| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
|
20144 |
7020 |
10 Jan 2024-05 Mar 2024 |
W |
6:00P-9:00P |
Open |
Aberdeen Proving Gnd (Hybrid) |
|
Faculty: Rhoney, Michelle E. |
Bldg/Room: Aberdeen Proving Ground 213A |
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
|
20150 |
9655 |
13 Mar 2024-07 May 2024 |
T |
6:00P-9:00P |
Open |
JB Langley (Hybrid) |
|
Faculty: Bias, Sheri K |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
|
20151 |
4160 |
13 Mar 2024-07 May 2024 |
W |
6:00P-9:00P |
Open |
Joint Base Andrews (Hybrid) |
|
Faculty: Ripley, Christopher T |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
|
20152 |
7760 |
13 Mar 2024-07 May 2024 |
W |
6:30P-9:30P |
Open |
Arundel Mills (Hybrid) |
|
Faculty: Valdez, Michelle V |
Bldg/Room: Arundel Mills 212 |
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
|
20153 |
5020 |
13 Mar 2024-07 May 2024 |
W |
6:30P-9:30P |
Open |
LaPlata (Hybrid) |
|
Faculty: Chase, Marcia L |
Bldg/Room: BU 105 |
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
20448 |
6385 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Karriker, Timothy W. |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
20481 |
6384 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Ayala, Lolita |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
20491 |
6380 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Brooks, Melissa J |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
20531 |
6381 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Wahlstrom, Tomi L |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
20542 |
6382 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Burboa, Rogelio |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
20561 |
6383 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Slack, Dean A |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
20992 |
6386 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Giliya, Ziva |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
20993 |
6387 |
10 Jan 2024-05 Mar 2024 |
|
|
Closed |
Online |
|
Faculty: Rambsy, Phillis H |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
21297 |
6388 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Zauner, Lara K |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
21877 |
6389 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: White, Nakia L |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
21905 |
6390 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Carmack, Karen K |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
22003 |
6391 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Bradshaw, Edmina |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
22009 |
6392 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: White, Cynthia M |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
22213 |
6393 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Stofer, Janice |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
22303 |
6980 |
14 Feb 2024-09 Apr 2024 |
|
|
Open |
Online |
|
Faculty: Kudva, Prabhavathy |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
22304 |
6981 |
14 Feb 2024-09 Apr 2024 |
|
|
Open |
Online |
|
Faculty: Ward, Brian E |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
22305 |
6982 |
14 Feb 2024-09 Apr 2024 |
|
|
Open |
Online |
|
Faculty: Reeds, Kevin M |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
22306 |
6983 |
14 Feb 2024-09 Apr 2024 |
|
|
Open |
Online |
|
Faculty: Daniels, Charles A |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
22932 |
7380 |
13 Mar 2024-07 May 2024 |
|
|
Closed |
Online |
|
Faculty: Herrin, Telaireus K |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
22998 |
7382 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Stofer, Janice |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
23015 |
7381 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Rambsy, Phillis H |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
23868 |
7383 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Sousane, Richard J |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
23869 |
7384 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Loew, Peter A. |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
23870 |
7385 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Ayala, Lolita |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
23871 |
7386 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: White, Cynthia M |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
23872 |
7387 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Patterson, Charlena D |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
23873 |
7388 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Rhoney, Michelle E. |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
24269 |
7389 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Brooks, Melissa J |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
24290 |
7390 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Atkins, Jimmy A |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
24312 |
7391 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Buzas, Larry A. |
|
Syllabus |
Course Materials
|
| HRMN 300 |
Human Resource Management (3) |
A basic study of the strategic role of human resource management. The objective is to apply knowledge of human behavior, labor relations, and current laws and regulations to a working environment. Topics include employment laws and regulations, diversity in a global economy, total rewards management, and training and development for organizational success. Students may receive credit for only one of the following courses: BMGT 360, HRMN 300, or TMGT 360. |
| Start date has passed. Please register for the next start date. |
|
27509 |
6985 |
14 Feb 2024-09 Apr 2024 |
|
|
Open |
Online |
|
Faculty: Scalzo, Nicholas J |
|
Syllabus |
Course Materials
|
| HRMN 302 |
Organizational Communication (3) |
A study of the structure of communication in organizations. The goal is to apply theory and examples to improve managerial effectiveness in communication and negotiation. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315. |
|
20146 |
4520 |
10 Jan 2024-05 Mar 2024 |
W |
6:30P-9:30P |
Open |
Odenton-Ft. Meade (Hybrid) |
|
Faculty: Chase, Marcia L |
|
Syllabus |
Course Materials
|
| HRMN 302 |
Organizational Communication (3) |
A study of the structure of communication in organizations. The goal is to apply theory and examples to improve managerial effectiveness in communication and negotiation. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315. |
|
20154 |
3150 |
13 Mar 2024-07 May 2024 |
M |
6:00P-9:00P |
Open |
Quantico (Marine Corps Base) |
|
Faculty: Walker, Thomas L |
|
Syllabus |
Course Materials
|
| HRMN 302 |
Organizational Communication (3) |
A study of the structure of communication in organizations. The goal is to apply theory and examples to improve managerial effectiveness in communication and negotiation. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315. |
|
20155 |
5165 |
13 Mar 2024-07 May 2024 |
Th |
6:30P-9:30P |
Open |
Shady Grove (Hybrid) |
|
Faculty: Green, Maria A |
Bldg/Room: Shady Grove Center, Bldg II 3052 |
Syllabus |
Course Materials
|
| HRMN 302 |
Organizational Communication (3) |
A study of the structure of communication in organizations. The goal is to apply theory and examples to improve managerial effectiveness in communication and negotiation. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315. |
| Start date has passed. Please register for the next start date. |
|
20449 |
6380 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Bertels, Gary L. |
|
Syllabus |
Course Materials
|
| HRMN 302 |
Organizational Communication (3) |
A study of the structure of communication in organizations. The goal is to apply theory and examples to improve managerial effectiveness in communication and negotiation. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315. |
| Start date has passed. Please register for the next start date. |
|
20450 |
6381 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Dhanraj, Nicole B. |
|
Syllabus |
Course Materials
|
| HRMN 302 |
Organizational Communication (3) |
A study of the structure of communication in organizations. The goal is to apply theory and examples to improve managerial effectiveness in communication and negotiation. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315. |
| Start date has passed. Please register for the next start date. |
|
20582 |
6382 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Hamlin, April Melanie |
|
Syllabus |
Course Materials
|
| HRMN 302 |
Organizational Communication (3) |
A study of the structure of communication in organizations. The goal is to apply theory and examples to improve managerial effectiveness in communication and negotiation. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315. |
| Start date has passed. Please register for the next start date. |
|
20994 |
6383 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Sousane, Richard J |
|
Syllabus |
Course Materials
|
| HRMN 302 |
Organizational Communication (3) |
A study of the structure of communication in organizations. The goal is to apply theory and examples to improve managerial effectiveness in communication and negotiation. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315. |
| Start date has passed. Please register for the next start date. |
|
21842 |
6385 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Hamp, Jacqueline M |
|
Syllabus |
Course Materials
|
| HRMN 302 |
Organizational Communication (3) |
A study of the structure of communication in organizations. The goal is to apply theory and examples to improve managerial effectiveness in communication and negotiation. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315. |
| Start date has passed. Please register for the next start date. |
|
22307 |
6980 |
14 Feb 2024-09 Apr 2024 |
|
|
Open |
Online |
|
Faculty: James, Gregory M. |
|
Syllabus |
Course Materials
|
| HRMN 302 |
Organizational Communication (3) |
A study of the structure of communication in organizations. The goal is to apply theory and examples to improve managerial effectiveness in communication and negotiation. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315. |
| Start date has passed. Please register for the next start date. |
|
22524 |
6981 |
14 Feb 2024-09 Apr 2024 |
|
|
Open |
Online |
|
Faculty: Calhoun, Vaughn A |
|
Syllabus |
Course Materials
|
| HRMN 302 |
Organizational Communication (3) |
A study of the structure of communication in organizations. The goal is to apply theory and examples to improve managerial effectiveness in communication and negotiation. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315. |
| Start date has passed. Please register for the next start date. |
|
22933 |
7380 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Bertels, Gary L. |
|
Syllabus |
Course Materials
|
| HRMN 302 |
Organizational Communication (3) |
A study of the structure of communication in organizations. The goal is to apply theory and examples to improve managerial effectiveness in communication and negotiation. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315. |
| Start date has passed. Please register for the next start date. |
|
23125 |
7381 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Hamp, Jacqueline M |
|
Syllabus |
Course Materials
|
| HRMN 302 |
Organizational Communication (3) |
A study of the structure of communication in organizations. The goal is to apply theory and examples to improve managerial effectiveness in communication and negotiation. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315. |
| Start date has passed. Please register for the next start date. |
|
23880 |
7382 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Giliya, Ziva |
|
Syllabus |
Course Materials
|
| HRMN 302 |
Organizational Communication (3) |
A study of the structure of communication in organizations. The goal is to apply theory and examples to improve managerial effectiveness in communication and negotiation. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315. |
| Start date has passed. Please register for the next start date. |
|
23881 |
7383 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Rose, Carey L |
|
Syllabus |
Course Materials
|
| HRMN 302 |
Organizational Communication (3) |
A study of the structure of communication in organizations. The goal is to apply theory and examples to improve managerial effectiveness in communication and negotiation. Problems, issues, and techniques of organizational communication are analyzed through case histories, exercises, and projects. Students may receive credit for only one of the following courses: BMGT 398N, HRMN 302, MGMT 320, MGST 315, or TEMN 315. |
| Start date has passed. Please register for the next start date. |
|
26872 |
9180 |
10 Jan 2024-05 Mar 2024 |
W |
7:00P-8:00P |
Open |
Online |
|
Faculty: Meneses, Liliana D |
|
Syllabus |
Course Materials
|
|
Note: This is a virtual hybrid course pilot. In addition to traditional weekly online activities, students are required to meet once-a-week, in an immersive instructional environment, using a virtual reality (VR) headset (3D), loaned at no cost, by UMGC. Students may also opt to use the immersive instructional environment using a computer (2D). Only students who live stateside should enroll in a Virtual Reality Hybrid course. At this time, UMGC is not prepared to ship VR headsets overseas or internationally. |
| HRMN 362 |
Labor Relations (3) |
A survey of contemporary labor relations practices. The aim is to research and analyze labor relations issues and support the labor relations process. Discussion covers the history of organized labor in the United States, the role of third parties, organizing campaigns, the collective bargaining process, and the resolution of employee grievances. Students may receive credit for only one of the following courses: BMGT 362 or HRMN 362. |
|
20156 |
4555 |
13 Mar 2024-07 May 2024 |
T |
6:30P-9:30P |
Open |
Odenton-Ft. Meade (Hybrid) |
|
Faculty: Smalley, Charmaine |
|
Syllabus |
Course Materials
|
| HRMN 362 |
Labor Relations (3) |
A survey of contemporary labor relations practices. The aim is to research and analyze labor relations issues and support the labor relations process. Discussion covers the history of organized labor in the United States, the role of third parties, organizing campaigns, the collective bargaining process, and the resolution of employee grievances. Students may receive credit for only one of the following courses: BMGT 362 or HRMN 362. |
|
20157 |
4060 |
13 Mar 2024-07 May 2024 |
W |
6:30P-9:30P |
Open |
College Park (Hybrid) |
|
Faculty: Knott, Bradley T |
Bldg/Room: Tydings Hall 0101 |
Syllabus |
Course Materials
|
| HRMN 362 |
Labor Relations (3) |
A survey of contemporary labor relations practices. The aim is to research and analyze labor relations issues and support the labor relations process. Discussion covers the history of organized labor in the United States, the role of third parties, organizing campaigns, the collective bargaining process, and the resolution of employee grievances. Students may receive credit for only one of the following courses: BMGT 362 or HRMN 362. |
| Start date has passed. Please register for the next start date. |
|
20502 |
6380 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Turner, Brooke C |
|
Syllabus |
Course Materials
|
| HRMN 362 |
Labor Relations (3) |
A survey of contemporary labor relations practices. The aim is to research and analyze labor relations issues and support the labor relations process. Discussion covers the history of organized labor in the United States, the role of third parties, organizing campaigns, the collective bargaining process, and the resolution of employee grievances. Students may receive credit for only one of the following courses: BMGT 362 or HRMN 362. |
| Start date has passed. Please register for the next start date. |
|
20756 |
6381 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Jarboe, Shannon K |
|
Syllabus |
Course Materials
|
| HRMN 362 |
Labor Relations (3) |
A survey of contemporary labor relations practices. The aim is to research and analyze labor relations issues and support the labor relations process. Discussion covers the history of organized labor in the United States, the role of third parties, organizing campaigns, the collective bargaining process, and the resolution of employee grievances. Students may receive credit for only one of the following courses: BMGT 362 or HRMN 362. |
| Start date has passed. Please register for the next start date. |
|
21236 |
6382 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Smalley, Charmaine |
|
Syllabus |
Course Materials
|
| HRMN 362 |
Labor Relations (3) |
A survey of contemporary labor relations practices. The aim is to research and analyze labor relations issues and support the labor relations process. Discussion covers the history of organized labor in the United States, the role of third parties, organizing campaigns, the collective bargaining process, and the resolution of employee grievances. Students may receive credit for only one of the following courses: BMGT 362 or HRMN 362. |
| Start date has passed. Please register for the next start date. |
|
21266 |
6383 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Walthall, Margaret A |
|
Syllabus |
Course Materials
|
| HRMN 362 |
Labor Relations (3) |
A survey of contemporary labor relations practices. The aim is to research and analyze labor relations issues and support the labor relations process. Discussion covers the history of organized labor in the United States, the role of third parties, organizing campaigns, the collective bargaining process, and the resolution of employee grievances. Students may receive credit for only one of the following courses: BMGT 362 or HRMN 362. |
| Start date has passed. Please register for the next start date. |
|
21868 |
6384 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Sledge, James C |
|
Syllabus |
Course Materials
|
| HRMN 362 |
Labor Relations (3) |
A survey of contemporary labor relations practices. The aim is to research and analyze labor relations issues and support the labor relations process. Discussion covers the history of organized labor in the United States, the role of third parties, organizing campaigns, the collective bargaining process, and the resolution of employee grievances. Students may receive credit for only one of the following courses: BMGT 362 or HRMN 362. |
| Start date has passed. Please register for the next start date. |
|
22308 |
6980 |
14 Feb 2024-09 Apr 2024 |
|
|
Open |
Online |
|
Faculty: Ross, Elizabeth A |
|
Syllabus |
Course Materials
|
| HRMN 362 |
Labor Relations (3) |
A survey of contemporary labor relations practices. The aim is to research and analyze labor relations issues and support the labor relations process. Discussion covers the history of organized labor in the United States, the role of third parties, organizing campaigns, the collective bargaining process, and the resolution of employee grievances. Students may receive credit for only one of the following courses: BMGT 362 or HRMN 362. |
| Start date has passed. Please register for the next start date. |
|
22934 |
7380 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Ross, Elizabeth A |
|
Syllabus |
Course Materials
|
| HRMN 362 |
Labor Relations (3) |
A survey of contemporary labor relations practices. The aim is to research and analyze labor relations issues and support the labor relations process. Discussion covers the history of organized labor in the United States, the role of third parties, organizing campaigns, the collective bargaining process, and the resolution of employee grievances. Students may receive credit for only one of the following courses: BMGT 362 or HRMN 362. |
| Start date has passed. Please register for the next start date. |
|
23882 |
7381 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Turner, Brooke C |
|
Syllabus |
Course Materials
|
| HRMN 362 |
Labor Relations (3) |
A survey of contemporary labor relations practices. The aim is to research and analyze labor relations issues and support the labor relations process. Discussion covers the history of organized labor in the United States, the role of third parties, organizing campaigns, the collective bargaining process, and the resolution of employee grievances. Students may receive credit for only one of the following courses: BMGT 362 or HRMN 362. |
| Start date has passed. Please register for the next start date. |
|
23883 |
7382 |
13 Mar 2024-07 May 2024 |
|
|
Closed |
Online |
|
Faculty: Yungbluth, Heather D |
|
Syllabus |
Course Materials
|
| HRMN 362 |
Labor Relations (3) |
A survey of contemporary labor relations practices. The aim is to research and analyze labor relations issues and support the labor relations process. Discussion covers the history of organized labor in the United States, the role of third parties, organizing campaigns, the collective bargaining process, and the resolution of employee grievances. Students may receive credit for only one of the following courses: BMGT 362 or HRMN 362. |
| Start date has passed. Please register for the next start date. |
|
24207 |
7383 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Sledge, James C |
|
Syllabus |
Course Materials
|
| HRMN 362 |
Labor Relations (3) |
A survey of contemporary labor relations practices. The aim is to research and analyze labor relations issues and support the labor relations process. Discussion covers the history of organized labor in the United States, the role of third parties, organizing campaigns, the collective bargaining process, and the resolution of employee grievances. Students may receive credit for only one of the following courses: BMGT 362 or HRMN 362. |
| Start date has passed. Please register for the next start date. |
|
27455 |
6981 |
14 Feb 2024-09 Apr 2024 |
|
|
Open |
Online |
|
Faculty: Yungbluth, Heather D |
|
Syllabus |
Course Materials
|
| HRMN 362 |
Labor Relations (3) |
A survey of contemporary labor relations practices. The aim is to research and analyze labor relations issues and support the labor relations process. Discussion covers the history of organized labor in the United States, the role of third parties, organizing campaigns, the collective bargaining process, and the resolution of employee grievances. Students may receive credit for only one of the following courses: BMGT 362 or HRMN 362. |
| Start date has passed. Please register for the next start date. |
|
27662 |
7384 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Zauner, Lara K |
|
Syllabus |
Course Materials
|
| HRMN 367 |
Organizational Culture and Change (3) |
An examination of the nature, definitions, theories, and aspects of organizational culture. The goal is to apply knowledge of organizational culture to develop a change-management plan. Analysis covers patterns of behavior and their relationship to organizational culture, especially the impact of the organization's business on employee behavior and culture. Topics include the role of nationality, gender, and race within organizational culture; implications of addressing organizational challenges; theory versus practice; and the relative roles of the individual, groups, and the organization in a cultural context. Students may receive credit for only one of the following courses: BMGT 398T or HRMN 367. |
|
20158 |
7865 |
13 Mar 2024-07 May 2024 |
Th |
6:00P-9:00P |
Open |
Fort Detrick (Hybrid) |
|
Faculty: Smoot, Denise D |
|
Syllabus |
Course Materials
|
| HRMN 367 |
Organizational Culture and Change (3) |
An examination of the nature, definitions, theories, and aspects of organizational culture. The goal is to apply knowledge of organizational culture to develop a change-management plan. Analysis covers patterns of behavior and their relationship to organizational culture, especially the impact of the organization's business on employee behavior and culture. Topics include the role of nationality, gender, and race within organizational culture; implications of addressing organizational challenges; theory versus practice; and the relative roles of the individual, groups, and the organization in a cultural context. Students may receive credit for only one of the following courses: BMGT 398T or HRMN 367. |
| Start date has passed. Please register for the next start date. |
|
20451 |
6380 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Atkins, Jimmy A |
|
Syllabus |
Course Materials
|
| HRMN 367 |
Organizational Culture and Change (3) |
An examination of the nature, definitions, theories, and aspects of organizational culture. The goal is to apply knowledge of organizational culture to develop a change-management plan. Analysis covers patterns of behavior and their relationship to organizational culture, especially the impact of the organization's business on employee behavior and culture. Topics include the role of nationality, gender, and race within organizational culture; implications of addressing organizational challenges; theory versus practice; and the relative roles of the individual, groups, and the organization in a cultural context. Students may receive credit for only one of the following courses: BMGT 398T or HRMN 367. |
| Start date has passed. Please register for the next start date. |
|
21240 |
6381 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Rose, Carey L |
|
Syllabus |
Course Materials
|
| HRMN 367 |
Organizational Culture and Change (3) |
An examination of the nature, definitions, theories, and aspects of organizational culture. The goal is to apply knowledge of organizational culture to develop a change-management plan. Analysis covers patterns of behavior and their relationship to organizational culture, especially the impact of the organization's business on employee behavior and culture. Topics include the role of nationality, gender, and race within organizational culture; implications of addressing organizational challenges; theory versus practice; and the relative roles of the individual, groups, and the organization in a cultural context. Students may receive credit for only one of the following courses: BMGT 398T or HRMN 367. |
| Start date has passed. Please register for the next start date. |
|
21407 |
6382 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Buentello, Francisco L |
|
Syllabus |
Course Materials
|
| HRMN 367 |
Organizational Culture and Change (3) |
An examination of the nature, definitions, theories, and aspects of organizational culture. The goal is to apply knowledge of organizational culture to develop a change-management plan. Analysis covers patterns of behavior and their relationship to organizational culture, especially the impact of the organization's business on employee behavior and culture. Topics include the role of nationality, gender, and race within organizational culture; implications of addressing organizational challenges; theory versus practice; and the relative roles of the individual, groups, and the organization in a cultural context. Students may receive credit for only one of the following courses: BMGT 398T or HRMN 367. |
| Start date has passed. Please register for the next start date. |
|
21417 |
6383 |
10 Jan 2024-05 Mar 2024 |
|
|
Closed |
Online |
|
Faculty: Palatka, Jessica Savu |
|
Syllabus |
Course Materials
|
| HRMN 367 |
Organizational Culture and Change (3) |
An examination of the nature, definitions, theories, and aspects of organizational culture. The goal is to apply knowledge of organizational culture to develop a change-management plan. Analysis covers patterns of behavior and their relationship to organizational culture, especially the impact of the organization's business on employee behavior and culture. Topics include the role of nationality, gender, and race within organizational culture; implications of addressing organizational challenges; theory versus practice; and the relative roles of the individual, groups, and the organization in a cultural context. Students may receive credit for only one of the following courses: BMGT 398T or HRMN 367. |
| Start date has passed. Please register for the next start date. |
|
22682 |
6980 |
14 Feb 2024-09 Apr 2024 |
|
|
Open |
Online |
|
Faculty: Ekmekci, Zeynep A |
|
Syllabus |
Course Materials
|
| HRMN 367 |
Organizational Culture and Change (3) |
An examination of the nature, definitions, theories, and aspects of organizational culture. The goal is to apply knowledge of organizational culture to develop a change-management plan. Analysis covers patterns of behavior and their relationship to organizational culture, especially the impact of the organization's business on employee behavior and culture. Topics include the role of nationality, gender, and race within organizational culture; implications of addressing organizational challenges; theory versus practice; and the relative roles of the individual, groups, and the organization in a cultural context. Students may receive credit for only one of the following courses: BMGT 398T or HRMN 367. |
| Start date has passed. Please register for the next start date. |
|
22777 |
6981 |
14 Feb 2024-09 Apr 2024 |
|
|
Open |
Online |
|
Faculty: Gaymer, Daniel F |
|
Syllabus |
Course Materials
|
| HRMN 367 |
Organizational Culture and Change (3) |
An examination of the nature, definitions, theories, and aspects of organizational culture. The goal is to apply knowledge of organizational culture to develop a change-management plan. Analysis covers patterns of behavior and their relationship to organizational culture, especially the impact of the organization's business on employee behavior and culture. Topics include the role of nationality, gender, and race within organizational culture; implications of addressing organizational challenges; theory versus practice; and the relative roles of the individual, groups, and the organization in a cultural context. Students may receive credit for only one of the following courses: BMGT 398T or HRMN 367. |
| Start date has passed. Please register for the next start date. |
|
23006 |
7380 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Bradshaw, Edmina |
|
Syllabus |
Course Materials
|
| HRMN 367 |
Organizational Culture and Change (3) |
An examination of the nature, definitions, theories, and aspects of organizational culture. The goal is to apply knowledge of organizational culture to develop a change-management plan. Analysis covers patterns of behavior and their relationship to organizational culture, especially the impact of the organization's business on employee behavior and culture. Topics include the role of nationality, gender, and race within organizational culture; implications of addressing organizational challenges; theory versus practice; and the relative roles of the individual, groups, and the organization in a cultural context. Students may receive credit for only one of the following courses: BMGT 398T or HRMN 367. |
| Start date has passed. Please register for the next start date. |
|
23884 |
7381 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Ekmekci, Zeynep A |
|
Syllabus |
Course Materials
|
| HRMN 367 |
Organizational Culture and Change (3) |
An examination of the nature, definitions, theories, and aspects of organizational culture. The goal is to apply knowledge of organizational culture to develop a change-management plan. Analysis covers patterns of behavior and their relationship to organizational culture, especially the impact of the organization's business on employee behavior and culture. Topics include the role of nationality, gender, and race within organizational culture; implications of addressing organizational challenges; theory versus practice; and the relative roles of the individual, groups, and the organization in a cultural context. Students may receive credit for only one of the following courses: BMGT 398T or HRMN 367. |
| Start date has passed. Please register for the next start date. |
|
23885 |
7382 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Palatka, Jessica Savu |
|
Syllabus |
Course Materials
|
| HRMN 367 |
Organizational Culture and Change (3) |
An examination of the nature, definitions, theories, and aspects of organizational culture. The goal is to apply knowledge of organizational culture to develop a change-management plan. Analysis covers patterns of behavior and their relationship to organizational culture, especially the impact of the organization's business on employee behavior and culture. Topics include the role of nationality, gender, and race within organizational culture; implications of addressing organizational challenges; theory versus practice; and the relative roles of the individual, groups, and the organization in a cultural context. Students may receive credit for only one of the following courses: BMGT 398T or HRMN 367. |
| Start date has passed. Please register for the next start date. |
|
23886 |
7383 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Besson, Paul S |
|
Syllabus |
Course Materials
|
| HRMN 395 |
The Total Rewards Approach to Compensation Management (3) |
Prerequisite: HRMN 300. An exploration of alternative compensation philosophies that define total rewards as everything that employees value in the employment relationship. The objective is to design a total rewards program that ensures organizational success. Topics include building and communicating a total rewards strategy, compensation fundamentals, the conduct and documentation of a job analysis, linking pay to performance, employee motivation, and performance appraisal. Strategies such as incentive cash and/or stock compensation programs, employee ownership, benefits and nonmonetary rewards are discussed and evaluated. The interrelationships among compensation, motivation, performance appraisal, and performance within the organization are examined. Discussion also covers the design and implementation of a total rewards program, including organizational compatibility. Students may receive credit for only one of the following courses: BMGT 388L, HRMN 390, or HRMN 395. |
|
20161 |
4065 |
13 Mar 2024-07 May 2024 |
Th |
6:30P-9:30P |
Open |
College Park (Hybrid) |
|
Faculty: Elson, Omowale T |
Bldg/Room: Tydings Hall 0102 |
Syllabus |
Course Materials
|
| HRMN 395 |
The Total Rewards Approach to Compensation Management (3) |
Prerequisite: HRMN 300. An exploration of alternative compensation philosophies that define total rewards as everything that employees value in the employment relationship. The objective is to design a total rewards program that ensures organizational success. Topics include building and communicating a total rewards strategy, compensation fundamentals, the conduct and documentation of a job analysis, linking pay to performance, employee motivation, and performance appraisal. Strategies such as incentive cash and/or stock compensation programs, employee ownership, benefits and nonmonetary rewards are discussed and evaluated. The interrelationships among compensation, motivation, performance appraisal, and performance within the organization are examined. Discussion also covers the design and implementation of a total rewards program, including organizational compatibility. Students may receive credit for only one of the following courses: BMGT 388L, HRMN 390, or HRMN 395. |
| Start date has passed. Please register for the next start date. |
|
20537 |
6380 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Bickel, Patricia D |
|
Syllabus |
Course Materials
|
| HRMN 395 |
The Total Rewards Approach to Compensation Management (3) |
Prerequisite: HRMN 300. An exploration of alternative compensation philosophies that define total rewards as everything that employees value in the employment relationship. The objective is to design a total rewards program that ensures organizational success. Topics include building and communicating a total rewards strategy, compensation fundamentals, the conduct and documentation of a job analysis, linking pay to performance, employee motivation, and performance appraisal. Strategies such as incentive cash and/or stock compensation programs, employee ownership, benefits and nonmonetary rewards are discussed and evaluated. The interrelationships among compensation, motivation, performance appraisal, and performance within the organization are examined. Discussion also covers the design and implementation of a total rewards program, including organizational compatibility. Students may receive credit for only one of the following courses: BMGT 388L, HRMN 390, or HRMN 395. |
| Start date has passed. Please register for the next start date. |
|
20844 |
6381 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Malfara, William A |
|
Syllabus |
Course Materials
|
| HRMN 395 |
The Total Rewards Approach to Compensation Management (3) |
Prerequisite: HRMN 300. An exploration of alternative compensation philosophies that define total rewards as everything that employees value in the employment relationship. The objective is to design a total rewards program that ensures organizational success. Topics include building and communicating a total rewards strategy, compensation fundamentals, the conduct and documentation of a job analysis, linking pay to performance, employee motivation, and performance appraisal. Strategies such as incentive cash and/or stock compensation programs, employee ownership, benefits and nonmonetary rewards are discussed and evaluated. The interrelationships among compensation, motivation, performance appraisal, and performance within the organization are examined. Discussion also covers the design and implementation of a total rewards program, including organizational compatibility. Students may receive credit for only one of the following courses: BMGT 388L, HRMN 390, or HRMN 395. |
| Start date has passed. Please register for the next start date. |
|
21247 |
6382 |
10 Jan 2024-05 Mar 2024 |
|
|
Closed |
Online |
|
Faculty: Cote, John C |
|
Syllabus |
Course Materials
|
| HRMN 395 |
The Total Rewards Approach to Compensation Management (3) |
Prerequisite: HRMN 300. An exploration of alternative compensation philosophies that define total rewards as everything that employees value in the employment relationship. The objective is to design a total rewards program that ensures organizational success. Topics include building and communicating a total rewards strategy, compensation fundamentals, the conduct and documentation of a job analysis, linking pay to performance, employee motivation, and performance appraisal. Strategies such as incentive cash and/or stock compensation programs, employee ownership, benefits and nonmonetary rewards are discussed and evaluated. The interrelationships among compensation, motivation, performance appraisal, and performance within the organization are examined. Discussion also covers the design and implementation of a total rewards program, including organizational compatibility. Students may receive credit for only one of the following courses: BMGT 388L, HRMN 390, or HRMN 395. |
| Start date has passed. Please register for the next start date. |
|
22683 |
6980 |
14 Feb 2024-09 Apr 2024 |
|
|
Open |
Online |
|
Faculty: Karriker, Timothy W. |
|
Syllabus |
Course Materials
|
| HRMN 395 |
The Total Rewards Approach to Compensation Management (3) |
Prerequisite: HRMN 300. An exploration of alternative compensation philosophies that define total rewards as everything that employees value in the employment relationship. The objective is to design a total rewards program that ensures organizational success. Topics include building and communicating a total rewards strategy, compensation fundamentals, the conduct and documentation of a job analysis, linking pay to performance, employee motivation, and performance appraisal. Strategies such as incentive cash and/or stock compensation programs, employee ownership, benefits and nonmonetary rewards are discussed and evaluated. The interrelationships among compensation, motivation, performance appraisal, and performance within the organization are examined. Discussion also covers the design and implementation of a total rewards program, including organizational compatibility. Students may receive credit for only one of the following courses: BMGT 388L, HRMN 390, or HRMN 395. |
| Start date has passed. Please register for the next start date. |
|
22992 |
7380 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Bickel, Patricia D |
|
Syllabus |
Course Materials
|
| HRMN 395 |
The Total Rewards Approach to Compensation Management (3) |
Prerequisite: HRMN 300. An exploration of alternative compensation philosophies that define total rewards as everything that employees value in the employment relationship. The objective is to design a total rewards program that ensures organizational success. Topics include building and communicating a total rewards strategy, compensation fundamentals, the conduct and documentation of a job analysis, linking pay to performance, employee motivation, and performance appraisal. Strategies such as incentive cash and/or stock compensation programs, employee ownership, benefits and nonmonetary rewards are discussed and evaluated. The interrelationships among compensation, motivation, performance appraisal, and performance within the organization are examined. Discussion also covers the design and implementation of a total rewards program, including organizational compatibility. Students may receive credit for only one of the following courses: BMGT 388L, HRMN 390, or HRMN 395. |
| Start date has passed. Please register for the next start date. |
|
23889 |
7381 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Malfara, William A |
|
Syllabus |
Course Materials
|
| HRMN 395 |
The Total Rewards Approach to Compensation Management (3) |
Prerequisite: HRMN 300. An exploration of alternative compensation philosophies that define total rewards as everything that employees value in the employment relationship. The objective is to design a total rewards program that ensures organizational success. Topics include building and communicating a total rewards strategy, compensation fundamentals, the conduct and documentation of a job analysis, linking pay to performance, employee motivation, and performance appraisal. Strategies such as incentive cash and/or stock compensation programs, employee ownership, benefits and nonmonetary rewards are discussed and evaluated. The interrelationships among compensation, motivation, performance appraisal, and performance within the organization are examined. Discussion also covers the design and implementation of a total rewards program, including organizational compatibility. Students may receive credit for only one of the following courses: BMGT 388L, HRMN 390, or HRMN 395. |
| Start date has passed. Please register for the next start date. |
|
23890 |
7382 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Cote, John C |
|
Syllabus |
Course Materials
|
| HRMN 395 |
The Total Rewards Approach to Compensation Management (3) |
Prerequisite: HRMN 300. An exploration of alternative compensation philosophies that define total rewards as everything that employees value in the employment relationship. The objective is to design a total rewards program that ensures organizational success. Topics include building and communicating a total rewards strategy, compensation fundamentals, the conduct and documentation of a job analysis, linking pay to performance, employee motivation, and performance appraisal. Strategies such as incentive cash and/or stock compensation programs, employee ownership, benefits and nonmonetary rewards are discussed and evaluated. The interrelationships among compensation, motivation, performance appraisal, and performance within the organization are examined. Discussion also covers the design and implementation of a total rewards program, including organizational compatibility. Students may receive credit for only one of the following courses: BMGT 388L, HRMN 390, or HRMN 395. |
| Start date has passed. Please register for the next start date. |
|
27127 |
6383 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Pomilla, Gina N |
|
Syllabus |
Course Materials
|
| HRMN 400 |
Talent Acquisition and Management (3) |
Prerequisite: HRMN 300. A study of the role of human resource management in the strategic planning and operation of organizations, including staffing, onboarding, recruiting, performance appraisal systems, and compensation and labor/management issues. The goal is to research and evaluate issues and present strategic solutions related to talent acquisition and management. The influence of federal regulations (including equal opportunity, sexual harassment, discrimination, and other employee related regulations) is analyzed. A review of research findings, readings, discussions, case studies, and applicable federal regulations supports the critical evaluation of human resource problems as they relate to the employment life cycle. Students may receive credit for only one of the following courses: BMGT 460 or HRMN 400. |
| Start date has passed. Please register for the next start date. |
|
20543 |
6380 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Richardson, Paul W |
|
Syllabus |
Course Materials
|
| HRMN 400 |
Talent Acquisition and Management (3) |
Prerequisite: HRMN 300. A study of the role of human resource management in the strategic planning and operation of organizations, including staffing, onboarding, recruiting, performance appraisal systems, and compensation and labor/management issues. The goal is to research and evaluate issues and present strategic solutions related to talent acquisition and management. The influence of federal regulations (including equal opportunity, sexual harassment, discrimination, and other employee related regulations) is analyzed. A review of research findings, readings, discussions, case studies, and applicable federal regulations supports the critical evaluation of human resource problems as they relate to the employment life cycle. Students may receive credit for only one of the following courses: BMGT 460 or HRMN 400. |
| Start date has passed. Please register for the next start date. |
|
20652 |
6381 |
10 Jan 2024-05 Mar 2024 |
|
|
Closed |
Online |
|
Faculty: Collert, Gerald J |
|
Syllabus |
Course Materials
|
| HRMN 400 |
Talent Acquisition and Management (3) |
Prerequisite: HRMN 300. A study of the role of human resource management in the strategic planning and operation of organizations, including staffing, onboarding, recruiting, performance appraisal systems, and compensation and labor/management issues. The goal is to research and evaluate issues and present strategic solutions related to talent acquisition and management. The influence of federal regulations (including equal opportunity, sexual harassment, discrimination, and other employee related regulations) is analyzed. A review of research findings, readings, discussions, case studies, and applicable federal regulations supports the critical evaluation of human resource problems as they relate to the employment life cycle. Students may receive credit for only one of the following courses: BMGT 460 or HRMN 400. |
| Start date has passed. Please register for the next start date. |
|
20995 |
6382 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: James, Gregory M. |
|
Syllabus |
Course Materials
|
| HRMN 400 |
Talent Acquisition and Management (3) |
Prerequisite: HRMN 300. A study of the role of human resource management in the strategic planning and operation of organizations, including staffing, onboarding, recruiting, performance appraisal systems, and compensation and labor/management issues. The goal is to research and evaluate issues and present strategic solutions related to talent acquisition and management. The influence of federal regulations (including equal opportunity, sexual harassment, discrimination, and other employee related regulations) is analyzed. A review of research findings, readings, discussions, case studies, and applicable federal regulations supports the critical evaluation of human resource problems as they relate to the employment life cycle. Students may receive credit for only one of the following courses: BMGT 460 or HRMN 400. |
| Start date has passed. Please register for the next start date. |
|
21811 |
6383 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Smith, Shantia M.L. |
|
Syllabus |
Course Materials
|
| HRMN 400 |
Talent Acquisition and Management (3) |
Prerequisite: HRMN 300. A study of the role of human resource management in the strategic planning and operation of organizations, including staffing, onboarding, recruiting, performance appraisal systems, and compensation and labor/management issues. The goal is to research and evaluate issues and present strategic solutions related to talent acquisition and management. The influence of federal regulations (including equal opportunity, sexual harassment, discrimination, and other employee related regulations) is analyzed. A review of research findings, readings, discussions, case studies, and applicable federal regulations supports the critical evaluation of human resource problems as they relate to the employment life cycle. Students may receive credit for only one of the following courses: BMGT 460 or HRMN 400. |
| Start date has passed. Please register for the next start date. |
|
22164 |
6384 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Ripley, Christopher T |
|
Syllabus |
Course Materials
|
| HRMN 400 |
Talent Acquisition and Management (3) |
Prerequisite: HRMN 300. A study of the role of human resource management in the strategic planning and operation of organizations, including staffing, onboarding, recruiting, performance appraisal systems, and compensation and labor/management issues. The goal is to research and evaluate issues and present strategic solutions related to talent acquisition and management. The influence of federal regulations (including equal opportunity, sexual harassment, discrimination, and other employee related regulations) is analyzed. A review of research findings, readings, discussions, case studies, and applicable federal regulations supports the critical evaluation of human resource problems as they relate to the employment life cycle. Students may receive credit for only one of the following courses: BMGT 460 or HRMN 400. |
| Start date has passed. Please register for the next start date. |
|
22309 |
6980 |
14 Feb 2024-09 Apr 2024 |
|
|
Open |
Online |
|
Faculty: Carnes, Heather E |
|
Syllabus |
Course Materials
|
| HRMN 400 |
Talent Acquisition and Management (3) |
Prerequisite: HRMN 300. A study of the role of human resource management in the strategic planning and operation of organizations, including staffing, onboarding, recruiting, performance appraisal systems, and compensation and labor/management issues. The goal is to research and evaluate issues and present strategic solutions related to talent acquisition and management. The influence of federal regulations (including equal opportunity, sexual harassment, discrimination, and other employee related regulations) is analyzed. A review of research findings, readings, discussions, case studies, and applicable federal regulations supports the critical evaluation of human resource problems as they relate to the employment life cycle. Students may receive credit for only one of the following courses: BMGT 460 or HRMN 400. |
| Start date has passed. Please register for the next start date. |
|
22935 |
7380 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Carnes, Heather E |
|
Syllabus |
Course Materials
|
| HRMN 400 |
Talent Acquisition and Management (3) |
Prerequisite: HRMN 300. A study of the role of human resource management in the strategic planning and operation of organizations, including staffing, onboarding, recruiting, performance appraisal systems, and compensation and labor/management issues. The goal is to research and evaluate issues and present strategic solutions related to talent acquisition and management. The influence of federal regulations (including equal opportunity, sexual harassment, discrimination, and other employee related regulations) is analyzed. A review of research findings, readings, discussions, case studies, and applicable federal regulations supports the critical evaluation of human resource problems as they relate to the employment life cycle. Students may receive credit for only one of the following courses: BMGT 460 or HRMN 400. |
| Start date has passed. Please register for the next start date. |
|
23891 |
7381 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Buentello, Francisco L |
|
Syllabus |
Course Materials
|
| HRMN 400 |
Talent Acquisition and Management (3) |
Prerequisite: HRMN 300. A study of the role of human resource management in the strategic planning and operation of organizations, including staffing, onboarding, recruiting, performance appraisal systems, and compensation and labor/management issues. The goal is to research and evaluate issues and present strategic solutions related to talent acquisition and management. The influence of federal regulations (including equal opportunity, sexual harassment, discrimination, and other employee related regulations) is analyzed. A review of research findings, readings, discussions, case studies, and applicable federal regulations supports the critical evaluation of human resource problems as they relate to the employment life cycle. Students may receive credit for only one of the following courses: BMGT 460 or HRMN 400. |
| Start date has passed. Please register for the next start date. |
|
23892 |
7382 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Smith, Shantia M.L. |
|
Syllabus |
Course Materials
|
| HRMN 400 |
Talent Acquisition and Management (3) |
Prerequisite: HRMN 300. A study of the role of human resource management in the strategic planning and operation of organizations, including staffing, onboarding, recruiting, performance appraisal systems, and compensation and labor/management issues. The goal is to research and evaluate issues and present strategic solutions related to talent acquisition and management. The influence of federal regulations (including equal opportunity, sexual harassment, discrimination, and other employee related regulations) is analyzed. A review of research findings, readings, discussions, case studies, and applicable federal regulations supports the critical evaluation of human resource problems as they relate to the employment life cycle. Students may receive credit for only one of the following courses: BMGT 460 or HRMN 400. |
| Start date has passed. Please register for the next start date. |
|
24270 |
7383 |
13 Mar 2024-07 May 2024 |
|
|
Open |
Online |
|
Faculty: Wahlstrom, Tomi L |
|
Syllabus |
Course Materials
|
| HRMN 406 |
Employee Training and Development (3) |
Prerequisite: HRMN 300. An examination of employee training and human resource development in various organizations. Topics include the development, administration, and evaluation of training programs; employee development; career development; and organizational change. Issues in employee development (including assessment of employee competencies, opportunities for learning and growth, and the roles of managers in employee development) are explored. Students may receive credit for only one of the following courses: BMGT 498I, HRMN 406, or MGMT 498I. |
|
20148 |
4025 |
10 Jan 2024-05 Mar 2024 |
Th |
6:30P-9:30P |
Open |
College Park (Hybrid) |
|
Faculty: Murvin, Euart K |
Bldg/Room: Tydings Hall 0101 |
Syllabus |
Course Materials
|
| HRMN 406 |
Employee Training and Development (3) |
Prerequisite: HRMN 300. An examination of employee training and human resource development in various organizations. Topics include the development, administration, and evaluation of training programs; employee development; career development; and organizational change. Issues in employee development (including assessment of employee competencies, opportunities for learning and growth, and the roles of managers in employee development) are explored. Students may receive credit for only one of the following courses: BMGT 498I, HRMN 406, or MGMT 498I. |
| Start date has passed. Please register for the next start date. |
|
20583 |
6380 |
10 Jan 2024-05 Mar 2024 |
|
|
Closed |
Online |
|
Faculty: Petty, Timothy L |
|
Syllabus |
Course Materials
|
| HRMN 406 |
Employee Training and Development (3) |
Prerequisite: HRMN 300. An examination of employee training and human resource development in various organizations. Topics include the development, administration, and evaluation of training programs; employee development; career development; and organizational change. Issues in employee development (including assessment of employee competencies, opportunities for learning and growth, and the roles of managers in employee development) are explored. Students may receive credit for only one of the following courses: BMGT 498I, HRMN 406, or MGMT 498I. |
| Start date has passed. Please register for the next start date. |
|
20996 |
6381 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Marschall, Sabrina I |
|
Syllabus |
Course Materials
|
| HRMN 406 |
Employee Training and Development (3) |
Prerequisite: HRMN 300. An examination of employee training and human resource development in various organizations. Topics include the development, administration, and evaluation of training programs; employee development; career development; and organizational change. Issues in employee development (including assessment of employee competencies, opportunities for learning and growth, and the roles of managers in employee development) are explored. Students may receive credit for only one of the following courses: BMGT 498I, HRMN 406, or MGMT 498I. |
| Start date has passed. Please register for the next start date. |
|
21242 |
6382 |
10 Jan 2024-05 Mar 2024 |
|
|
Open |
Online |
|
Faculty: Hartnett, Belinda |
|
Syllabus |
Course Materials
|
| HRMN 406 |
Employee Training and Development (3) |
Prerequisite: HRMN 300. An examination of employee training and human resource development in various organizations. Topics include the development, administration, and evaluation of training programs; employee development; career development; and organizational change. Issues in employee development (including assessment of employee competencies, opportunities for learning and growth, and the roles of managers in employee development) are explored. Students may receive credit for only one of the following courses: BMGT 498I, HRMN 406, or MGMT 498I. |
| Start date has passed. Please register for the next start date. |
|
22310 |
6980 |
14 Feb 2024-09 Apr 2024 |
|
|
Open |
Online |
|
Faculty: Parks, Rochelle E |
|
Syllabus |
Course Materials
|
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