|SEMISTER 1||SEMISTER 2|
|HRM 400||HR Development & Training||HRM 460||Marketing Management|
|HRM 410||Communication & Negotiation in Employee Relations||HRM 470||Human Resource
|HRM 420||Project Management||HRM 480||Marketing|
|HRM 430||People Management||HRM 490||Sales Management|
|HRM 440||HR workshops||HRM 500||Marketing Research|
|HRM 450||Strategic Recruiting , Retention and Succession Planning||HRM 510||Operations Management|
- HRM 400: HR Development & Training: The course focuses on the primary functions of
human resources, in relation to training and career development. It addresses organizational
development activities and processes to help an organization become a learning
organization. Various types of training, development programs and techniques are explored.
- HRM 410: Communication & Negotiation in Employee Relations: The course provides
students with the necessary skills for successful negotiation and communication between
employees and employers. Business processes, such as salary, budget and labor negotiations
are discussed, as well as other aspects of labor relations.
- HRM 420: Project Management: This course combines the essential elements of Project
Management and Team Leadership into
one course. Through class engagement and reflection, you will acquire further understanding
the responsibilities of leadership and become better prepared to apply this knowledge to the
- HRM 430: People Management: The course examines human resources management
(HRM) and its context from a comparative perspective, using a number of actual business
- HRM 440: HR workshops: The HR workshop series focuses on a number of issues that are
pertinent to today’s HR professionals. The coaching workshop introduces students to the
principles and practices of coaching in a participative environment, and aims at using
students’ own experiences to enrich their understanding of the knowledge and skills needed
to be a coach.
- HRM 450: Strategic Recruiting, Retention and Succession Planning: This course will
focus on how the best practices of strategic manpower planning, advanced compensation and
reward systems, and developmental interventions all make for a foundation culminating inan "organization of choice" rather than an "organization of last resort." Topics covered
include the development of a qualified pool of candidates, labor force trends, long term
strategic growth and retention.
- HRM 460: Managing the Human resources enterprise: In this course students will learn
how to model good leadership through the careful stewardship of human resource
operations. Students all will extend the strategic view of leadership developed in other
courses, identifying successful models of effective human resource operations and
- HRM 470: Human Resource Management: This course critically evaluates the claim that
the firm can achieve a sustained competitive advantage through its human resource with the
implementation of Human Resource Management.
- HRM 480: The Legal and Ethical Environment of human resource: This course covers
legal compliance in corporate staffing, disparate impact and disparate treatment claims, and
numerous federal statutes and guidelines such as the Civil Rights Acts of 1964 and 1991, the
Age Discrimination in Employment Act (1967), the Americans with Disabilities Act (1990),
and Equal Employment Opportunity regulations.
- HRM 490: Sales Management: This course helps students understand the complex world
of international sales management. Topics include the practical tools of “real-life” sales
management: motivation and fair compensation of a sales force; the digitalization of the
selling process; and customer relations on an international scale.
- HRM 500: Marketing Research: This course provides students with the necessary
knowledge of and insight into key market research concepts. The aim of the course is to give
an understanding of how market research is performed, how different questionnaires are
designed and developed and how the findings are communicated to managers
- HRM 510: Operations Management: This course introduces students to the intricacies of
managing processes and operations. The course starts with a view of Operations
Management in context, differentiating between the areas of strategy, design, operational
resources management and quality improvement.