Bachelor of Arts in
Management (BAM),
Human Resource
Management

Introduction to the roles of managers and the vision, mission and goals of organizations. Investigates management theories and explores the four primary functions of managers: Planning, Organizing, Leading and Controlling. Covers issues related to human resource management, organizational structure and behavior, creative problem solving, effective communication, and the management of teams, change and innovations.

New technologies have opened new arenas in prediction and marketing. Subjects of predictive analytics topics and its role in enterprise marketing will be discussed. The course applies predictive analytic tools to derive the organization’s strategic direction. Market and product analysis will be used to illustrate the development process. Results will be drawn from actual predictive analytics applications and interpreted in the context of business impact.

Financial world faces uncertainty that affects the outcome of sound investments. Leaders are utilizing probabilistic analytic models that alleviate ambiguity on making decision for profitable returns. Theories and practical tools focusing on model building; constructing, processing, and presenting probabilistic information will be discussed. Utilization of analytical software to solve problems on axioms of probability, conditioning and probability trees, random variables and distributions expectation.

Every step of online transactions should be considered with security in mind. Accessing the organizations’ data requires operators to apply the proper security and privacy while the data is stored, transmitted accessed and when it is worked on. Work with confidential data involves strong ethical practices to be aware of security breaches and how to mitigate threats.

Prerequisite: ECO 203 and ECO 204

A study of the accelerating internationalization of all business, this course introduces upper-division undergraduate students to all facets of international business within three broad subject areas: (1) the economic framework of international business, (2) the operating frameworks of multinational corporations, and (3) a framework for global strategic management. It uses case studies to illustrate concepts and methods.

Examination of core issues in the practice of leadership. Identification of differing theories and styles of collaborative, integrative organizational leadership and comparison to authoritarian or management by edit within the organizational context.

An introduction to the impact that individuals, groups, and structure have on behavior within organizations for the purpose of applying such knowledge toward improving an organizations effectiveness. The course will focus on work-related behavior with an emphasis on individual and group performance as it relates to organizational productivity and processes. A central theme will be the development of “people” skills to help all employees- staff, front-line supervision, and management- improve their effectiveness.

This course provides an overview of the myriad of human resource management activities performed in the workplace. Topics include human resource planning, job analysis, staffing, recruitment, selection, retention, training and talent development, compensation and benefits, legal aspects, DE&I, discipline, performance management, labor relations, ethics, and health and safety.

Exploration of values and ethics in businesses that operate locally and internationally. Moral philosophies, values, conflict of interests, discrimination, business cultures, and ethical standards are critically presented. Ethical leadership of people, technology and sustainability are used in the development and implementation of ethical business programs.

Prerequisite: Complete all “Preparation for the Major” courses and all other courses listed as “Requirements for the Major.”

Application of strategic management principles to develop, organize, finance, and operate a business enterprise. Integrates and applies knowledge and skills gained in other business and management courses to create a competitive strategy.

This course explores the fundamentals of wage and salary programs. Topics of study include job evaluations, salary surveys, pay structure adjustment, benefits programs, employee incentives and service programs, and linking performance to extrinsic and intrinsic rewards. You’ll also look at human resource information systems (HRIS) and how synthesizing pay, benefits administration, and HR technology can produce practical programs for attracting, motivating, and retaining a diverse workforce.

An analysis of the legal and regulatory issues faced by human resource managers in the workplace. You’ll evaluate EEO laws, compliance requirements, and employee liability prevention while focusing on creating DE&I policies that avoid discrimination and create a diverse, equitable, and inclusive workplace. In addition, you’ll learn to recognize potential legal issues in the workplace by reviewing federal statutes and discussing and analyzing related case law.

This course explores and defines the relationship between organizational development, career systems, and talent management in HR practice. Coursework will examine these topics as they relate to helping practitioners achieve organizational goals while identifying and developing employee talent. You’ll study the theory and practice of assisting individuals while facilitating greater compatibility between individual, team, and organizational growth and change.

In this course, you’ll evaluate the strategic direction of an organization as it relates to assessing and filling jobs. You’ll examine the entire employment cycle, from initial recruitment and hiring through subsequent placement, onboarding, and retention. DE&I theories — and the importance of diversity, equity, and inclusion — will be examined as you explore staffing needs, job analysis, interviewing, screening, evaluating, and promoting.