Maryville’s online B.S. in Human Resource Management program comprises 128 credit hours, including general education requirements, business core courses, human resources major core courses, and human resources electives. The program blends research and theory with experiential learning opportunities, practical HR simulation, and case studies designed to align with the industry-standard Society for Human Resources Management (SHRM) Body of Competency and Knowledge.
Business Core Courses (39 Credit Hours)
|ISYS 100||Digital Foundations||3 Credits|
Course broadly covers microcomputer hardware and software concepts; hands-on experience with operating system software and application software packages: word processing, spreadsheet, database, desktop publishing and presentation graphics.
|BUS 150||Business Communications||3 Credits|
In today’s business world, effective communication, whether it is delivered face-to-face or in a written format, is essential. This course increases the ability of students to express themselves effectively through various forms of communications channels. The course is designed to enhance the quality of student’s communication skills.
|ACCT 210||Financial Accounting||3 Credits|
This course focuses on how business events affect financial statements by acquiring a working knowledge of basic accounting theory and concepts. Topics include the role of accounting in decision making; the recording procedures that accountants use to organize information for financial statement preparation; and analytical tools and accounting principles to aid in reading and interpreting financial statements.
|ACCT 211||Managerial Accounting||3 Credits|
The concepts of managerial accounting are covered in this course. Emphasis is placed on the preparation and use of financial information for planning, decision making and control. The course will address cost classifications, product and service costing methods and systems, profit planning, measuring performance, and the new manufacturing environment.
|ECON 201||Macroeconomics||3 Credits|
This course studies the overall economic activity and growth of a nation. Topics include the basic model of supply and demand, national-income accounting, the determinants of national income and employment, the meaning and measurement of inflation and unemployment, business cycles, the economics of money and banking, and the role of monetary and fiscal policies in influencing economic activity.
|ECON 202||Microeconomics||3 Credits|
This course studies price theory (or the laws of supply and demand) the market system, the economics of consumer-behavior and firm-behavior, market structures, and government regulation of business.
|BUS 241||Business Statistics||3 Credits|
This course develops business data analysis skills and statistical techniques using spreadsheets. Topics include data collection storage and analysis using descriptive statistics, tables and charts; probability and data distributions, statistical tests, correlation, regression, forecasting, and quality control analysis.
|BUS 280||Business Law||3 Credits|
This course examines legal rights and ethics, crimes, torts, contracts, personal property, bailments and sales.
|MGMT 321||Principles of Management||3 Credits|
This course studies the basic theories and concepts of management including the evolution of management, ethics, decision making, organizational structure, motivation, communication, group dynamics and team building, planning, job design, leadership and organizational change.
|MKT 360||Principles of Marketing||3 Credits|
An introduction to the concepts of marketing and their application to those engaged in marketing consumer and industrial goods and services; pricing, product planning, distribution and promotion.
|FIN 312||Principles of Finance||3 Credits|
Students examine basic financial management of business firms: a) procurement, b) allocation and c) control of funds; corporate financial behavior; financial instruments and markets; and the analysis and interpretation of investment and profit performance.
|BUS 314||Operations Management||3 Credits|
This course examines business operations as they relate to both product and service type components. The course provides techniques of production and operation, as well as techniques for service type organizations.
|BUS 491||Business Policies (Capstone)||3 Credits|
This course is an integration of concepts from business core courses and develops the knowledge and skills necessary for strategic planning and decision making in a dynamic business environment. The course employs a competitive, benchmarked business simulation experience involving cross-functional planning in Research and Development, Marketing, Production, Human Resources, Business Process Improvement and Finance. Senior status is required and registration priority is given to graduating seniors.
Human Resource Management Major Requirements (30 Credit Hours)
|HRMG 330||Human Resource Management||3 Credits|
This course provides an overview of the activities related to human resource administration and the role of human resource professionals in organizations. Topics include employment law, equal employment, job design, human resource planning, staffing (recruitment, selection, and placement), training and development, performance management, employee retention, employee relations, and compensation and benefits.
|HRMG 350||Recruitment and Talent Management||3 Credits|
This course develops students’ understanding of recruitment and selection strategies, hiring aligned with organization-specific competencies and goals, and recruitment and training methods. Students will have an opportunity to view recruitment, hiring, and training as a central part of an organization’s strategic plan, learning to measure the costs associated with hiring, training, and turnover rate. Topics will include issues of equity and inclusion within full-cycle recruiting, use of social media, data analytics, and HR software/database systems, as well as outsourcing, and contingent and temporary workforce management.
|HRMG 386||Labor Relations and Negotiations||3 Credits|
Today’s business professionals, particularly HR specialists, must be aware of the many aspects of employee relations and negotiations, including those pertaining to both union and non-union employees. This course will cover labor history (both domestically and globally), as well as all aspects of employee relations, including simple and complex negotiations. Specific areas include legal foundations and issues, unions (collective bargaining, union contract administration, work stoppages, decertification/certification, worker-employer rights, grievance administration), and negotiation tactics. Attention will also be paid to international/global relations and negotiations, as well as business mergers, acquisitions, and sales.
|HRMG 400||Human Resource Systems and Technology||3 Credits|
This course covers analysis and documentation of business processes as they apply to HR professionals, as well as the design and use of information systems to automate these processes on the desktop, web, and using mobile platforms. Students will learn how to use Human Capital Management (HCM) systems and platforms for data analysis and management, personality assessments, and HR metrics. Social media and its use in HR will be covered.
|HRMG 455||HR Employment Law||3 Credits|
This course focuses on employment law regulations and how to plan and reduce legal exposure in the area of human resources. Employment laws are extensive and vary based on many factors, including the size of the organization, its location, and the type of industry in which it operates. The laws that apply to the majority of employers are discussed, such as the Health Insurance Portability and Accountability Act (HIPAA), the Family Medical Leave Act (FMLA), and the Americans with Disabilities Act (ADA), including how to apply these laws to persons, departments, occupations, and organizations. The course will emphasize experiential learning as students explore potential problems and solutions through a variety of case studies.
|HRMG 460||Compensation, Benefits, and Financial Management||3 Credits|
This course examines all aspects of the compensation package, including total compensation, benefits, payroll, and budgeting, with a special emphasis on employee benefits, both legally required benefits such as workers’ compensation insurance and optional benefits such as retirement plans. The course provides students with the guidelines for establishing job and pay structures while taking into account legal requirements. Other topics include compensable and economic factors influencing pay decisions, incentive pay plans, executive compensation, and compa-ratio calculations. Students will also examine basic financial management of business firms: procurement, allocation, and control of funds, as well as corporate financial behavior.
|MGMT 388||Training and Development||3 Credits|
A robust training and development strategy and infrastructure create, promote, and foster individual and organizational effectiveness. This course is designed to help human resource professionals use a systematic approach to develop and conduct an array of innovative and diverse programs in support of an organization’s commitment to employee development, partnerships, and organizational enrichment and maintain its competitive position in today’s business environment. It will address training needs, instructional objectives, learning preferences, training design and delivery, and evaluation of workshops. Instruction will emphasize active training and learning by doing.
|MGMT 470||Interpersonal Management Skills||3 Credits|
Focusing on students’ preparedness to enter the workforce, this course concentrates on helping them develop a broader and deeper understanding of human relations principles and practices. The ability to understand and cope effectively with today’s work and life issues and problems is an important skill to master. Trends such as globalization, increasing workforce diversity, teamwork, and flat organizational structures require a more nuanced and current understanding of the complexities associated with human relations. Students will explore topics related to attitude, motivation, individual approach to work, communication, personal performance management, job satisfaction, conflict management, individual differences and personality, decision-making, workplace change, and stress and health.
|MGMT 472||Business Organizational Behavior||3 Credits|
Students in this course will study the behavior of people in work situations and learn major theories and concepts pertaining to organizational behavior, applying these theories and concepts to organizational problems. The enhancement of the effectiveness of an organization’s human resources is the primary focus of the course.
|HRMG 491||Capstone: Workforce Management and Strategic Leadership||3 Credits|
Note: This course must be taken last in the Human Resource Management program. In this course, students will gain an understanding of the vital partnership between HR and upper management in developing organizational strategy and meeting organizational needs. Topics include executive support and relationship management, workforce management, strategic leadership, critical thinking and application, employee morale, and organizational behavior and design.
Want to learn how to get started?
To ensure the best possible educational experience for our students, we may update our curriculum to reflect emerging and changing employer and industry trends.