Human Resource Management Emphasis
Focus on employee relations, compensation, management, and personnel law. Those interested in the HRM emphasis will find that the courses and objectives align with the Society for Human Resource Management (SHRM) certification exams. This emphasis will prepare recruiters, compensation managers, and generalists.
Have a SHRM-SCP Certificate? Through Doane's Pathway Program, learn how to transfer your certificate for 9 credits towards your MBA at Doane.
Complete three of the following courses:
BUS 625 Strategic Human Capital Management (3)
Finding the right people, engaging them well, and managing their development results in better organizational performance. Students in this course will learn how to assess an organization’s human assets in the context of developing the strategic value of employees. The course provides a framework for students to integrate human capital management as part of the overall business strategy. Students will develop skills for mapping the growth of key competencies needed for organizational success and evaluating the readiness of their business units to accomplish each unit’s strategic objectives. Upon conclusion of the course, students will know how to build a human capital strategic plan that will aid the organization in achieving its strategic goals.
BUS 626 Developing Talent (3)
To acquire, develop and maintain an organization’s human capital, effective outcomes-driven training and development must be a major activity of the organization. The goal of the course is for students to develop an understanding of the skills, abilities, and practical elements of employee development and performance improvement in organizations. Students will learn (1) theories of adult learning; (2) how to identify learning needs through assessments; (3) how to analyze jobs and tasks to determine training and development goals; (4) how to design effective training and development programs using different techniques or methods; (5) how to implement a variety a different training and development activities, and (6) how to evaluate the effectiveness and efficiency of training and development programs.
BUS 627 Compensation and Benefits (3)
The course focuses on the critical issues related to the strategic management of the organization’s compensation and benefit system. Students will learn to: explain competitive advantage and the relationship of compensation and benefits to that advantage; understand the impact of reward systems on the firm’s ability to recruit and retain highly skilled and motivated employees; identify and describe job evaluation and pay equity; understand employment law and procedure as they apply to compensation and benefit systems; align reward programs to strategic objectives of the organization; compare and contrast various pay and compensation systems; explain the interaction of compensation strategy and various employment policies and practices; and recognize differences between pay and benefits in the United States and other Countries.
BUS 628 Legal Issues and Public Policy (3)
This course covers principles of law associated with the employment relationship. Students will learn the federal, state, and local laws that impact decision-making and business practice, understand the legal process as it relates to employment issues, and develop the ability to research legal issues effectively. Topics include the hiring process, employment at-will, wrongful discharge, employment discrimination, harassment in the workplace, leaves of absence, employee privacy issues, wage and hour issues, and collective bargaining. Students learn how to organize and create a fair and positive working environment and how to design appropriate and effective ways to conduct investigations into employee misconduct.
BUS 629 Employee Relations (3)
This course examines current legal and social issues that affect the employee-to-employer relationship and considers practical actions to address these issues. Students learn how to identify, investigate, and resolve issues across the employee life cycle. Topics include the role of HR in employee relations; common transactions within the employment relationship, the assessment of risk in employment actions; quality of work life, culture and respect in the workplace; diversity and inclusion; and handling formal complaints and discipline.