Human Resources
Administration Department

Curriculum for Human Resources Administration

Each course is three (3) credits. Thirteen (13) classes, totaling thirty-nine (39) credits, are required to complete the degree.

Required Courses:

     HRA 500 — Organizational Leadership
     HRA 502 — Human Resources
     HRA 507 — Professional Contribution**

Areas of Specialization : 15 credits required of the area for specialization

Human Resources:

     HRA 526 — Human Resources Information Systems*
     HRA 530 — Compensation Systems
     HRA 531 — Benefit Systems
     HRA 532 — Labor Relations
     HRA 535 — Employee Assistance Programming
     HRA 536 — Employment Law
     HRA 537 — Human Resources Policies
     HRA 538 — Health, Safety, and Security

Organizational Leadership:

     HRA 501 — Planning
     HRA 503 — Control and Budgeting Systems*
     HRA 521 — Work Motivation
     HRA 523 — Individual Motivation
     HRA 524 — Group Behavior
     HRA 525 — Quality Improvement
     HRA 527 — Disability and Work
     HRA 528 — Cultural Diversity

Human Resources Development:

     HRA 505 — Evaluative Research*
     HRA 534 — Learning in Organizations
     HRA 540 — Organizational Analysis
     HRA 541 — Organizational Change****
     HRA 543 — Training Methods
     HRA 544 — Human Resources Planning
     HRA 545 — Career Planning and Development

Electives:

     HRA 580 — Internship***
     HRA 582 — Directed Study
     HRA 584 — Special Topics

Classes are scheduled at either 4:20-7:10 PM or 7:20-10:00 PM, Monday through Thursday, meetings once weekly. Some classes are scheduled from 6:00-9:00 PM on Friday, or weekends from 9:00 AM — 5:00 PM on Saturdays and/or Sundays. Depending on the classes scheduled, weekend classes may meet once a month or more.

The University of Scranton Catalog

Course Descriptions

HRA 500 Organizational Leadership.   Organizational behavior, theories and practices examined from traditional and contemporary perspectives. The role of effective leadership within a changing workplace and workforce is emphasized.

HRA 501 Planning. The strategic planning process reviewed with practical applications in environmental scanning, SWOT analysis, strategy development, operational planning and evaluation.

HRA 502 Human Resources. A survey of human resources functions utilized within organizations and their implications for line and staff personnel. Some of the topics, including recruitment, selection, compensation, performance review, training and the legal environment, that affect personnel.

HRA 503 Control and Budgeting Systems. The functions of finance including accounting conventions, financial statements, capital budgeting and financing, revenue and expense budgets, cash flow and cash management, contract pricing, and cost-benefits analysis.

HRA 505 Evaluative Research. Qualitative and quantitative research methods appropriate to the study of organizations. The significance and development of the practitioner as field researcher highlighted.

HRA 507 Professional Contribution. A seminar style course which requires students to work in a self-directed manner on a professional contribution relevant to their career interests. The course results in a presentation and written report or publishable article. This course is taken as a culmination of students' graduate study.

HRA 521 Work Motivation. The focus is on theories of work motivation and implications for leaders and the designs of work systems. A major project emphasizes having students develop a personal model of work motivation along with its implications for designing work systems and for them as leaders.

HRA 523 Individual Behavior. The course covers practical knowledge, skills and strategies for understanding and working effectively with people. Emphasis is on how leadership and organizational systems can interact with characteristics of individuals to enhance individual performance. The focus is on the individual in an organization.

HRA 524 Group Behavior. The study of group behavior in organizations including theories of group development, leadership, group roles and norms. An experiential approach will allow students to observe and participate in various problem solving and decision making situations.

HRA 525 Quality Improvement. Current organizational efforts in improving the quality of services and products reviewed. Case studies and research findings included which explore the advantages and limitations of systemic change associated with quality improvement efforts.

HRA 526 Human Resource Information Systems. This course considers the role, function, and integration of Human Resource Information Systems [HRIS] within an organization's information systems and technology architecture. Practical applications of HRIS and office productivity software will be explored through hands-on use of personal computers. Proficiency in word processing, data base and spreadsheet applications required.

HRA 527 Disability and Work. This course focuses on attitudes toward the disabled and their role in society, the work experience of disabled workers, federal and state legislation affecting employment of the disabled, industrial accidents and rehabilitation, job modification and physical plant accessibility.

HRA 528 Cultural Diversity. A serious challenge facing corporations is managing an increasingly diverse workforce. This course focuses on current social and cultural issues which shape human behavior and greatly affect the workplace. Managing diversity will be addressed with emphasis on understanding multiculturalism, and manager and employee interactions. The students awareness, attitudes, and beliefs will be emphasized.

HRA 530 Compensation Systems. The study of strategic and operational decisions in the design and coordination of compensation systems. Considerations for external competitiveness, internal equity, and the legal environment are explored. Job evaluation, salary surveys, and computer applications included.

HRA 531 Benefit Systems. Concerns all of the ways in which organizations indirectly reimburse their employees and the legal/regulatory environment affecting benefits systems. The implications of employee benefits for organizational expenses and reward systems.

HRA 532 Labor Relations. The role of organized labor and collective bargaining in the workplace. The initiation, negotiation and management of the union contract including the grievance/arbitration process.

HRA 534 Learning in Organizations. The training function within organizations studied with an emphasis on performance analysis as a means to effectively identify and design learning interventions. The impact of continuous learning at an individual, team and organizational level is emphasized.

HRA 535 Employee Assistance Programming. Approaches of organizations to promote employee health and to provide assistance to employees with a variety of problems that interfere with productivity.

HRA 536 Employment Law. A review of the legal and regulatory environment which affects employees and organizations. Federal and state legislation including significant court decisions examined.

HRA 537 Human Resources Policies. Development of policy statements and operational procedures necessary for maintaining effective human resource activities and functions. Practical applications in researching and formulating written policies and procedures.

HRA 538 Health, Safety and Security. Reviews organizational activities and the regulatory environment that relate to the occupational health, safety and security of employees.

HRA 540 Organizational Analysis. Emphasis on the role organizational analysis plays in the assessment of training needs and organizational change strategies. Experience provided in the systematic analysis and evaluation of the effectiveness of various organizations.

HRA 541 Organizational Change. Various organizational models will guide the exploration of the development of organizational change strategies and techniques. Reviews the technical, political and cultural factors that affect the effective management of change.

HRA 543 Training Methods. Adult learning theories will provide the theoretical framework to understanding the elements of an effectively managed training intervention. An experiential learning approach provides students with opportunities to develop competencies in training assessment, design, development, implementation and evaluation

HRA 544 Human Resource Planning. In-depth study of the steps in the human resource planning process including forecasting methods, affirmative action and succession planning. Implications for line managers and human resources staff explored.

HRA 545 Career Planning and Development. Current workplace trends in career planning and its implications for the employee, supervisor and organization. Career development theories and the career planning process reviewed.

HRA 580 Internship in Human Resources. A 200 hour placement in a staff or administrative position which is taken after completion of at least 27 credits. A semester project may be required. Graded satisfactory (pass) and unsatisfactory (fail).

HRA 582 Directed Study. Allows the student to pursue an area of interest under the guidance of a faculty person. Approval by Program Director is required. An administrative fee is charged.

HRA 584 Special Topics. Topics of current interest are offered on a variable basis. More recent classes include: Human Resources Ethics, Employee Recruitment and Staffing, and Role of the Consultant.