B.A. in Human Resource Management Courses

The Human Resource Management major consists of 43 semester credits. For course sequence, request a program calendar. Credits are listed in parentheses.

BUSN301 • Foundations of Business Management (3)
Exploration of the foundations of modern management theory and practice including how external and internal environmental factors impact the practice of business management. Topics such as global, political and legal, socio-cultural, and demographic forces will be used to develop an understanding of the complexities in business management today.

BUSN304 • Business Communication (3)
Focus is on effective strategies for business communication, including formats used for various types of business writing. Emphasis is on writing to meet the needs of specific readers.

BUSN308 • Strategic Management and Planning (3)
Comprehensive look at the art and science of strategic management and planning as it applies to organizations. Focus is on broad organizational concerns utilizing case studies, critical thinking assignments, and the small group format.

GENS413P • The Modern World: Trends and Forces Impacting Organizations (3)
Survey of technological, economic, political, cultural, and religious trends as well as forces shaping our global and personal futures. Exploration of alternative Christian worldviews and modes of thinking and learning that might be useful in responding to these challenges.

HRMA301 • My Purpose and My Work (1)
Development of a personal mission statement and career development plan, and application of that foundation to the learner’s human resource initiatives in the workplace. Exploration of personal strengths, life purpose, and how it relates to work.

HRMA305 • Compensation (3)
Focus on the use of compensation to attract, retain, and motivate employees. Basic concepts and applications of compensation. Assignments and course project will center around a case study for which learners will develop a basic compensation program. Prerequisite: HRMA403.

HRMA307 • Benefits (3)
Benefit programs are typically the single greatest cost directly managed by the HR function. Benefit programs also have significant impact on the recruitment, retention, and motivation of employees. A wide range of benefit program designs, including an analysis of relative costs, value, and relationship to business strategy are contained within this course. Prerequisite: HRMA305, HRMA403.

HRMA309 • Information Technology: Human Resource Information Systems (3)
Designed for non-technical undergraduate learners. The course has two distinct components. First, an understanding of computer concepts, information technology, and the information age. Second, an understanding of human resource information systems. A foundation for integrating IT into the rest of the HR curriculum. Prerequisites: HRMA305, HRMA307, HRMA403.

HRMA401 • Employment Law (3)
Exploration of the laws that govern workplace behaviors and decisions. Topics will include illegal discrimination, harassment, recruiting and hiring decisions, etc. Learners will use case studies and apply their learning to real-life experiences.

HRMA403 • Talent Management for the New World of Work (4)
Focus is on attracting, hiring, retaining, providing feedback to, and motivating employees. Learners will develop models and processes to add to their HR tool kit.

HRMA405 • Organizational Development (3)
Organization Development, commonly referred to as “OD,” explores the improvement of organizations through planned, systematic, long-range efforts focused on the organization’s culture and its human and social processes. Emphasis is on “development” of organizational members. Prerequisites: HRMA305, HRMA307, HRMA309 (required of Human Resource Management majors only), HRMA403

HRMA407 • Employee Relations/Labor Relations (2)
Study of the role of relationships in the workplace, including conflict resolution, employee discipline, and the employment relationship between supervisor and employee. Review of the historical roots and future of labor/management. Christian principles lay the foundation for discussion.

HRMA491 • The Human Resource Consultant and Strategic Partner (3)
Strategic contribution is regarded as the most critical HR competency. Introduction to consulting skills that HR professionals can use in influencing the achievement of organizational objectives. The HR Portfolio is completed, presented, and evaluated during this course. Prerequisites: HRMA301, HRMA305, HRMA307, HRMA309, HRMA403, HRMA405, HRMA407.

PHIL425 • Applied Ethical Decisions in Life and Business (3)
Provision of a basis for ethical problem solving and the application of ethical principles to issues of moral perplexity. These issues are surfaced by ethical pluralism, cultural diversity, resource allocation, equal opportunity requirements, workplace dignity and fairness, varying economic and market conditions, and conflicts between organizational imperatives and Christian values.

THEO415 • Understanding Worldviews (3)
Study of the basic elements of a Christian philosophy of life including comparison with other life philosophies and application to life in contemporary organizations and professions.

For currently enrolled students, the minor in Human Resources Management consists of HRMA305, HRMA307, HRMA401, HRMA403, and HRMA405 plus 5 credits of elective courses from: BUSN301, BUSN308, COMM332, HRMA309, HRMA407, ORGL320, ORGL400.

The Board of Trustees reserves the right to withdraw, modify, or add to the list of courses or the course descriptions.