indicated in italics above the course descriptions. These prerequisites have been established to assure an adequate and uniform background for students in advanced classes. Franklin University reserves the right to alter course offerings or course content without notice. Not all courses are offered every trimester.
Undergraduate
HRM 300
Human Resources Management (4 cr. hrs.)
Prerequisite(s): Junior standing and Business Principles (BSAD 110). Not open to students with credit for Personnel Administration, Human Resources Management (HRM 322) or MGMT 300.
An introduction to the human resources function and related elements and activities. The course outlines the roles and functions of members of the human resources department, as well as educating others outside human resources, in how their roles include human resources-related activities. The student will learn about the evolution in human resources management as we know it today. Emphasis is placed on the modern day importance of HRM and the new “corporate view” of the function. Additionally, the student will be exposed to the view of HRM from the perception of both management and subordinate employees. The importance of maintaining fair and equitable compensation and benefit programs will be discussed. The student will be exposed to practical situations and problem solving regarding areas of employee counseling, discipline and termination. Equal Employment Opportunity will be discussed in order for the student to understand its need, importance and the legal issues surrounding it. Other critical areas of training and development, staffing and strategy will also be explored.
HRM 301
Staffing (4 cr. hrs.)
Prerequisite(s): Human Resources Management (HRM/MGMT 300).
This course examines all aspects of getting employees into organizations. Recruitment and selection are the foci. This course covers scientific and legal issues from a managerial perspective and examines the usefulness of various methods used in job analysis, testing and measurement, and internal and external market analysis. Legislation regarding EEO and affirmative action programs are discussed.
HRM 302
Training and Development (4 cr. hrs.)
Prerequisite(s): Human Resources Management (HRM/MGMT 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.
HRM 401
Compensation and Benefits (4 cr. hrs.)
Prerequisite(s): Human Resources Management (HRM/MGMT 300).
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/MGMT 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.
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 a Learning Contract, periodic meetings with the faculty representative, professional experience at a level equivalent to other senior-level courses, and submission of materials as established in the Learning Contract. Participation cannot be guaranteed for all applicants.
HRM 480
Special Topics in Human Resources Management (1-4 cr. hrs.)
Prerequisite(s): Determined on a course-by-course basis and published 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 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.)
Graduate
HRM 770
Managing Human Resources From a Strategic Perspective (4 cr. hrs.)
Prerequisite(s): Effectively Communicating & Collaborating (GRAD 703) and Achieving Organizational Effectiveness through Human Resources Management (MBA 705).
The management of human resources in the business environment has evolved in recent years far beyond the traditional tasks of recruiting, qualifying and maintaining appropriate staffing levels. In this course, you will study the history of this evolution and how it has shaped the many-faceted role of today's typical business HR operation. You will study how today's forward-thinking companies have learned to leverage their human resources to distinguish themselves in the marketplace and gain a competitive advantage over their competitors. As you explore the concept of strategic human resources management, you also will review the design of organizational structures that facilitate the application of this essential HR concept.
HRM 771
Managing Talent to Maintain Performance Standards (4 cr. hrs.)
Prerequisite(s): Managing Human Resources From a Strategic Perspective (HRM 770).
While contemporary HR operations often serve many masters within the business organization, the critical functions of establishing and maintaining the quality of a company's workforce remain at the top of their list of responsibilities. In this course, you will explore the various HR strategies developed for attracting, selecting and retaining key talent. You will study how the application of HR strategies can be affected by organizational structure, time sensitivity and available skill sets. In addition, you will learn about the most current methods for measuring employee performance using an HR Scorecard that focuses on specific talents and abilities, as well as effective interventional approaches for improving employee performance.
HRM 773
Measuring the Effectiveness of Existing Human Resources (4 cr. hrs.)
Prerequisite(s): Managing Talent to Maintain Performance Standards (HRM 771) and Assessing & Meeting Future Leadership Needs (MBA 772).
A critical function of a business's HR operation is to objectively determine the capabilities and quality of the company's workforce at all levels. In addition, HR must be able to measure the effectiveness of its own efforts to maintain human resources that consistently meet the company's needs and standards. In this course, you will study various methods for maintaining the organization's intellectual wealth, including how to identify and overcome the obstacles to effecting positive change. In addition, you will explore further the use of the HR Scorecard to establish both the worth of the organization's "intangible" human assets and the value of the company's strategic HR efforts.