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Concentrations

Human Resources

All core requirements must be completed before enrolling in concentration courses. This field encompasses aspects of the employment and development of human resources in private and public sector organizations, both domestic and international. This concentration prepares students to understand, evaluate, and respond appropriately to human resource issues.

Since human resource practices can impact organization outcomes in terms of productivity, quality of work life, and profit, it is critical for human resource practitioners to understand the development and management of the workforce.

Human Resources Requirements

Note: 782.720 Critical Issues in the Development and Management of Human Resources must be the first course taken for the Human Resources concentration.

Choose two concentration courses from the following:

Organization Development

All core requirements must be completed before enrolling in concentration courses. Students enrolled in this concentration study relationships among individuals and within groups to effectively manage planned change and influence the organization as a system.

Organization Development Requirements

Choose two concentration courses from the following:

General Concentration

All core requirements must be completed before enrolling in concentration courses. Students develop a customized concentration track that integrates courses across the human resource and organization development tracks. Students may select courses from the OD and HR concentrations as long as they total 15 credits.

 

  • 782.720 Critical Issues in the Development and Management of Human Resources

    Matching an organization’s strategic plan, its employees’ characteristics, and its human resources management (HRM) activities is important for achieving desirable organizational results, competitive products, and services. Emphasis is placed on understanding the strategic role HRM activities can play in organizations and the challenges and opportunities brought by global competition, technology, diversity, the supply and demand of knowledge and skills in the workforce, restructuring and downsizing, and the contingent workforce. HRM functions such as employee selection/placement, rewards and benefits, appraisal, and employee development are reviewed in the context of how organizations can be prepared to cope with internal and external challenges, and how HRM can be a strategic business partner. (3 credits)

    Prerequisite(s): BU.782.620 AND BU.782.625 AND BU.782.636 AND BU.782.638 AND BU.782.640 AND BU.782.642 AND BU.782.644

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  • 782.714 Human Resources, Labor Relations, and Employment Law

    A survey and analysis of the laws governing labor relations and employee rights in the workplace. This course examines the legal framework in which collective bargaining takes place, including negotiations for and enforcement of collective bargaining agreements. Additionally, this course examines the current laws affecting equal employment opportunity, workers’ compensation, occupational health and safety, immigration reform and control, privacy issues, and wrongful discharge. The course also addresses ensuring safe employment practices and developing legally sound policies and procedures. (3 credits)

    Prerequisite(s): BU.782.620 AND BU.782.625 AND BU.782.636 AND BU.782.638 AND BU.782.640 AND BU.782.642 AND BU.782.644

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  • 782.723 Performance Analysis and Improvement Strategies

    This course is based on behavioral concepts as they apply to performance in organizations and organizational effectiveness. Additionally, this course examines performance standards, assessment, and appraisal in relation to how an employee’s competencies, interests, and accomplishments contribute to the future of the organization. Students learn when and how to use performance improvement strategies such as feedback and incentive systems, professional development plans, and workplace and job design. As a result of this course, students create a performance analysis and improvement strategy application. (3 credits)

    Prerequisite(s): BU.782.620 AND BU.782.625 AND BU.782.636 AND BU.782.638 AND BU.782.640 AND BU.782.642 AND BU.782.644

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  • 782.705 Conflict Resolution and Mediation Process

    This course examines conflict theory and the processes of conflict management and resolution, such as negotiation, mediation, alternative dispute resolution, and analytical problem solving. Students study the development and assessment of the roles of mediator, arbitrator, and reconciliator; assess third party interventions in a variety of organizational settings; compare and contrast legal processes and alternative dispute resolution; and discuss ethical perspectives and dimensions.

    Notes: Open to MBA/Management concentration students. (3 credits)

    Prerequisite(s): BU.782.620 AND BU.782.625 AND BU.782.636 AND BU.782.638 AND BU.782.640 AND BU.782.642 AND BU.782.644

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  • 782.706 Career Management

    Increasingly, human resources and organization development specialists are called upon to play key roles in the design and delivery of career management services. This course introduces participants to career development theory and practice, models for delivering services to individuals in career transition, and strategies for implementing career management systems in today’s organizations. Through lectures, personal self-assessment, class discussions, and individual and group projects, students learn the science of career decision making, workplace trends impacting career management practices, assessment strategies, ethics, and liability. (3 credits)

    Prerequisite(s): BU.782.620 AND BU.782.625 AND BU.782.636 AND BU.782.638 AND BU.782.640 AND BU.782.642 AND BU.782.644

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  • 782.712 Staffing, Recruitment, and Selection

    This course focuses on recruiting, screening and selecting, hiring, and outplacing employees within the public and private sector. The recruitment and selection of a diverse workforce including an analysis of labor force demographics, equity in recruitment and selection, and sensitivity to diverse cultures are also discussed. Finally, the course addresses the use of technology to find and attract employees, including company Web page criteria for staffing and electronic communication policies. (3 credits)

    Prerequisite(s): BU.782.620 AND BU.782.625 AND BU.782.636 AND BU.782.638 AND BU.782.640 AND BU.782.642 AND BU.782.644

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  • 782.715 Compensation and Benefits

    This course examines and reviews the elements of compensation and rewards systems that affect an organization (both public and private sector), including employee compensation theory and practice, wage and incentive design techniques, and administrative considerations and theoretical justification. (3 credits)

    Prerequisite(s): BU.782.620 AND BU.782.625 AND BU.782.636 AND BU.782.638 AND BU.782.640 AND BU.782.642 AND BU.782.644

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  • 782.749 Managing for Competitive Advantage: Diversity and the Global Workforce

    Given the increasingly diverse and global workforce, managers and organization development and human resources professionals need to understand what it takes to create a thriving organizational community and culture, which is critical to the development of a competitive organization. Students examine the source of differences such as goals, beliefs, national cultural values, race, and gender. Through classroom exercises, students develop strategies for valuing, leading, and managing diversity through various scenarios, including issues of conflict and different styles of management.

    Notes: Open to MBA/Management concentration students. (3 credits)

    Prerequisite(s): BU.782.620 AND BU.782.625 AND BU.782.636 AND BU.782.638 AND BU.782.640 AND BU.782.642 AND BU.782.644

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  • 782.730 Organization Development Process: Entry, Contracting, and Diagnosis

    This highly applied course focuses on organization entry and contracting, diagnosis of organizations, collecting and analyzing diagnostic information, and data feedback. Specific topics include entering into an organization development relationship, developing a contract, diagnostic models, organization-level diagnosis, group-level diagnosis, data collection methods and techniques for analyzing data, the feedback process, and survey feedback. (3 credits)

    Prerequisite(s): BU.782.620 AND BU.782.625 AND BU.782.636 AND BU.782.638 AND BU.782.640 AND BU.782.642 AND BU.782.644

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  • 782.736 Advanced Topics in Organizational Learning

    Students engage in an in-depth examination of learning and change issues in organizations. The selection of topics reflects current trends, how organizations respond to changes in the business and economic environment, labor market issues, new technologies, political trends, and consumer demands. (3 credits)

    Prerequisite(s): BU.782.620 AND BU.782.625 AND BU.782.636 AND BU.782.638 AND BU.782.640 AND BU.782.642 AND BU.782.644

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  • 782.740 Leading Systematic Interventions

    Students learn to design and implement organizational interventions aimed at deep and long-lasting systemic organizational change. The course focuses on the design and implementation of different organizational interventions and underlying theories, including interventions focusing on interpersonal and group process approaches, systemwide process approaches, techno-structural interventions, and strategic interventions. The role of the change agent as leader and facilitator of systemic interventions is also discussed. Course work draws upon case studies and projects. Evaluation of these interventions will be discussed. (3 credits)

    Prerequisite(s): BU.782.620 AND BU.782.625 AND BU.782.636 AND BU.782.638 AND BU.782.640 AND BU.782.642 AND BU.782.644

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  • 776.716 Knowledge Management Systems

    Students learn the fundamental principles of knowledge management (KM) and a wide range of KM strategies, techniques, and technologies that can be introduced to improve the effectiveness and competitiveness of organizations. Topics include enhancing organizational communication and innovation; capturing, mapping, and structuring knowledge; using KM for human capital strategies; supporting and enhancing collaboration; creating and sustaining a knowledge-sharing culture; leveraging advances in artificial intelligence and expert systems; managing and measuring intellectual capital; and designing effective knowledge management systems. (3 credits)

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  • 782.705 Conflict Resolution and Mediation Process

    This course examines conflict theory and the processes of conflict management and resolution, such as negotiation, mediation, alternative dispute resolution, and analytical problem solving. Students study the development and assessment of the roles of mediator, arbitrator, and reconciliator; assess third party interventions in a variety of organizational settings; compare and contrast legal processes and alternative dispute resolution; and discuss ethical perspectives and dimensions.

    Notes: Open to MBA/Management concentration students. (3 credits)

    Prerequisite(s): BU.782.620 AND BU.782.625 AND BU.782.636 AND BU.782.638 AND BU.782.640 AND BU.782.642 AND BU.782.644

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  • 782.743 Advanced Leadership Theory and Practice

    This course blends theory and practice to help students develop their leadership skills. A robust theory of leadership effectiveness, woven throughout the semester, includes articulated style and domain traits, personal and positional power bases, social forces, and organizational, group, and individual variables for leadership. Emphasis is placed on case studies of leaders as effective change agents in organizations confronting turbulent times.

    Notes: Open to MBA management concentration students. (3 credits)

    Prerequisite(s): BU.782.620 AND BU.782.625 AND BU.782.636 AND BU.782.638 AND BU.782.640 AND BU.782.642 AND BU.782.644

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  • 782.747 Leading Organizations: Strategy, Structure, and Roles

    At the heart of effective organizational change is the ability of managers and consultants to lead strategic planning processes and to involve employees in problem solving and decision-making. Participants develop an understanding of the strategic planning process, including a detailed exploration of SWOT analysis, decision making among strategic choices, and strategy implementation by means of the organization’s structure.

    Notes: Open to MBA/Management concentration students. (3 credits)

    Prerequisite(s): BU.782.620 AND BU.782.625 AND BU.782.636 AND BU.782.638 AND BU.782.640 AND BU.782.642 AND BU.782.644

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  • 782.749 Managing for Competitive Advantage: Diversity and the Global Workforce

    Given the increasingly diverse and global workforce, managers and organization development and human resources professionals need to understand what it takes to create a thriving organizational community and culture, which is critical to the development of a competitive organization. Students examine the source of differences such as goals, beliefs, national cultural values, race, and gender. Through classroom exercises, students develop strategies for valuing, leading, and managing diversity through various scenarios, including issues of conflict and different styles of management.

    Notes: Open to MBA/Management concentration students. (3 credits)

    Prerequisite(s): BU.782.620 AND BU.782.625 AND BU.782.636 AND BU.782.638 AND BU.782.640 AND BU.782.642 AND BU.782.644

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  • 782.754 Executive Coaching

    Constant change calls for increasing our capacity to adapt to new structures, to learn new ways of operation, and to develop new skills and competencies. Developing leaders to guide the organization into the future and developing managers to implement current and future organizational needs are critical to organizational effectiveness. Coaching focuses on results, strategies to achieve these results, and changing how people learn. The course is a required competency for leaders, managers, human resources managers, and organization development consultants (both internal and external). (3 credits)

    Prerequisite(s): BU.782.620 AND BU.782.625 AND BU.782.636 AND BU.782.638 AND BU.782.640 AND BU.782.642 AND BU.782.644

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PDF Version

The academic year catalog is also available in a printable PDF format.

If you have any questions regarding the content of the printable catalog, please call 1-800-GO-TO-JHU. Our student services advisers would be happy to assist you.

This document is printed once a year. You will need Adobe Acrobat Reader Download Adobe Acrobat Reader to view its contents.

Download: 2007-2008 Academic Year Catalog (1.8 MB, 263 pages) *

* Note: this PDF document is 263 pages long. To print individual sections, please note the start and end pages of the section, and indicate the pages to print in the Adobe Reader's Print Range option under the File > Print menu.

Last updated on June 25, 2007