Human Resource Management & Development | Southwestern College Professional Studies

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Human Resource Management & Development

Bachelor of Science in Human Resource Development

Program Description

In an increasingly competitive environment, organizations must compete for resources that include human capital. Roles associated with human resource management and talent development have increased in importance in recent decades with some elevated to key strategic management functions. Those seeking a comprehensive and relevant foundation for a career in human resources have the opportunity to integrate knowledge of contemporary theory, concepts, and practice, and develop relevant skills in demand by employers in the Human Resource Management and Development (HRMD) program. The program provides knowledge and skills that encompass topics such as performance management, compensation and benefits, developing and recruiting workforce talent, human resource information systems and technologies, human resource analytics, ethical and legal issues in human resource management, and negotiation and conflict resolution. Empowered with success in the program and understanding the strategic importance of human resources to the organization, the HRMD graduate will be on the cutting edge and prepared for professional advancement in the field.

Admission Requirements

  1. Have completed a minimum of 6 post-high school college credits
  2. Minimum GPA of 2.0

Prerequisites

  • HUM 201: Ethics
  • MASC 110: Statistics & Probability

Core Major Requirements

HRD 301: Principles of Human Resource Management and Development

Principles of Human Resource Management and Development - The strategic role of the human resource function in today’s organizations is aligned and integrated with the overall mission and key objectives of the broader organization. Having a solid foundation in the areas of managerial and legal responsibilities, current trends in HR, performance management, recruitment, succession planning, training and development, labor relations, and other key areas, is critical for the entry and mid-level employee. These topics and more are covered with a specific focus on their application in real-world scenarios.

HRD 310: Legal and Regulatory Environment of Human Resources

Legal and Regulatory Environment of Human Resources - The legal and regulatory environment that the modern human resource department has to operate within is now more complicated and litigious than ever. Understanding how to implement best practices throughout the organization to prevent frivolous lawsuits, applying ethically and legally defensible hiring practices, and eliminating perceived employee discrimination, are all primary requirements. Topics covered include laws relating to ADA, EEO, FMLA, Title VII and many others with a focus on current rulings and findings in those areas. Additional themes include how to recruit and hire in an ethically and legally defensible manner, the development of human resources policies and procedures that adhere to acceptable ethical principles and do not violate federal law, and legal termination, all of which prepare the learner with a solid background in this important field.  Prerequisite: HUM201

HRD 321: Compensation and Benefits

Attracting and retaining top talent is highly competitive and requires an effective, equitable, and motivating wage and salary program. Learners examine topics such as current labor markets, how to develop an effective compensation program, benefits options, current laws and regulations, job evaluation techniques, incentive pay plans, forecasting future workforce requirements, and many more. This course prepares the learner with a solid framework in the role of compensation and its strategic role in the overall mission of the organization.

HRD 324: Performance Management

Affecting change in individual and organizational performance to optimize operational outcomes is key to maximizing employee output.  Learners gain and apply essentials of performance management. They develop an understanding of the use of theories and current best practices, positive and negative behavior modification, the ABC concept, and pay for performance. This combination of knowledge and skills prepares the learner to affect positive change.  Learners also assess the use of performance metrics to evaluate success in performance improvement.

HRD 420: Developing Workforce Talent for Current and Future Roles 

The Workforce is not static, and to remain competitive in the global economy, organizations must allocate scarce resources to develop talent and foster an environment of innovation. Learners explore the assessment of strengths, weaknesses, skills, and abilities to create personnel development plans that can be used to build career paths for individuals.  These development plans assist in organizational staffing, leadership, and succession planning within the context of current and future organizational needs.

HRD 335: Understanding Personnel Characteristics and Group Dynamics

Individuals bring their unique personalities, strengths, and challenges to the workplace.   Each of these characteristics influence the dynamics of the interactions between individuals and groups.  Learners will explore the major personality assessments commonly used in the workplace and their individual and group applications.   Through research and experience, learners will examine how individuals and groups can benefit by learning about personality traits. Prior study of psychology is highly recommended.

HRD 430: Recruiting Workforce Talent for Current and Future Roles

Recruiting top talent is a strategic long-term success factor for organizations. Learners evaluate best practices for creating job specifications, recruiting, assessing applications, interviewing, pre-employment testing, assessing references and background checks, selecting potential employees, and closing employment agreements.  Emerging trends and associated challenges and legal concerns are examined such as those related to the use of social media.  Learners also assess the use of hiring metrics to evaluate successful recruiting.  Prerequisites: HRD 310: Legal and Regulatory Environment of Human Resources and HRD 321: Compensation and Benefits

ISM 465: Data Acquisition and Analytics

Whether an inventory, nursing, quality, or human resources manager, or a professional in another field, knowing what information is needed to make a decision and how to analyze that information is critical.  Learners explore methods to determine what information is needed and the types and sources of information required for different types of decisions encountered in their major field of study.  Utilizing pre-selected or researched qualitative and quantitative sources of data relevant to their fields, learners select appropriate data, apply qualitative and quantitative analytics, and interpret the initial results.  Microsoft Excel and Word are required for this course.  Proficiency in the routine functions of Microsoft Excel and Word are highly recommended.  Prerequisite: MASC110 - Statistics and Probability.

ISM 475: Data Visualization and Reporting

The data has been acquired and analyzed.  The manager or professional must visualize the results for his or her own benefit, anticipate the questions that will be asked by others about the results, and visualize, present, and report on the results to others in ways that the results will be well received.  Learners use visualization tools to present data in a manner that end‐users readily understand, and presentation and document tools to present the results in a variety of formats that meet expectations ranging from one-page targeted summaries to professional presentations and analytical reports.  Microsoft Excel, PowerPoint, and Word are required for this course.  Proficiency in the routine functions of Microsoft Excel, PowerPoint, and Word are highly recommended.  Other industry recognized visualization software may be provided as part of the course.  Prerequisite: ISM 465: Data Acquisition and Analytics.

BSAD 415: Negotiation and Conflict Resolution

Effective interpersonal skills are essential for professionals as they communicate, collaborate, and negotiate with other individuals and groups within and outside an organization.  Successful learners develop the professional interpersonal, facilitation, negotiation, conflict management, and dispute resolution skills necessary for success in today’s complex business environments.  This complexity includes elements such as the social, cultural, and economic diversity of the workforce in domestic and global environments.  Learners apply these skills in a series of scenarios including those related to personnel, team, contractual, procedural, change, and other stakeholder concerns.  Prior study of professional communication recommended.

OMGT 444: Project Management

Project management is applicable to all types of service and manufacturing settings where a specialized task, job, or venture has been presented.  Learners study project management as a general practice and method, as well as its application within the context of the specific task, job, or venture and the environment in which the project is realized.  Learners apply project management practices and methods within the context of various projects.  Emphasis is given to the role of human resources and communication in a project’s success.  While not a certification preparation course, this course provides foundational knowledge that will be useful if a learner chooses to take project management certification preparation courses.

HRD 440: Human Resource Information Systems [HRIS]

Business technology continues to evolve and remains an integral part of organizations, including human resource management and development.  Learners explore technologies related to Human Resource Information Systems (HRIS) for use with data collection and analytics in support of operational and strategic decision making.  Other systems including Applicant Tracking Systems (ATS) and Learning Management Systems (LMS) are examined as they relate to recruiting and talent development.  Various types of HRIS system delivery platforms including cloud-based, in-house, and external vendor-based systems are also researched.  Prerequisite: HRD 301: Principles of Human Resource Management and Development

HRD 497: Human Resource Management and Development Capstone

Learners engage in two projects that assess their achievements and preparation for pursuit of professional aspirations in the field of human resource management and development.  Through application and assessment, learners examine the knowledge and skills gained throughout the program, achievement of the program outcomes, their roles as individual responsible citizens and in encouraging corporate responsible citizenship, and their preparation for leadership in their discipline.  Prerequisites: All major courses.  Prior study of professional communication recommended.

Foundation Requirements

CORE101: Developing Academic and Professional Strengths

How does higher education help create the type of person that businesses want to hire? Learners will explore the answer to this question, and in doing so, help lay the foundation for academic and professional success. Each learner will develop a core set of skills needed to be both an effective college student and a successful professional in the 21st‐century workplace. Learners will develop and practice practical strategies with which to become more efficient and effective learners, while also developing higher‐order learning skills to reflect on critical issues relevant to both academic and professional environments such as personal responsibility and ethics.

CORE110: Information Literacy

This course is designed to provide learners with the skills that are fundamental to becoming an information‐literate professional who can locate, evaluate, organize and communicate information. The abundance and rapid flow of data requires skill development in the understanding of information resources, accessing information sources, determining the credibility of Internet information, logically organizing sources and finally presenting the information professionally.

ENGL101: Composition 1

This course helps learners develop writing skills that are transferrable to any academic or workplace writing task. The course guides learners through the process of planning, drafting, revising, editing, and proofreading academic and workplace writing. Learners will develop skills necessary to craft coherent sentences and paragraphs, to edit editing their writing for proper spelling, grammar, and punctuation. They will learn about narrative structure and techniques as well as the elements of successful argumentation and persuasive discourse. This course also guides learners through every stage of the research process. Learners will develop a research plan, conduct research, organize and draft a research paper, and then revise, edit, and proofread that research paper.

ENGL102: Composition 2

This course builds on the thinking and writing skills introduced in Composition 1. Learners will write critical, argumentative essays based on their interpretations of nonfictional texts, including literary, film, and cultural texts, and in doing so, will recognize the role of rhetoric in the writing situation as they craft persuasive discourse. In doing so, they will learn methods of questioning, analyzing, and evaluating their own beliefs as well as the perceptions and perspectives of others. These methods of critical thinking are intended to improve the quality and organization of learners’ writing for any purpose, including academic and workplace purposes. In addition to writing essays, learners will develop more advanced research strategies, as well greater proficiency in APA style.

Prerequisite: ENGL101

COM 125: Speech

This course helps learners majoring in any discipline strengthen communication skills essential for success in academics and the workplace. Learners will focus on listening, evaluating, and delivering spoken discourse based on audience and purpose. Learners will evaluate why some people are more effective than others as public speakers, analyze speeches and audiences, study ethical considerations for speakers, research and organize findings on a topic, and present findings before an audience, and learn techniques for identifying and reducing speech anxiety.

HUM 201: Ethics

Ethics introduces learners to moral philosophy, the branch of philosophy that questions what is good and bad. The course surveys a number of important ethical theories—ethical relativism, objectivism, egoism, altruism, utilitarianism, duty‐based moral theory, natural law, natural rights, and virtue ethics—as they examine reasons why certain actions are morally right or wrong. Learners will apply ethical theories in the evaluation and analysis of current controversial issues, question ethical matters from a variety of angles, and acquire new tools to assist them in making ethically sound, well‐informed decisions throughout their lives.

COM 301: Professional Communication

This course prepares learners to communicate effectively in business settings by helping them develop their written and oral communication skills. The course focuses on traditional and Web‐based forms of communication used in business today, including e‐mail, letters, memos, reports, proposals, and presentations. The course teaches learners to plan, write, and revise communications for a variety of audiences and in different mediums. It also teaches learners to communicate with greater clarity, economy of language, and vigor, as well as how to communicate professionally with employees, customers, and hiring managers. Learners will participate in interactive online activities and complete real‐world assessments that help them produce, evaluate, and improve their own written, oral, and multimedia communication skills.

Prerequisite: ENGL102. A final grade of C or higher for this course is required for learners to enroll in the capstone course.

Disciplinary Perspective Requirements

  • Humanities (6 credits)
  • Natural Sciences/Mathematics (4 credits)
  • Social Sciences (6 credits)

Graduation Requirements

  1. Complete all foundation and major courses with an overall GPA of 2.0
  2. Complete a minimum of 124 credit hours, with at least 60 hours at a bachelor’s degree-granting institution
  3. Complete at least 30 credit hours with a C average or above from Southwestern College

All degree requirements are subject to change. Please see Southwestern College Professional Studies Catalog for the most current degree requirements.