Human Resources and Employment Relations (HRER)
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HRER 301 Principles of HR Management (3 Credit Hours)
Pre-requisites: Sophomore standing
This course provides an overview of the various functional areas within the field of human resource management for those who will be working in general management positions as well as in the human resources function. Topics will follow a logical sequence beginning with pre-employment planning and continuing through organizational exit. Specifically, topics will include forecasting human resource needs, employee recruitment and selection, training, performance evaluation, wage and salary administration, collective bargaining, legal constraints on personnel practices and organizational exit.
Course equivalencies: HRER 301/HRER 375
HRER 311 Employment Relations (3 Credit Hours)
Pre-requisites: Junior Standing, C- or better in HRER 301
This course provides an introduction to employee relations, and how companies, labor unions, human resources professionals and the law shape the contemporary relationship between employees and their employers in the United States.
Course equivalencies: MGMT311/HRER311
Students will demonstrate how management representatives, unions, and government dynamically interact to provide employees voice, balance group interests and power, and resolve workplace conflict
Outcomes
Students will demonstrate how management representatives, unions, and government dynamically interact to provide employees voice, balance group interests and power, and resolve workplace conflictHRER 313 Compensation Management (3 Credit Hours)
This course examines reward policies, programs and practices over such matters as base-pay, employee benefits and incentive in private and public organizations.
Course equivalencies: MGMT313/HRER313
Students will learn how to design and implement reward programs that will give their employers a competitive advantage; to resolve compensation problems from both a human resource professional and managerial perspective; and to negotiate fair pay packages with their employers; Students will improve their team leadership, analytical and writing skills
Outcomes
Students will learn how to design and implement reward programs that will give their employers a competitive advantage; to resolve compensation problems from both a human resource professional and managerial perspective; and to negotiate fair pay packages with their employers; Students will improve their team leadership, analytical and writing skillsHRER 317 Human Resource Staffing (3 Credit Hours)
Pre-requisites: Junior Standing, "C-" or better in HRER 301
This course covers topics related to organizational staffing, including job analysis, forecasting, use of biographical information, interviewing, statistical analysis, performance evaluation and legal issues related to selection.
Course equivalencies: MGMT317/HRER317
Students will acquire the knowledge and skills necessary for the development, implementation and evaluation of a staffing system
Outcomes
Students will acquire the knowledge and skills necessary for the development, implementation and evaluation of a staffing systemHRER 322 Human Resource Development (3 Credit Hours)
Pre-requisites: Junior Standing, "C-" or better in HRER 301
This course examines how organizations develop employees with the technical, interpersonal and leadership skills to be effective in their jobs. The course will incorporate training, development, and performance management topics.
Course equivalencies: MGMT322/HRER322/CPST350
Students will learn how to conduct a training needs assessment, set learning objectives, establish evaluation criteria, select the best instructional methods, conduct a training program and evaluate the impact of the program on the learner and organization; Students will also improve their presentation, team leadership, analytical and writing skills
Outcomes
Students will learn how to conduct a training needs assessment, set learning objectives, establish evaluation criteria, select the best instructional methods, conduct a training program and evaluate the impact of the program on the learner and organization; Students will also improve their presentation, team leadership, analytical and writing skillsHRER 325 Global Employment Relations (3 Credit Hours)
Pre-requisites: Junior Standing, C- or better in HRER 301
This course has two basic objectives: to familiarize students with different employment relations systems in advanced industrial economies in North America, Europe, and Asia; and to introduce students to labor problems associated with a global economy (e.g., sweatshops, child labor, slavery and other coercive labor systems) and to proposed approaches to redressing these problems (e.g., transnational institutions like the ILO, trade agreements, voluntary codes of conduct, labor unions).
Interdisciplinary Option: International Business
HRER 329 Global HR and Organizational Behavior (3 Credit Hours)
This course provides an understanding of the critical roles of Human Resource professionals throughout the strategic globalization process. The course will also teach one to become aware of cross-cultural issues that affect organizational dynamics and behaviors central to management processes, such as staffing, motivation, negotiation, communication, and leadership.
Interdisciplinary Option: International Business
HRER 364 Negotiations for HR Professionals (3 Credit Hours)
Pre-requisites: Junior standing; minimum grade of "C-" in MGMT 201
It is generally accepted that a manager spends some 60% of his or her time involved in some form of conflict management and negotiations regarding these five (5) primary functions of any enterprise: (1) human capital (i.e., managing workers); (2) finance (3) service and production (4) vendors and suppliers and (5) general government relations, regulations and public relations (for example labor and employment laws).
HRER 395 Independent Study in Human Resources and Employment Relations (1-3 Credit Hours)
Pre-requisites: Junior Standing, C- or better in HRER 301, department consent required
No course description is available
HRER 399 Special Topics in Human Resources and Employment Relations (1-3 Credit Hours)
Pre-requisites: Junior Standing , C- or better in HRER 301
No course description is available
HRER 413 Compensation (3 Credit Hours)
This course examines wage and salary policies and programs in private and public organizations. Legislative and social issues affecting pay decisions, and the alignment of pay policies with the business strategy and other human resource programs are covered.
Course equivalencies: HRIR413/HRER413
Students will learn how to design and implement compensation policies and programs that will give their employers a competitive advantage; resolve compensation problems from both a human resource professional and managerial perspective; and create pay policies that are perceived as just and equitable; Students will improve their team leadership, analytical and writing skills
Outcomes
Students will learn how to design and implement compensation policies and programs that will give their employers a competitive advantage; resolve compensation problems from both a human resource professional and managerial perspective; and create pay policies that are perceived as just and equitable; Students will improve their team leadership, analytical and writing skillsHRER 415 Internship (1-6 Credit Hours)
An internship provides the student with direct exposure to human resources and/or industrial relations functions as they are practiced in the real world.
Course equivalencies: HRIR415/HRER415
Students will learn to practically apply the concepts and theories learned in the classroom to a real organizational work environment
Outcomes
Students will learn to practically apply the concepts and theories learned in the classroom to a real organizational work environmentHRER 417 Managing and Motivating in the Workplace (3 Credit Hours)
The course primarily explores the structure and function of human behavior in organizations. Students will be introduced to the principles of theory of perception, motivation, decision-making, job and organizational design as they relate to organizational realities such as power, politics and change.
Course equivalencies: CORD/HRIR/TRDV/HRER417/MGMT470
Students will gain a better understanding of both individual and group behavior in organizational settings and will be able to view organizational change through globalization, diversity, technology and ethics
Outcomes
Students will gain a better understanding of both individual and group behavior in organizational settings and will be able to view organizational change through globalization, diversity, technology and ethicsHRER 417B Managing and Motivating in the Workplace (3 Credit Hours)
Pre-requisites: Restricted to MBA Baumhart Scholars students
This course explores the structure and function of human behavior in organizations with a special focus on diversity, equity, and inclusion and on change management.
Students will gain a better understanding of both individual and group behavior in organizational settings and will be able to view organizational change through globalization, diversity, technology and ethics
Outcomes
Students will gain a better understanding of both individual and group behavior in organizational settings and will be able to view organizational change through globalization, diversity, technology and ethicsHRER 417N Managing and Motivating in the Workplace (3 Credit Hours)
Pre-requisites: Graduate School of Business Student
Students research a global HR challenge and develop written and oral communications focused on resolving the challenge that are presented to an executive panel at the end of the class. Students lead multiple in-class presentations and case analysis writing. Readings provide insight on building an inclusive work environment and resolving conflict.
Global Perspective & Awareness of Diversity: developing a global perspective and appreciating diversity, including culture, race, religion, and gender; Communication Skills: communicating effectively in an oral and written manner
Outcomes
Global Perspective & Awareness of Diversity: developing a global perspective and appreciating diversity, including culture, race, religion, and gender; Communication Skills: communicating effectively in an oral and written mannerHRER 418 Human Resources Law (3 Credit Hours)
This course will introduce students, by a combination of statutory case law analysis and readings, to the substantive case law in the area of employee-employer relations' law. The statutes and case law encompass the following: National Labor Relations Act, Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act (ADEA), Americans with Disabilities Act (ADA), Civil Rights Act of 1991, Illinois Human Rights Act, and Illinois Employment Law Statutes and Regulations.
Course equivalencies: HRIR418/HRER418
The primary purpose of this course is to introduce graduate students to a practical examination of the principles of "employee-employer" relations law, also called human resources law or personnel law; Students will be exposed to the principal theories, policies and literature concerning the relevant federal and state (Illinois) court case law and government regulations of the employee-employer relationship in primarily the private sector
Outcomes
The primary purpose of this course is to introduce graduate students to a practical examination of the principles of "employee-employer" relations law, also called human resources law or personnel law; Students will be exposed to the principal theories, policies and literature concerning the relevant federal and state (Illinois) court case law and government regulations of the employee-employer relationship in primarily the private sectorHRER 422 Global HR Management (3 Credit Hours)
This course examines the critical roles of Human Resource professionals throughout the strategic globalization process, as well as the cross-cultural issues that affect organizational dynamics and behaviors central to Human Resource processes, such as staffing, training, motivation, negotiation, team building, and communication.
Course equivalencies: HRIR422/TRDV422/HRER422
To survey the three types of topics covered by the field of Global HRM: 1. management of human resources in global corporations; 2. management of expatriate employees; 3. comparison of HRM practices in a variety of different countries: To consider special topics at the forefront of global HR, such as effects of NAFTA and the European Union, global ethics, and critiques of globalization
Outcomes
To survey the three types of topics covered by the field of Global HRM: 1. management of human resources in global corporations; 2. management of expatriate employees; 3. comparison of HRM practices in a variety of different countries: To consider special topics at the forefront of global HR, such as effects of NAFTA and the European Union, global ethics, and critiques of globalizationHRER 429 Human Resource Development (3 Credit Hours)
This course examines how organizations develop employees with the appropriate technical, interpersonal and leadership skills to be effective in their jobs.
Course equivalencies: CORD429/HRIR429/HRER29
Students will learn how to conduct a training needs assessment, set learning objectives, establish evaluation criteria, select the best instructional methods, and to evaluate the impact of the program on the employee and organization; In addition to conducting formal training programs, students will learn how to use career planning, job rotation and performance feedback to develop employees and themselves; Students will improve their presentation, team leadership, analytical and writing skills
Outcomes
Students will learn how to conduct a training needs assessment, set learning objectives, establish evaluation criteria, select the best instructional methods, and to evaluate the impact of the program on the employee and organization; In addition to conducting formal training programs, students will learn how to use career planning, job rotation and performance feedback to develop employees and themselves; Students will improve their presentation, team leadership, analytical and writing skillsHRER 430 Organization Development (3 Credit Hours)
This course examines how the effectiveness and the quality of life in organizations can be increased using collaborative methods.
Course equivalencies: CORD430/HRIR430/HRER430
Students will learn to apply concepts from team building, employee involvement, work design, and large group interventions to organizational settings; In addition, students will increase their overall knowledge and effectiveness about leadership, organization development, training and human resource management
Outcomes
Students will learn to apply concepts from team building, employee involvement, work design, and large group interventions to organizational settings; In addition, students will increase their overall knowledge and effectiveness about leadership, organization development, training and human resource managementHRER 433 Group Process and Facilitation (3 Credit Hours)
This course focuses on major concepts of group development and group dynamics. Other topics of discussion include communication patterns, authority relations, leadership, norms, stages of group behaviors, paradoxes of group life, and self-awareness within group settings.
Course equivalencies: HRIR433/HRER433
Students learn the various tools and techniques of process consultation and also gain knowledge and competence for working with groups; The course combines cognitive and conceptual materials with experienced-based learning
Outcomes
Students learn the various tools and techniques of process consultation and also gain knowledge and competence for working with groups; The course combines cognitive and conceptual materials with experienced-based learningHRER 442 Global Overseas Seminar (3 Credit Hours)
This course examines cross-cultural human resources topics both within the business organization and across the global marketplace.
Course equivalencies: X-CORD442/HRIR442/HRER442
HRER 452 Human Resources Information Systems (3 Credit Hours)
Pre-requisites: Graduate School of Business student
This course offers an in-depth look into the processes involved in implementing an HRIS and how to use analytics to drive key business decisions.
Course equivalencies: HRIR452/HRER452
Understand how to prioritize needs, implement, and use HRIS to support business decisions; Learn basic programming for analytics
Outcomes
Understand how to prioritize needs, implement, and use HRIS to support business decisions; Learn basic programming for analyticsHRER 453 Incentive Pay and Employee Benefit Programs (3 Credit Hours)
This course examines incentive pay and employee benefit programs in private and public organizations. Program design and the alignment of incentive pay and benefit programs with business strategy and human resource programs are covered.
Course equivalencies: HRIR453/HRER453
Students will learn to design and implement incentive pay and employee benefit programs that will give their employers a competitive advantage and be perceived as equitable among employees; Students will improve their team leadership, analytical and writing skills
Outcomes
Students will learn to design and implement incentive pay and employee benefit programs that will give their employers a competitive advantage and be perceived as equitable among employees; Students will improve their team leadership, analytical and writing skillsHRER 462 Employment Relations (3 Credit Hours)
This course examines critical labor laws in the United States and the structure and function of our employment relations system.
Course equivalencies: HRIR462/HRER462
Students will demonstrate understanding of basic case law in the field of labor relations and how unions, management representatives, and government dynamically interact to provide employee representation, balance group interests, and ideally avoid disruptive workplace conflict
Outcomes
Students will demonstrate understanding of basic case law in the field of labor relations and how unions, management representatives, and government dynamically interact to provide employee representation, balance group interests, and ideally avoid disruptive workplace conflictHRER 463 Staffing (3 Credit Hours)
This course provides an overview of staffing processes in organizations, with an emphasis on recruitment and selection procedures. Other topics of discussion include legal and strategic issues in staffing, and relevant statistical concepts.
Course equivalencies: HRIR463/HRER463
Students will become comfortable with the entire staffing process and be able to design and implement cutting-edge staffing systems, with an emphasis on business strategy
Outcomes
Students will become comfortable with the entire staffing process and be able to design and implement cutting-edge staffing systems, with an emphasis on business strategyHRER 490 Analytical Problem Solving (3 Credit Hours)
This course is designed as an introductory graduate level course in analytical problem solving, another name for research methods, and design. A basic understanding of - and general familiarity with fundamentals of statistical concepts is assumed. However, where necessary, we will revisit these concepts briefly. Of course, this is not a course in statistics.
Course equivalencies: HRIR490/HRER490
HRER 498 Independent Study (3-6 Credit Hours)
Student will conduct in-depth research or reading, initiated by the student and jointly developed with a faculty member, into a specialized area of human resources not otherwise covered by department course offerings.
Course equivalencies: HRIR498/HRER498
Students will be able to demonstrate in-depth understanding of a specialized area or topic in human resources management
Outcomes
Students will be able to demonstrate in-depth understanding of a specialized area or topic in human resources managementHRER 500 Special Topics in Human Resources and Employment Relations (3 Credit Hours)
This course engages students in a chosen Special Topic in HRER.
Course equivalencies: HRIR500/HRER500
In-depth understanding of a special topic in the area of HRER
Outcomes
In-depth understanding of a special topic in the area of HRERHRER 501 Performance Management (3 Credit Hours)
Designed to provide both current and future managers an in-depth understanding of performance appraisals and related issues, this course also emphasizes on goal-setting, feedback and the rating process.
Course equivalencies: HRIR501/HRER501
Students will learn to apply the various techniques used to conduct effective performance appraisal processes and design comprehensive performance management systems for their organizations
Outcomes
Students will learn to apply the various techniques used to conduct effective performance appraisal processes and design comprehensive performance management systems for their organizationsHRER 501E Performance Management (1.5 Credit Hours)
Examines the manner in which managers can assess the performance of their subordinates and provide feedback designed to maximize their performance and organizational effectiveness.
HRER 502 Global Employment Relations (3 Credit Hours)
This course introduces students to different employment relations systems in advanced industrial economies in North America, Europe, and Asia and to formats for resolving new types of labor problems that have merged in a global economy.
Course equivalencies: HRIR502/HRER502
Students will be able to identify critical differentiating aspects of employment relations systems in the developed world and common pro and con arguments regarding proposed solutions to substandard working conditions in the developing world
Outcomes
Students will be able to identify critical differentiating aspects of employment relations systems in the developed world and common pro and con arguments regarding proposed solutions to substandard working conditions in the developing worldHRER 511E Conflict Management and Negotiation (1.5 Credit Hours)
Enrollment is restricted to students in the Executive MBA Program. Students participate in hands-on exercises designed to increase their knowledge of conflict resolution and negotiation techniques.
HRER 513E Strategic Human Resource Management (1.5 Credit Hours)
As a leader or manager, it is your job to find the right people, engage and motivate them, and structure and operate the organization in a way that enables and inspires people to perform at their best; preserving the organization's financial health and protecting it from legal risks. This course focuses on how best to accomplish this. Enrollment limited to EMBA Cohort.
Understand the role of HR in the successful execution of business strategy; Understand the importance of fit-driven strategic hiring; Understand the basic tactics of distributive and integrative bargaining
Outcomes
Understand the role of HR in the successful execution of business strategy; Understand the importance of fit-driven strategic hiring; Understand the basic tactics of distributive and integrative bargainingHRER 600E Performance Management (1.5 Credit Hours)
Examines the manner in which managers can assess the performance of their subordinates and provide feedback designed to maximize their performance and organizational effectiveness.