PhD in Human Resources Management

Overview

This specialization explores the interrelationships between human resource capital, leadership, and business organization. Learners research theory and practice for HRM information systems, compensation and staffing strategies, training and professional development, cultural diversity, innovation, labor relations, and legal issues in HRM

HRM 800 — Foundations for Ph.D. Study — 4

First Semester: Research

Recommended:

Human Resource Management 4

HRM 842 — Human Resource Management and Its Role in Labor — 4

Relations, Negotiation, and Conflict Resolution 4

2nd Semester Required:

Recommended

3rd Semester Required:

HRM 899: Thesis

COURSE DESCRIPTIONS

HRM 800: Foundations for Ph.D. Study:-

In this required course, learners are introduced to the expectations of doctoral-level study at IARSAC International University’s School of Management. Learners will be introduced to academic protocols, critical thinking, and inquiry-based analysis and other important doctoral program foundational skills, including time management, using the IIU library, academic integrity, and other important doctoral program foundational skills.

HRM 811: Research Topic, Problem, Purpose and Questions:-

Research Topic, Problem, Purpose, and Questions, assists the Learner in identifying and developing a research topic, defining a research problem, describing the purpose of the research study, and establishing associated research question(s). The Learner will prepare a preliminary annotated bibliography for the dissertation topic, and this will support the writing of a summative topic paper.

HRM 812: Research Methods and Designs:-

In this course, the Learner acquires the basic skills necessary for the interpretation and application of quantitative, qualitative, and mixed methods research. The Learner will examine the formal research process carefully, with an emphasis on practical applications and skill development. Critical concepts and principles intrinsic to research paradigms, study designs, and methods of inquiry are presented to empower the Learner’s ability to formulate and respond to research questions.

HRM 814: Qualitative Methods:-

This purpose of this course is to provide the Learner with skills essential for the interpretation and application of qualitative research, data collection and data analyses appropriate for qualitative inquiry. This course is designed to provide Learners with an overview of qualitative research approaches.

HRM 841: Supervising in the 21st Century:-

This course examines supervisory concepts, laws, and regulations. It also explores a variety of HRM practices used in the 21st Century.

HRM 851: Issues and Practices in Human Resource Management:-

An overview of the human resource management profession, including the theories, research and issues related to human resource management within modern organizations. The roles, responsibilities, relationships, functions and processes of human resource management are discussed from a systems perspective. Expectations of various stakeholders, such as government, employees, labor organizations, staff/line management and executive management, are explored. Particular attention is given to the general legal principles and provisions that govern human resource activities. The specialty areas of employee relations, staffing, human resource development, compensation and organizational development are described. Current topics, such as human resource information systems and globalization, are addressed.

HRM 852: Compensation and Benefits:-

This course explores the concepts of extrinsic and intrinsic compensation in the management of today’s diverse and global workforce. The decisions made in these areas, related to compensation and benefits at the executive and the employee level, can directly impact the strategic nature and direction of the organization.

HRM 853: Job Analysis, Assessment and Compensation:-

A study of the interrelated aspects of human resource management, including job design, job analysis, job evaluation, employee compensation, incentives to productivity, employee motivation and performance appraisal. Various approaches for analyzing, weighing and specifying the detailed elements of positions within modern organizations are presented. Discussion covers techniques for identifying and classifying the critical components of a job, defining the observable standards and measures, preparing and determining the job description and job worth, establishing equitable compensation for job performance and developing an executive compensation program. The interaction of compensation, worker motivation, performance appraisal and level of worker performance within the organization is examined.

HRM 862: Managing the Human Resources Enterprises:-

Managing the human resources enterprise operates on two levels. In this course students will learn how to model good leadership through the careful stewardship of human resource operations. Students all will extend the strategic view of leadership developed in other courses, identifying successful models of effective human resource operations and leadership.

HRM 863: Human Resources as a Strategic Partner:-

Earning a seat where human resources is part of the process of setting strategy and not just sitting at the sidelines is the goal of human resource professionals. In this course students will learn about the many roadblocks to becoming an organizational partner in the formulation and implementation of institutional strategy. Students will be introduced to the resulting frustration, resentment, confusion and possibly even a regression back to maintaining nothing more than an administrative function. Absorbing critical information from varying constituencies and the integration of critical information into a viable organization roadmap is covered

HRM 864: Organizational Development and Change:-

A study of the issues, theories and methodologies associated with organizational development and the management of change, with a major emphasis on organizational culture and organizational change processes. Topics include the diagnostic process, intervention strategies and overcoming resistance to change. Techniques such as goal setting, team-development procedures, productivity and strategy interventions, and interpersonal-change models are examined.

HRM 874: Current Perspectives in Training and Development:-

An examination of the theories, research, skills and issues related to a major aspect of human resource development—the management of organizational training services. The role of training in the workplace and adult learning models are investigated. Topics include curriculum management, program development and operation management with an emphasis on design and delivery issues. The impact of technology, the global environment and modern organizational structures are considered. Ethical issues are also discussed. Assignments include the development of training proposals or programs.

HRM 875: Managing Virtual and Global Teams:-

(Not open to students who have completed An investigation of the foundations of team development and performance from a human resource management and organizational behavior perspective. Focus is on maximizing the effectiveness and efficiency of global and virtual teams in organizations. Topics include the impact of global diversity and use of technology on intergroup development, communication and outcomes. Scholarly research and field literature are examined, and the implications of the findings for applied management are discussed.

HRM 876: Cultural Issues:-

This course demonstrates the uniqueness of culture and its impact on all aspects of organizational operations. This includes such aspects as diversity, global transitioning, accommodations, and cross-national teamwork. Twenty-first century managers must be astutely aware of how cultural issues impact work and ability to gain competitive advantage

INB 851: Quantitative Methods:-

The purpose of this course is to provide the Learner with skills essential for the interpretation and application of psychometrics, sampling techniques, and data analyses appropriate for professionals concerned with formal inquiry. Along with covering psychometric and sampling properties, the course content will include typical data analysis outcomes related to Descriptive Statistics, Univariate Statistics, Bivariate Analysis, and Multivariate Analysis.

HRM 842: Legal Issues in Human Resources Management:-

This course considers the relationships that are established between employers, employees, and independent contractors based on the passage and interpretation of laws, whether at the federal, state, or local level. Policies such as employment-at-will, right to work, or termination, and othereffort based on the status of the issue under study and recommend a plan of action.

MGMT 871 Organizational Behavior and Effective Human Resource Management:-

This course introduces students to advanced research topics in organizational behavior. Students explore the implications for effective human resource management with a focus on individual, group, and organizational behavior. Topics include individual differences in employee motivation and job satisfaction, group development, team building, and organizational leadership, as well as organizational design, change, culture, and development. Students identify potential research topics for their thesis and explore the global and ethical dimensions pertaining to course subject matter.

MGMT 872 Strategic Thinking for Effective Human Resource Management:-

This course introduces students to advanced research topics in the strategic management of human resources (HR) within a systems-thinking and metrics-based performance measurement context. Topics examined in this course include analysis of resource-based theories of organizational performance; strategic management; and HR strategy, planning, and management (including succession planning).The role of metrics, knowledge management, and human resource information systems (HRIS) in supporting HR and organizational strategies in global markets are also discussed. Students explore global and ethical dimensions of course topics and identify potential HR research topics for their thesis

HRM 840: Development of Human Capital Within Organizations:-

This course introduces students to advanced research topics in the development and management of human capital within organizations. Topics examined in this course include human resource concepts related to training and development, rewards and compensation, individual performance management, the role of human resources in individuals for global positions, and organization-wide succession planning. Students identify potential research topics for their dissertation and explore the global and ethical dimensions pertaining to course subject matter.

HRM 841: The Legal, Ethical, and Cultural Environment of Human Resource Management:

This course introduces students to advanced research topics that address the legal, ethical, and cultural environment, both internal to organizations and more broadly. Topics in this course include analysis of the regulatory environment in which human resource professionals must operate, as well as the human resource role in communications, managing diversity and inclusion, and ensuring justice within organizations. Students actively engage in identifying potential research topics for their dissertation and explore the global and ethical dimensions pertaining to course subject matter.

HRM 842: Human Resource Management and Its Role in Labor Relations, Negotiation, and Conflict Resolution:-

This course introduces students to advanced research topics in labor relations, negotiation, and conflict resolution. Students explore the human resource role in designing and managing conflict resolution processes, beginning with mediation and negotiating with labor and other major human resource constituencies. Students identify potential research topics for their thesis and explore the global and ethical dimensions pertaining to course subject matter.

HRM 899: Thesis courses