HUMAN RESOURCES COURSE DESCRIPTIONS
The Princeton Review ranks Scranton’s business school among the “Best Business Schools“ in the United States.
U.S. News & World Report's “America's Best Colleges“ edition ranked The University of Scranton among the 10 top master's universities in the north, the survey's largest and most competitive region. The University of Scranton is also regionally accredited.
The University of Scranton's business school, the Kania School of Management, is one of only 7% of worldwide educational institutions offering business degrees that have achieved the distinction of accreditation by AACSB International - The Association to Advance Collegiate Schools of Business. HR 500 Organizational Behavior and Leadership |
3 Credits |
| Organizational behavior, theories and practices are examined from traditional and contemporary perspectives. Behavior is studied at the individual, group and organizational levels. The role of effective leadership within a changing workplace and workforce is emphasized. | |
HR 501 Human Resources |
3 Credits |
| This is a survey course of the human resources functions utilized within an organization and their implications for line and staff personnel. It is intended to provide you with an overview of the human resources function in organizational settings. The course draws upon both current HR practices and relevant research. | |
HR 504 Strategic Planning |
3 Credits |
| The course is designed as a review of the strategic planning process with practical applications in strategy development. Major focus of this course is in the functions of finance including financial statements, capital budgeting and financing, revenue and expense budgets, cash flow and cash management, cost-benefits analysis, human resources. | |
| HR 505 Recruitment and Staffing | 3 Credits |
| The various factors in determining how to recruit and retain employees will be discussed and analyzed. Legal requirements, case studies and best practices will be utilized to determine how to apply diverse practices to specific situations including human resource planning process, forecasting methods, affirmative action and succession planning | |
| HR 506 Workplace Learning and Performance | 3 Credits |
| This course explores the concept of workplace learning and the key contributing factors. Learning at the individual, group, and organizational level will be discussed. Adult learning and development theories will also provide the theoretical framework to understand the elements of an effectively designed training intervention. | |
| HR 510 Organizational Change | 3 Credits |
| This course is designed for students to have an in depth understanding of organization functions, and timely strategic game plan for running the organization. The course emphasizes organizational theory and practical examples of theory applied. The role of the human resources professional as a consultant is studied. | |
| HR 511 Total Rewards | 3 Credits |
| An introduction to the basic theories and practices of finance. This course examines key components of developing a rewards system. It provides in-depth study of strategic and operational decisions in the design and coordination of a rewards system. Job analysis, job evaluation, designing pay structures, pay-for-performance plans, performance appraisals, benefits, international pay systems, and legal issues in compensation are explored. | |
| HR 512 Employee & Labor Relations | 3 Credits |
| This course examines 1) the need for development and implementation of employee relations interventions, including human resources policies and procedures and 2) the role of organized labor and collective bargaining in the workplace. | |
| HR 515 Workplace Diversity | 3 Credits |
| This course is designed for managing the dynamic of differences, through self-awareness, identifying cultural communication skills and the culture of the organization. In addition, students will be introduced to the issues surrounding disability and work. Students explore diversity in the workplace and recognize the untapped potential of persons with disabilities. | |
| HR 516 Ethics in HR | 3 Credits |
| This course provides class members with an opportunity to improve their ability to make ethical decisions by identifying, analyzing, and resolving ethical issues and to understand better how to cope with conflicts between personal values and the values of their organizations. | |
| HR 517 Evaluative Research | 3 Credits |
| Qualitative and quantitative research methods appropriate to the study of organizations. The significance and development of the practice as field researcher is highlighted. The development of a research survey and program evaluation is also emphasized. | |
| HR 518 Risk Management | 3 Credits |
| The course will review occupational safety and health legislation and managements role in maintaining the safety and health of employees. Policies that provide a safe and secure environment in maintaining a violence free workplace to minimize the organizations loss and liability will be reviewed. | |
| HR 520 Professional Contribution | 3 Credits |
| This seminar will facilitate the integration and application of previous course studies and as a culmination of graduate study. Working in a self-directed manner, class members will select an area of study relevant to their current and/or future career interests. The results of this self-directed study will be written report suitable for publication. | |
