2026-2027 Undergraduate Catalog

HRM 262. Introduction to Human Resource Management. 3 Credits.

Personnel management: human resource planning, recruitment, selection, training, motivation, fringe benefits, salary and wages, labor relations, and performance evaluation.
Fall and Spring.

HRM 298. Independent Study. 1-4 Credits.

Independent study is offered on an individual basis at the student's request and consists of a program of learning activities planned in consultation with a faculty member. A student wishing to study or conduct research in an area not represented in available scheduled courses should develop a preliminary proposal and seek the sponsorship of a faculty member. The student's advisor can direct him or her to instructors with appropriate interests. A written report or equivalent is required for evaluation, and a short title describing the program must be sent early in the semester to the registrar for entry on the student's transcript. Course is repeatable for credit.
P: fr or so st with cum gpa > or = 2.50; or jr or sr st with cum gpa > or = 2.00.
Fall and Spring.

HRM 411. Culture as a Competitive Advantage. 3 Credits.

This course focuses on understanding the value of the statement "culture eats strategy for breakfast" and then creating initiatives to ensure culture and talent drive ongoing performance and become a source of competitive advantage. The focus is on preparing business professionals to build a strong culture and maximize their people's skills sets to get the most out of them in an ever-changing business environment. The course emphasizes how to implement state of the art talent management tools to build the culture needed to take organizations to new levels.
P: HRM 262 and overall GPA of 2.5 or above.
Spring.

HRM 460. Employee Development and Training. 3 Credits.

Training is designed to improve performance in a current job, while development builds the skillsets needed for added responsibilities and/or promotions. Both involve careful consideration of environmental forces and the mission / vision of the company. Specific topics include the five key steps in training program development (the ADDIE model), the central role of a needs analysis, Kirkpatrick’s framework for training evaluation, the RIASEC model of occupational interests, learning theories, career trajectories, and cultural influences. This course has been identified as a Cofrin School of Business High Impact Practice (HIP) course. HIPs are rigorous courses that include engaging teaching methods such as regular feedback, peer and faculty interaction, structured reflection, and application of knowledge.
P: HRM 262 and overall GPA of 2.5 or above.
Fall Only.

HRM 465. Recruitment and Selection. 3 Credits.

Recruitment and selection is the core process of keeping an organization fully staffed, and involves bringing new employees into an organization and/or making promotional decisions with internal candidates. Recruitment and selection are crucial to organizational success, as ultimately, people are the most valuable resource an organization has. Key topics include strategic alignment of staffing practices with the business model of the company (e.g., mission / vision), legal considerations, the central role of job analysis and competency modeling, job descriptions and posting avenues, forecasting workforce size, internal versus external recruiting, modern structured behavioral interviewing, and personality assessment.
P: HRM 262 and an overall minimum GPA of 2.5
Spring.

HRM 466. Employment Law. 3 Credits.

This course provides an in-depth look at the laws that shape human resource management (HRM) and their impact on organizational decision-making. Key topics include the history and regulation of work, legal construction of the employment environment, discrimination, employee privacy and management of personal information, labor law, and selected employment benefits and protections. Beyond understanding the substantive law and its sources, students will develop a managerial perspective—learning how to create a workplace that is both legally compliant and proactive in addressing liability risks. Through practical examples, case studies, and term projects, you’ll gain the ability to foster an environment that is sensitive to legal obligations while supporting organizational goals. By the end of the course, you’ll be equipped to identify legal risks, implement preventive strategies, and lead with confidence in today’s complex regulatory landscape.
P: HRM 262 and an overall minimum GPA of 2.5
Fall Only.

HRM 467. Compensation and Benefits Planning. 3 Credits.

Theories of compensation and work motivation and their impact on various reward systems and the rationale for decisions affecting the selection of benefits. This course has been identified as a Cofrin School of Business High Impact Practice (HIP) course. HIPs are rigorous courses that include engaging teaching methods such as regular feedback, peer and faculty interaction, structured reflection, and application of knowledge.
P: HRM 262 and an overall minimum GPA of 2.5
Spring.

HRM 468. Employee Relations. 3 Credits.

This course examines the employer-employee relationship including such topics as organizational policies, employee handbooks, handling complaints, resolving conflicts, managing change, managing diversity, interpersonal mistreatment in the workplace, and the impact of globalization on employee relations. Also covered are various aspects of labor relations, or the relationship between management, employees, and labor unions. In addition, this course explores the social sustainability and ethical implications of human resource management including the effects of high-performance work practices on employee well-being.
P: HRM 262 and overall GPA of 2.5 or above.
Fall Only.

HRM 469. Performance Management. 3 Credits.

This course provides an in-depth examination of performance management, including defining, measuring and evaluating performance and improving performance management systems. Other areas of focus are role of performance appraisal in performance management and methods to improve accuracy and reduce bias in performance appraisal. Legal, business case, and ethical implications of performance management are discussed.
P: HRM 262 and overall GPA of 2.5 or above
Fall Only.

HRM 470. SHRM-CP Prep I. 3 Credits.

This course is the first of two seven-week accelerated courses that prepare you to write the Society for Human Resource Management Certified Professional (SHRM-CP) exam. You will engage in intensive study of the SHRM Body of Applied Skills and Knowledge (BASK) upon which the SHRM-CP exam is based and includes competencies and knowledge pertaining to all HRM functions. You will also learn how those functions are strategically deployed to support employee and organizational success and wellness. This course has been identified as a Cofrin School of Business High Impact Practice (HIP) course. HIPs are rigorous courses that include engaging teaching methods such as regular feedback, peer and faculty interaction, structured reflection, and application of knowledge.
P: HRM 262, HRM 465, HRM 466, HRM 468, and an overall minimum GPA of 2.5
Spring.

HRM 471. SHRM-CP Prep II. 3 Credits.

This course is the second of two seven-week accelerated courses that prepare you to write the Society for Human Resource Management Certified Professional (SHRM-CP) exam. You will engage in intensive study of the SHRM Body of Applied Skills and Knowledge (BASK) upon which the SHRM-CP exam is based and includes competencies and knowledge pertaining to all HRM functions. You will also learn how those functions are strategically deployed to support employee and organizational success and wellness. At the end of this course, you will write the SHRM-CP exam.
P: HRM 470, or concurrent enrollment, and an overall minimum GPA of 2.5
Spring.

HRM 478. Honors in the Major. 3 Credits.

Honors in the Major is designed to recognize student excellence within interdisciplinary and disciplinary academic programs.
P: min 3.50 all cses req for major and min gpa 3.75 all UL cses req for major.
Fall and Spring.

HRM 495. Teaching Assistantship. 1-6 Credits.

The student and supervising teacher must prepare a statement that identifies the course with which the assistantship will happen, objectives for the assistantship, and expectations in order to fulfill the course objectives. Students are not eligible to receive credit in both the course they assist the instructor with and the teaching assistantship in the same semester. Typically student has previously taken the course prior to enrollment in the assistantship. Course is repeatable for credit. This course has been identified as a Cofrin School of Business High Impact Practice (HIP) course. HIPs are rigorous courses that include engaging teaching methods such as regular feedback, peer and faculty interaction, structured reflection, and application of knowledge.
P: Junior standing and an overall minimum GPA of 2.5
Fall and Spring.

HRM 496. Project/Research Assistantship. 1-6 Credits.

The student must prepare a research proposal, and both parties should identify the research arrangement and how the student will complete the work to fulfill the course objectives within the assigned term. This course has been identified as a Cofrin School of Business High Impact Practice (HIP) course. HIPs are rigorous courses that include engaging teaching methods such as regular feedback, peer and faculty interaction, structured reflection, and application of knowledge.
P: Junior standing and an overall minimum GPA of 2.5
Fall and Spring.

HRM 497. Internship. 1-12 Credits.

Supervised practical experience in an organization or activity appropriate to a student's career and educational interests. Internships are supervised by faculty members and require periodic student/faculty meetings. Course is repeatable for credit. This course has been identified as a Cofrin School of Business High Impact Practice (HIP) course. HIPs are rigorous courses that include engaging teaching methods such as regular feedback, peer and faculty interaction, structured reflection, and application of knowledge.
P: Junior standing and an overall minimum GPA of 2.5
Fall and Spring.

HRM 498. Independent Study. 1-4 Credits.

Independent study is offered on an individual basis at the student's request and consists of a program of learning activities planned in consultation with a faculty member. A student wishing to study or conduct research in an area not represented in available scheduled courses should develop a preliminary proposal and seek the sponsorship of a faculty member. The student's advisor can direct him or her to instructors with appropriate interests. A written report or equivalent is required for evaluation, and a short title describing the program must be sent early in the semester to the registrar for entry on the student's transcript. Course is repeatable for credit.
P: Bus Adm major or minor or Acctg major or minor and an overall minimum GPA of 2.5
Fall and Spring.