A+B. Intro_SJ.1 - University of Maryland University College

ADMN 661 Employee Relations (3)
This course investigates the rights and responsibilities of
employees and organizations in union and nonunion environments
in the United States. It reviews the legal framework,
primarily at the federal level, and discusses strategic fit of the
employee relations program/services within the organization. It
explores the current issues involved, such as equal employment
opportunity, privacy, drug testing, wrongful discharge, health
and safety, and pension and benefit plans. Public-sector and
global issues are included.
ADMN 662 Issues and Practices in Human Resource
Management (3)
(Also offered with ADMN 667 as a cluster course.) This introductory
course provides an overview of the human resource
management profession. It includes the theories, research, and
issues related to human resource management within modern
organizations. The roles, responsibilities, relationships, functions,
and processes of human re s o u rce management are discussed from
a systems perspective. Expectations of various stakeholders such
as government, employees, labor organizations, staff/line management,
and executive management are explored. Particular
attention is given to the general legal principles and provisions
that govern human re s o u rce activities. The specialty areas of emp
l oyee relations, staffing, human re s o u rce development, compensation,
and organizational development are described. Cu r re n t
topics such as human re s o u rce information systems and globalization
are included.
ADMN 663 Job Analysis, Assessment, and
Compensation (3)
This course is designed to familiarize the student with the interrelated
aspects of human resource management. Topics include
job design, job analysis, job evaluation, employee compensation,
incentives to productivity, employee motivation, and performance
appraisal. A variety of approaches for analyzing, weighing,
and specifying the detailed elements of positions within modern
organizations are presented. Techniques are discussed for identifying
and classifying the critical components of a job, defining
the observable standards and measures, preparing and determining
the job description and job worth, establishing equitable
compensation for job performance, and developing an executive
compensation program. Consideration is given to the interact i o n
of compensation, worker motivation, performance appraisal, and
level of worker performance within the organization.
ADMN 664 Organizational Development and Change (3)
Issues, theories, and methodologies associated with organizational
development and the management of change are presented, with
a major emphasis on organizational culture and organizational
change processes. Areas of concentration include the diagnostic
process, intervention strategies, and overcoming resistance to
change. Techniques such as goal-setting, team-development pro c e-
d u res, productivity and strategy interventions, and interpersonalchange
models are examined.
ADMN 665 Current Perspectives in Training and
Development (3)
This course examines the theories, re s e a rch, skills, and issues
related to one major aspect of human re s o u rce deve l o p m e n t —
the management of organizational training services. It discusses
the role of training in the workplace and investigates adult learning
models. It includes curriculum management, program deve l-
opment, and operation management with an emphasis on design
and delive ry issues. It considers the impact of technology, the global
e n v i ronment, and modern organizational stru c t u res. Ethical i s s u e s
a re discussed. Students develop training proposals or programs to
demonstrate knowledge of the concepts.
ADMN 666 Recruitment and Selection (3)
This course examines the initial phases of staffing, focusing on
the hiring process. It investigates the contemporary roles, relationships,
and processes of recruitment and selection in the
human resource management system. It highlights productivity
factors (such as the use of technology) and quality factors (such
as legal, ethical, and validity issues). It includes international as
well as domestic concerns and consideration of multiple staffing
levels (such as executive managers and temporary employees).
Current issues in private, not-for-profit, and/or public sectors
are discussed.
ADMN 667 Managing Global Teams (3)
(Also offered with ADMN 662 as a cluster course.) Prerequisite
or corequisite: ADMN 662. This seminar investigates key human
resource management and organizational behavior concepts and
issues in each stage of group development. It focuses on the impact
of characteristics commonly found in global teams: diversity,
virtual communication, and contingent job designs. Students
examine published research and field literature to identify what
knowledge exists and what still needs to be learned. They discuss
the key questions in these unfolding areas and the implications
of the findings for applied management.
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