HRDO 549 – Learning Systems Design & Delivery (3 credits)
Using a project-based approach, this course focuses on the analysis, design, development, delivery and implementation of effective learning experiences. You will become familiar with proven theories and techniques of systematic instructional design and apply them to a project of your choice. Topics include, but are not limited to, training needs assessment, job task and information analysis, instructional design and strategies, media selection, evaluation, delivery of instruction, and instructional project management.
HRDO 597 – E-learning & Knowledge Management (3 credits)
This course is part of the Human Resource Development specialization/certificate and explores the impact of technology on human resource leadership practice. Two current areas of impact are explored in this course: technology and learning applications (e.g., E-learning) and the use of technology in managing information or knowledge management. The impact of technology on people in organizations, how technology can best be used, and the various technological applications are addressed in this course.
HRDO 600 – Instructional Design for E-learning (3 credits)
This course will focus on procedures for designing and developing technology-enhanced instruction for E-Learning. Students will become familiar with a variety of the theories and models of instructional design for E-Learning. They will apply the selected models in the development of instructional units and the ancillary instructional materials for E-Learning and hybrid format of learning. The course topics will include, but are not limited to, history of instructional design, instructional management, assessment, evaluation, ID delivery strategies, goal analysis, task and learner analysis, instructional media selection, learning object design, and development of digital tutorials.
HRDO 606 – Talent Assessment Processes (3 credits)
This course will provide learners with a context for understanding when and how to integrate assessment to address common human resource needs, particularly related to selection, leadership development, career management, performance management, and team/organizational development.
HRDO 608 – Career Development (3 credits)
Integrate organizational career management and individual career planning systems in work settings. This course will explore various models of career development, the interaction of an individual’s career development with the objectives and needs of the organization, and the linkage of career development to other components and issues within the human resource arena. Strategies and tools needed to implement career development within the context of the organization will be explored.
HRDO 622 – Human Systems Issues in Global and Diverse Organizations (3 credits)
Culture is one of the key influences on all interactions of individuals and organizations in our globalizing world. Ability to analyze culture and understand cultural influences (whether it be culture of an organization or culture of another country) has become an important part of HR and OD practitioners’ toolkit. This course is intended to help you acquire knowledge and skills that will increase your intercultural competence, which is immensely important for HR practitioners and change leaders who deal with diverse population and different organizational cultures.
HRDO 624 – Talent Management and Development (3 credits)
Effective talent management and development are critical components of creating a sustainable organization in today’s competitive market for acquiring and retaining people. Creative and insightful organizational strategies need to be developed by and supported with the right people in place in order for an organization to be successful. Grounded in relevant theory, this course is “real-world” oriented. It focuses on a wide range of talent management and development subjects including onboarding, leadership competencies, reward and engagement programs an organizational culture.
HRDO 628 – Developing Use of Self in Professional Practice (3 credits)
This course is focused on enhancing the competencies in understanding and utilizing one’s self in the execution of professional roles. It will explore the various theoretical streams that have informed the value of self-awareness, emotional intelligence, and psychological insight in understanding one’s strengths and less developed sides; and the cognitive and behavioral options available for acting with intention and purpose in executing roles for the good of those being served. A central component of this course is learning about self and others related to core competencies needed in use of self and using the learning to make situation-based, choices about how to best make use of your ‘self’. Additionally, the course will include numerous data/assessment resources, practice applications and social learning opportunities.
HRDO 640 – Special Topics in HR & Change Leadership (3 credits)
LHDT 565 – Leading and Facilitating Virtual Teams (3 credits)
This course will explore the context of the virtual/dispersed team, and how to lead and facilitate such teams for organizational success. This will be accomplished by focusing on four critical areas: leadership, virtual team competency, communication, and relationship; and through the traditional phases of group development (forming, storming, norming, and performing , per Tuckman, 1950). We will examine the theoretical foundations for understanding virtual teamwork, models of group development that are relevant for virtual teams, and experience the group process through innovative computer-mediated simulations and communication technologies.
HRDO 610 – Managing Conflict (3 credits)
This course will focus on an introduction to conflict management, understanding the context and process of conflict, basic conflict management for interpersonal, and intra-group and inter-group situations. Students will learn basic elements managing conflict and a framework to build understanding of the skills and process which will enhance student ability to facilitate and mediate successful resolutions. Students will also examine and the basics of principled negotiation processes.
HRDO 615 – Strategic Planning (3 credits)
In this course you will focus on the strategic planning cycle and processes used in public, private, government, and non-profit organizations. Starting with the organizational challenges and issues you will learn ways to capture key learning and implications. You will examine methods used in prioritizing the organizational issues and solutions that will have the greatest impact on organizational effectiveness and performance. You will also learn how to work with senior leaders to design and frame interactive planning sessions and discuss roles and responsibilities in planning as well as understanding the value of vision, mission, core competency, and culture in driving strategic alignment.
HRDO 616 – Coaching Leaders (3 credits)
This course focuses on developing a coaching approach to leadership, both personally and within organizations. Distinct from mentoring or management consulting, coaching approaches involve specific standards, practices and skills. Students engage in exercises, discussions and action learning and learn models and techniques to develop their coaching competence. Students identify strengths and areas for improvement in the coaching practices within their organizations and understand their own coaching presence and style by practicing skills such as deeply listening to coachees/clients, asking powerful questions, building awareness, and giving direct feedback.
HRDO 618 – Group Dynamics & Team Effectiveness (3 credits)
In this course, students will explore what it means to work in and lead groups, the core unit of interaction and analysis in all organizations. This will be accomplished through student experiences in and outside the classroom, by developing an understanding of the theoretical concepts used to study group dynamics and teamwork and by applying learning to scenarios, cases and real world experiences. As the workplace becomes more diverse and global, it is even more imperative that we understand how to work effectively in groups and teams.