This course focuses on the unique demands of the sports business landscape and how managers must adapt to them, including the diverse challenges of managing stakeholder groups, players, fans, sponsors, employees, event venues, and governing bodies who each impact the sports industry in different ways. Students will analyze and assess strategies for dealing with those challenges, better preparing them to lead and manage in the industry.
This course walks a student through the process of managing talent within an organization. Topics discussed in detail include the performance appraisal and management process, employee development, managing employee turnover, and compensation systems and programs. The course is primarily lecture-based but includes some hands-on activities with real world applications which leverage concepts from social network analysis and HR analytics.
Legal issues in the workplace underpin the basic rights and protections for both employers and employees. This course is designed to provide a survey of the current employment laws in the United States. Employment law embodies principles of contracts, torts, property law, constitutional, criminal law, labor law, immigration law, and dispute resolution among others. The course will cover legal perspectives in staffing, compensation, benefits, safety and health, and employment discrimination.
HR is a significant contributor to an organization's success by maintaining and organizing the workforce or human capital, deliver HR services, and ultimately help carry out essential business strategies. This course will go beyond technical aspects of HR and provide an introduction to how HR can strategically manage people as business resources to align with organizational goals and strategies to provide a competitive advantage for businesses.
Managing and participating in change is a business reality that requires self-awareness and accurate organization assessment skills to be effective. Change can be transformative and complex, or smaller, incremental actions. This course begins with having a personal understanding about how you process and act when faced with change. It then extends into understanding how others deal with and work through change. Foundational change processes will be reviewed and critiqued to act as a guide to develop your leadership and management skills.
Given the proliferation of eHRM, big data, and outsourced technological solutions, an understanding of human resource information systems is a crucial skill for the modern HR professional. Topics covered in this course include basic HR database concepts, planning, implementing, and justifying a HRIS system, as well as the role of HRIS in specific areas of HRM. The course will be taught with limited technical jargon, relying heavily on discussion around practical examples and the use of case studies.
Described as "the company behind the chart", social networks in organizations provide unique insight into how work gets done in organizations, who gets ahead, and why some policies thrive while others are doomed to fail. This course is designed to provide an in-depth look at how workplace relationships are embedded in virtually all elements of human resource management. The role of networks in the organizational entry, retention, and exit phases of the employee cycle will all be discussed.
Dealing with HR or people analytics can be a daunting task. Communicating results from these analyses in a comprehensive, succinct, and accurate manner is a crucial skill to maximize the impact of analytics. Topics in this course will include presenting HR analytics, writing HR analytics, and visualizing HR analytics. The course is taught via case studies with students provided real and hypothetical data and problems and being tasked to problem-solve and communicate solutions.
The Capstone Consulting course is the culminating experience of the Gatton graduate HR programs. It provides students with a framework to apply the HR knowledge, skills and competencies gained from their coursework to complex real-world organizational challenges. Through this experiential opportunity, students complete unique consulting projects with an outside organization. The semester-long project will utilize both qualitative and quantitative research methods to examine a broad- based or specialized area of HR concern.
Examines responsibilities, challenges, and potential rewards that are inherent in the role of managing a sales force. Topics include recruitment, selection, training, motivation, performance appraisal, territory allocation, leadership, and ethical dimensions.
