Human Resources Major. Faculty. Liberal Education Curriculum

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1 Faculty Kathy Corley 02 (2003) Senior Instructor in Human Resources and Business Admin istration, Coordinator of Human Resources Program B.A., Peace College, summa cum laude; M.B.A., with honors, Meredith College; Senior Professional in Human Resources (SPHR) certification, Human Resources Certifica tion Institute; Global Professional in Human Resources (GPHR) Heather A. Lee (1998) Associate Professor of Human Resources B.S., Florida State University; M.S., Ph.D., North Carolina State Uni versity; Senior Professional in Human Resources (SPHR) certification, Human Resources Certifi cation Institute Jennifer Lindberg McGinnis 01, 03 (2007) Assistant Professor in Leadership Studies and Human Resources B.A., Peace College, summa cum laude; M.S., Ph.D., North Carolina State University Human Resources Major Liberal Education Curriculum 50 hours For a full description see Peace Passport section of this catalog Human Resources Major Courses General Electives *38 hours 37 hours Total Hours for B.A. in Human Resources 125 hours As a human resource management (HRM) major, in addition to courses in human resources, you will also have classes in psychology, communi cation, business, leadership, and other academic disciplines. The options in the field of HR are so varied that there is something for the student with interests in marketing, management, training, or quantitative skills. Site visits, internships, mentor ing with HR professionals, attendance at conferences, and scholarships dedicated for HR majors move you beyond classroom learning and better prepare you for work in the many areas of HRM. 198

2 Human Resources Core Courses HRE 200 HR Management 3 PSY 300 Research Methods & Lab 4 HRE 300 Employee Selection & Lab 4 HRE 341Foundations of Training & Development 3 HRE 334 Employment Law 1 HRE 400 Performance Management & Client Lab 4 HRE 420 Compensation & Benefits & Project Lab 4 HRE 480 Senior Seminar 3 Human Resources Electives (Choose 12 hours; at least 6 hours must be HRE coursework) BUS/HRE 100 Introduction to Business and Work 3 HRE/COM 212 Interpersonal Communication 3 BUS 221 Principles of Accounting 1 3 HRE/LEA Group Process and Lab 4 LEA/BUS 316 Ethics and Leadership 3 HRE 321 Affirmative Action 1 HRE/COM 332 Organizational Communication 3 HRE 336 HR Games and PHR Prep 1 HRE 337 Mergers and Acquisitions 1 HRE/LEA 344 Emotional IQ 1 HRE 380 Organizational Development 3 HRE/PSY 399 International Perspectives on Work 3 HRE 440 HR Applications 3 Students who double-major must complete an internship in Human Resources unless their internship in the other discipline clearly includes industrial/ organizational psychology-related ele ments (e.g., research, data collection, systems design, etc.) or relevant business-related elements (e.g., management, payroll, insurance, pension, etc.). Students must obtain approval from the Human Resources coordinator prior to the completion of the other internship in order to receive an exemption form HRE 490. Human Resources Minor 18 hours Required courses: HRE 200 Human Resource Management* or PSY 370 I/O Psychology 3 HRE 300: Employee Selection and Lab 4 Plus 11 additional HRE hours at the 300 level and above *Notes: HRE 490 can be counted only once for the minor. Students must maintain a C average or better in all major and minor courses. Human Resources Courses HRE/BUS 100: INTRODUCTION TO BUSINESS AND WORK What lasts forty years or 83,200 hours? That s the average time a woman is in the full-time workforce, more if no time-off is taken for childrearing. In this course, you will learn how human behavior impacts organizational behavior and results. The course covers fundamental under standing of the business environment, work structure, and successful conduct in organizations that will give you a huge advantage over others less prepared. You will be given the foundations of human relations and basic business skills and knowledge to apply in the organizational setting. HRE 200: HUMAN RESOURCE MANAGEMENT Human Resources Management (HRM) is a functional area of every business with the goal of attracting and retaining the best and brightest employees. It is also a key business skill set like marketing, information technology and account ing. If you are considering a career in business and/or becoming an HR professional, it is impor tant to learn about recruiting, training and developing employees, managing performance and careers, and ensuring that workers are happy and successful. This course will review these topics and help you learn about the important contributions that HRM makes in business. 199

3 200 HRE/COM 212: INTERPERSONAL COMMUNICATION Within your family, work, and personal relationships, communication often determines how satisfied and effective these relationships become. The abilities to speak clearly, listen effectively, and handle conflict cooperatively are among the skills you will learn and practice in this course. You will learn a great deal about your communication attitudes and skills, as well as how the communication behaviors of others with whom we have relationships impact our thoughts and feelings. HRE 300: EMPLOYEE SELECTION with APPLICATION LAB Prerequisites: HRE 200 or PSY 370, or permission of the instructor; Offered every fall Managers in all departments are responsible for selecting new employees and making decisions about promoting employees. Additionally, re cruiting is the most popular entry-level job in Human Resources. In this course, you will learn both the practical aspects of recruiting and hiring employees and the research and theory on which these practices are based. You will get hands-on experience exploring on-line resources, planning a job analysis, and making a hiring decision. This course will develop your knowledge of interviewing principles and provide interview skill practice to aid you in becoming a savvier applicant and interviewer. In addition to interviews, you will also learn how employment tests, work samples, simulations, and assessment centers are constructed and used in employee decisions. HRE/LEA 301: GROUP PROCESS AND GROUP DYNAMICS Three class hours per week; Credit: 3 hours; Prereq uisites: LEA ; Co-requisite: HRE/LEA 302 A process of working with others to accomplish shared goals, leadership must be studied in the context of groups and teams. The purpose of this course is to provide students with the knowledge and skills necessary to lead and work effectively in groups and teams. This course will explore theory, practice, and research in group process, including group dynamics, group roles, teamwork, diversity, decision-making, and visioning and goal setting. HRE/LEA 302: GROUP PROCESS LABORATORY Two laboratory hours each week; Credit: 1 hour; Pass-fail grading; Co-requisite HRE/LEA 301 This laboratory will provide students with the opportunity to practice group process techniques and to experience the various challenges that groups and teams face on a regular basis. Self-assessment and peer feedback will be a major component of this laboratory. HRE : SPOTLIGHT COURSES Human Resources majors are required to take one course from each of the three areas. Spotlight courses are one-credit-hour academic experiences that allow you to enhance your knowledge, skills, and attitudes related to Human Resources current issues and practices. The pur pose of spotlight courses is to examine a topic in greater depth than other courses allow or to expose you to a specialized or current topic within the field of Human Resources. These courses may be offered in formats different from weekly meetings. - HRE 321 Understanding Affirmative Action - HRE 334 Employment Law Basics - HRE 335 Employee Relations - HRE 336--HR Games and PHR Prep - HRE 337 Mergers and Acquisitions - HRE/LEA 344 Emotional Intelligence HRE/BUS/COM 332 ORGANIZATIONAL COMMUNICATION Three hours each week; Credit: 3 hours Since we spend so much time at work, the workforce plays a significant role in each of our lives. How do organizations make decisions? What is organizational culture? How do you understand and navigate office politics? In this course, we ll examine theoretical perspectives that offer answers to these questions.

4 HRE 341: FOUNDATIONS OF TRAINING AND DEVELOPMENT Prerequisites: COM 101 and HRE 200 or PSY 370; Offered every fall Do you think that training adults is just like training children and students in school? Training professionals have learned that adults have different needs than children. In this course you will learn how to develop training programs relevant to adults immediate needs and learning styles. You will get practice designing and facili tating a training session for other students. The skills you learn in this course will prepare you to facilitate orientation and training programs in a business or organization. HRE 380: ORGANIZATIONAL DEVELOPMENT HRE 200 or PSY 370; Offered every spring How do organizations grow and change to become more profitable, serve more clients, or become an employer of choice? This course offers you an indepth look at the processes involved in improving organizational performance by making organizationwide changes. You will learn about organizational change as it relates to improving performance, the techniques for effectively introducing changes in organizations, and for overcoming resistance to change. A field project in an organization will allow you to apply your knowledge and skills. HRE/PSY 399: INTERNATIONAL PERSPECTIVES ON WORK Eight 1.5-hour classes prior to a two-week trip abroad; Credit: 3 hours; Prerequisites: PSY 101, BUS/HRE 100, or COM 212 This trip course introduces you to differences between the United States and other countries re garding issues of gender in the work place, as well as worklife balance. You will be prepared for the trip through readings on the issues and countries to be visited, as well as guest speaker presen tations. We will visit a minimum of three companies abroad and interview managers and employees in the companies on the issues. You will be expected to maintain a journal and write a comparative analysis paper using the readings and knowledge gained from the trip and interviews. HRE 400: PERFORMANCE MANAGEMENT & CLIENT LAB Four class hours each week; Credit: 4 hours; Prerequisite: HRE 200 or PSY 370, STA 201 and junior status; Offered every spring Every employee has his/her performance evaluated and every supervisor evaluates someone s performance. This course is designed to provide you with an in-depth study of performance management (PM) in an organiza tion. You will understand why effective perfor mance management is critical, develop the skills to give feedback to employees, and learn how to develop a performance appraisal system. A required team project allows students to enter a local organization and evaluate their performance management system against the criteria taught in class. You should leave the course possessing a set of tools which can be used in effective performance management HRE 420: COMPENSATION AND BENEFITS & PROJECT LAB Four class hours each week; Credit: 4 hours, Co-requisite or Prerequisite: HRE 200 or PSY 370, STA 201 and junior status; Offered every spring. Without fair and attractive compensation and benefit systems, organizations would not be able to attract and retain the best employees. Strategic and creative compensation systems give companies a competitive edge. You will learn the different types of compensation that employees receive, innovative strategies for paying employees, required and optional benefits plans, and the legal, regulatory, and ethical environments in which compensation administration occurs. You will not only understand why an effective compensation and benefit program will give companies a competitive advantage, you will also learn the fundamental skills to design, implement, and evaluate such tactics to achieve this advantage. HRE 440: HR APPLICATIONS HRE 200 or PSY 370 and junior status; Offered every fall You will review and be tested on the HR body of knowledge as measured by the SHRM Learning System for the PHR/SPHR Certification Exam. You will study each functional area of HR and take a mock certification exam. Strategies for preparation for the PRH exam include study for the HR Games and admission of at least two teams (six students) in the competition. In addition, you will apply knowledge and skills through professional service via projects and collaborations with SHRM, the Peace affiliate of SHRM and the Raleigh affiliate of SHRM. 201

5 HRE 480: SENIOR SEMINAR Human Resources major and senior status; Offered every fall. Senior seminar serves as the summary or capstone experience for HR majors. You will complete a portfolio of your work in human resources, participate in mock interviews, and assess your career readiness skills. The course will provide preparation for you to assume the role of a professional by covering ethical issues, strategic issues, current topics relevant to the field, and career guidance. You will study for and take a mock PHR certification exam that covers the nationally recognized body of HR knowledge in the field. HRE 490/491: HUMAN RESOURCES INTERNSHIP I and II Credit: 3 or 6 hours; Prerequisite: HRE 200, junior or senior status, or permission of the instructor Internships give you the opportunity to work in an actual Human Resources department. You will have a chance to put the knowledge and skills you have learned in your courses into practice and see how they work. Interns develop employee handbooks, interview candidates for jobs, screen applications, do reference checks, coordinate benefits open-enrollment processes, and many other Human Resource projects. You will spend a minimum of 120 hours in the workplace to earn 3 credit hours. We encourage you to have at least two internships (6 credit hours) so that you get experience with two different employers. You can take up to 15 semester hours of internship/ cooperative education credit toward the baccalaureate degree. HRE 492/493/494: DIRECTED STUDY Credit: 2 4 hours; Prerequisite: junior or senior status A course of study addressing a specific topic or problem of interest to a student, designed collaboratively by the student and faculty member(s), and resulting in a paper, report, critiqued performance or production, or other assessable evidence of value added to the student s educational experience. A contract of expectations by the student and by the super vising faculty member(s) must be approved by the Division Chair and by the Provost prior to registration. No more than 4 semester hours toward the baccalaureate degree can consist of independent study credit. HRE 495: SPECIAL TOPICS IN HUMAN RESOURCES Credit: 1 4 hours; Students may repeat this course once with different content A course whose content may vary from term-to-term according to the needs of the academic department, student demand, or the interests of the faculty member. 202