Human Resource Education

• SED HR 500: Practicum: Human Resource Education
  Development and application of training skills in private sector programs. Required for all human resource education master's and CAGS students. 4cr.
• SED HR 510: Organizational Analysis for Human Resource Development
  This course is intended to teach students how to approach several dimensions of analyzing organizational problems and opportunities. These include describing and establishing the importance of particular problems and opportunities; documenting significant indicators of the problems and opportunities; clarifying relationships between facts and values in defining what are called problems and opportunities; using social science theories as conceptual frameworks for analyzing (a) the causes of organizational problems and (b) the potential hindering and facilitating factors involved in making changes to ameliorate problems and taking advantage of opportunities; formulating and evaluating strategies to resolve problems and utilizing opportunities; tailoring specific action recommendations to important stakeholders based on their interests, commitments, power positions, skills and resources. 4cr.
• SED HR 720: The Theory and Practice of Human Resource Education
  The course includes an analysis of the major theories and recent research of human resource education with emphasis on the assessment, design, delivery, and evaluation of workplace learning. The role of learning in organizational change and individual development is a major focus. 4cr, 1st sem.
• SED HR 722: Adult Learning and Training
  Focuses on three elements of the training and development role: application of theories of adult learning; design of effective instructional programs; and models of effective platform skills. Students have an opportunity to practice and evaluate various models and theories of adult learning. 4cr, 2nd sem.
• SED HR 750: Organizational Consulting
  This course presents an introduction to the concepts, methods, and skills required to be effective as a consultant in an organization or institution, whether acting as an internal or external consultant. The focus of the course is on consulting in a human resource development (HRD) environment. Therefore, consultants working in an HRD capacity in or to an organization will benefit most from the course. The objectives of the consultant are to find ways to more effectively meet the needs of various constituents and stakeholders in an organization while at the same time being focused on organizational performance and productivity. Success depends on the consultant's conceptual, behavioral, and planning skills to design and guide the consultation process. 4cr, 2nd sem.
• SED HR 751: Organizational Learning
  This course takes a macro view of learning in an organizational context. The focus of the course is on the processes through which the organization as a system learns, in addition to the typical human resource development (HRD) focus on individual learning within the organization. Inherent in the construct of organizational learning is the assumption that an organization, as a system, is capable of processing and retaining information, as well as adapting and renewing itself based on that information. The course focuses on the processes that enable, and on the barriers that prevent organizations taking in, utilizing, developing, and retaining knowledge. 4 cr, 2nd sem.
• SED HR 752: Organizational Change
  The goal of this course is to engage students in thinking critically about the challenges of organizational change and in thinking creatively about the formulation of effective strategies, policies, and interventions to assist managers and employees in adapting to a rapidly evolving world of work. Students will study contemporary theories and models currently employed in the understanding of organizational change and apply these theories in examining specific case studies of organizational change and in identifying the strengths and weaknesses of current approaches to leading and managing change. At the end of each course, students should have the capacity to analyze critically the change processes operating in their own or client organizations. 4 cr, 1st sem.
• SED HR 753: Coaching for Performance and Development
  This course is designed for students who want to develop a competent and integrated coaching (mentoring) style for use in the workplace. Appropriate skills will be developed, emphasizing the importance of listening and learning, two essential aspects of the effective, open-minded coach. Emphasis is on basic psychological precepts, principles in organizational learning, and systems thinking. 4cr.

Note that this information may change at any time.

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