Course Schedule for Summer 2017

MPS HR Capstone

This three-credit course will be the culmination of the student’s academic and professional experience in the MPS program. Over the course of the semester, students will work with an organization to help address a real life problem in the organization. The problems will be based on the concentrations of International Human Resources Management, Diversity and Inclusion or Strategic Human Capital Management. Working with their advisor, students will present the resolution to an issue to the sponsoring organization in a reasoned, systemic way. In an effort to ensure a high quality project, the capstone will also include research methods which will provide a foundation in research methods for students for their capstone. Students will learn how to design a research proposal, how to define with specificity and particularity, objectives of research, how to conduct literature reviews and how to assess and implement appropriate research methods based on the needs of the project. The course covers both qualitative methods such as case studies, questionnaires, surveys and interview techniques and an introduction to quantitative methods and data analysis. The faculty advisor will work closely with the student and the sponsoring organization to ensure that the project comprehensively addresses the issue and demonstrates the depth of competency the student gained through the Master of Professional Studies program. In addition to other requirements, students must earn a grade of "B" or higher in the Capstone course to qualify for graduation.

Note: Course is a core requirement of the MPS degree. A grade of "B" or higher is needed to pass this course.

MPS HR Capstone

This three-credit course will be the culmination of the student’s academic and professional experience in the MPS program. Over the course of the semester, students will work with an organization to help address a real life problem in the organization. The problems will be based on the concentrations of International Human Resources Management, Diversity and Inclusion or Strategic Human Capital Management. Working with their advisor, students will present the resolution to an issue to the sponsoring organization in a reasoned, systemic way. In an effort to ensure a high quality project, the capstone will also include research methods which will provide a foundation in research methods for students for their capstone. Students will learn how to design a research proposal, how to define with specificity and particularity, objectives of research, how to conduct literature reviews and how to assess and implement appropriate research methods based on the needs of the project. The course covers both qualitative methods such as case studies, questionnaires, surveys and interview techniques and an introduction to quantitative methods and data analysis. The faculty advisor will work closely with the student and the sponsoring organization to ensure that the project comprehensively addresses the issue and demonstrates the depth of competency the student gained through the Master of Professional Studies program. In addition to other requirements, students must earn a grade of "B" or higher in the Capstone course to qualify for graduation.

Note: Student must achieve a "B" or better. This course requires extensive work outside of the scheduled meetings.

Consulting Skills in Human Capital

As internal Human Resource professionals learn to attain the balance between tactics and strategy, they will increasingly be called on to serve as consultants. External Human Capital Consulting is one of the fastest growing segments of the Professional Services Industry. This course provides students interested in either career with a blend of concepts and practice needed to build solid consulting skills. Emphasis is placed on understanding the nature of consulting, while also scoping and delivering consulting. In addition, students will be taught how to understand the dynamics of organizational culture, relationships and organizational life. Through a series of case studies, students will learn the practical skills needed in designing, facilitating and developing practical skills in consulting. To demonstrate their understanding of consulting skills concepts and their practical application, students will be required to participate in a project simulation involving the development of a client engagement and recommending Human Capital (HC) consulting services for that client. Its purpose is to improve your consulting skills through the simulated performance of a consulting assignment.

Coaching Skills for HR Profs

The Human Resources field is changing with increasing pressure to serve as strategic business partners and help organizations use human capital to gain an advantage over competitors. This includes increased emphasis on employee development and change initiatives, making coaching skills increasingly relevant for HR professionals. Depending on the position (e.g., internal, external) or role, HR professionals may encounter the need to sponsor, coordinate, or even offer coaching services. This course provides students with an understanding of the coaching domain and how HR can use it to enhance organizational performance. Students will practice coaching skills relevant to HR professionals and explore the application of those skills to a variety of HR topics through case studies and role play exercises.

Contemporary Issues in HR

This dynamic and interactive course provides students with a unique opportunity to gain exposure to current issues that face the human resources field, as well as a chance to examine the challenges and complexities that HR practitioners must deal with in today’s rapidly and ever-changing organizational environment. This course will be coupled with attendance to the 2016 Society of Human Resource Management conference and exposition (SHRM Conference) held in Washington, D.C. from June 19th – June 22nd. The course provides three distinct learning opportunities for students including: -Formal academic instruction, discussion, and presentation in the classroom environment -Conference attendance where students gain insight on current issues, trends, services, and product offerings in the HR field -Industry leader and expert perspectives on contemporary issues related to all aspects of the HR lifecycle Conference attendance is a mandatory component of the course as it allows students to gain perspectives and insight from industry leaders and experts, network with HR practitioners and leaders, and get exposure to the innovative products and services that are currently offered in the industry. The conference will have a variety of concurrent sessions in which students will be able to choose areas that are of the most interest. The concurrent sessions are organized into six tracks which include: 1. Business Acumen & HR Strategy 2. Total Rewards 3. Employment Law & Legislation 4. Global HR 5. Talent Acquisition & Retention 6. Personal & Leadership Development The course will also incorporate readings from the recently published free HRCI eBook The Rise of HR Wisdom from 73 Thought Leaders. More information on the 2016 SHRM Conference and Exposition can be found at https://annual.shrm.org/

Note: Requires attendance at the 2017 SHRM Conference in New Orleans, LA on June 18th to June 21st. Students are responsible for travel and lodging arrangements and cost.

Creating and Sustaining a Climate of Inclusion

Many organizations with existing diversity initiatives have been unable to effectively use them to change the way that the organization behaves. In an effort to do so, organizations must develop a plan to move its efforts from tactical to strategic. This course examines the diversity field from an organizational perspective. Participants explore organization development theory and change models and interview, survey, feedback, data collection and analysis methods.This course includes an organization action-research practicum designed to identify and implement the cornerstones of an inclusive organization, to determine whether an organization has significant political and other barriers to becoming inclusive and to design and implement an inclusion template for organizations. Using a case study methodology, students will critique existing paradigms of inclusion and determine how to create new ones. Students will use powerful tools that are designed to address diversity as organizational change thus leading to inclusive policies, practices and procedures in all dimensions of organization life. Students will be required to present an inclusion strategy at course end.

Foundations of Empl Relations

This course focuses on one of the core competency areas that are essential for effectively working in Human Resources (HR). The critical role of HR practitioners in employee and labor relations is the primary topic. They must apply legal and practical approaches to building positive employee/labor relations and solving related problems. HR practitioners should be involved early and often, continually scanning the workplace and championing pro-active problem-solving before and when symptoms of problems appear. Students will be provided with the basic skill-set and framework, and through the use of readings, research, lectures, group presentations and real-world case studies, students will build their knowledge of concepts and issues relating to employee/labor relations and law. These issues include advising managers, building collaboration and engaging employees, protecting employee, management and union rights, dispute resolution, dealing with misconduct, discrimination and harassment, disciplinary action, managing and acting on performance, labor issues, workplace violence, judicial proceedings and other matters.

Note: Additional 90 minute distance learning component required.

Foundations of HR

This course focuses on the core competencies that are essential for effectively working in the field of Human Resources (HR) and lays the groundwork for a successful journey through Georgetown’s School of Continuing Studies Master of Professional Studies in Human Resources Management program. The semester begins with a macro view of the field and its role as a critical strategic business partner to the organizations in which it functions. This “helicopter view” of HR will examine the role of HR from a strategic perspective as well as a tactical or operations perspective, and the nature of HR in different types of organizations (private enterprise, government, nonprofit, academia) will be introduced. This initial focus on the macro organization level will help establish the importance of systems thinking as a critical skill from the beginning of the course. In addition to looking outward at the field of human resources, students will be asked to look inward at themselves in order to begin their journey to increased self-awareness and personal development. Self-awareness is a cornerstone of effective interpersonal interaction, and HR professionals who have insight into their own personalities, needs, tendencies and styles can consciously choose behaviors that will allow them to be most effective in their roles as Human Resources professionals interacting with individuals, groups, and organizations. Throughout the semester, the major functions of Human Resources will be examined, along with the Human Resource professional’s role in each of those functions. Human Resource Competencies (or, what makes a Human Resource professional successful in the major functions) will be discussed in relationship to different career stages (Early Level, Mid Level, Senior Level, and Executive Level). In addition, the skills, competencies, and individual characteristics that students will be expected to gain by the time they complete the HRM program will be clearly laid out and explained, so that students can learn to manage their own growth and development throughout the program. Students will be provided with the basic skill-set and framework required for the more specialized and advanced concentration courses in the curriculum. Moreover, through the use of readings, lectures, group presentations and real-world case studies, students will gain a basic understanding and appreciation of concepts and issues relating to core HR areas including: Strategy, Talent Management, Total Rewards, Employment Law, Human Resource Development, Employee and Labor Relations, and Risk Management. Students will be expected to learn these basics while developing an awareness of the challenges facing the HR profession today.

Note: MPHR-700 should be taken prior to MPHR - 696.

Graduate Internships in HR

As students advance through the Master’s in Human Resources Management program (Program),they deepen their knowledge of human resources (HR) concepts, theories, and academic research. While this foundational learning is critical, many students seek added opportunities to gain professional experience and position themselves as future leaders in the field. Accordingly, the Graduate Internships in Human Resources Management course (Course) is designed to complement the Program’s other courses primarily through “on-the-job” experiential learning. Experiential learning serves to bridge the gap between theory and practice, and increases engagement levels by allowing for the meaningful discussion of academic concepts through the lens of real world experiences.

Note: Additional 90 minute distance learning component required.

HR in the International Context

This course explores the continuing evolution of International HR management in an increasingly global business environment. It focuses on a number of specific areas faced by multinational organizations, including business structures, international ethics, international training and performance management, global CSR, and security issues. The course also investigates how HR is influenced by culture, and how different regions approach HR management.

Note: Two additional 105-minute distance learning components required.

Human Capital Analytics

Leading companies are using Human Capital Analytics for workforce reporting and to help make better, more informed decisions about their human capital. There is a continuum of the value that analytics bring to an organization: basic data reporting, benchmarking and advanced reporting, survey analytics and predictive analytics. Organizations are looking for Human Resource professional who can improve their impact on the business by using the latest analytical tools and techniques. In this course we will focus on developing a foundation in statistical techniques and data management using IBM-SPSS. We will explore workforce reporting and the analytics traditionally used to improve decision-making. We will also introduce advanced analytical tools and techniques, such as predictive modeling, which is making it possible for organizations to glimpse into the future and make informed predictions.

Independent Study

Note: Independent study - Gender Equity. Requires Departmental Approval to register. Requires extensive out of classroom work. Meetings facilitated between the instructor and student.

Research Process and Methodology

This course is an overview of research methodology in applied settings (e.g., organizations). Over the course of the semester we will cover both qualitative and quantitative approaches to conducting research (e.g., surveys, interviews, focus groups) in organizational settings. Students will develop a conceptual understanding of research design and quantitative analysis options for the consumer of research, learn the appropriate use of vocabulary and interpretation of research findings, and learn how to critique research articles and develop a small-scale proposal. This is an interactive course, where students will share their intellectual passions, collaboratively create ideas, and actively write and/or research during class sessions. This approach allows students to learn hands-on the skills necessary to be competent researchers and scholar-practitioners.

Note: Required course for HRM majors who were admitted in or after Fall 2013.

Strategic Human Capital Development

This interactive, theoretically anchored, and applied course is aimed at understanding the process and practice of developing human capital. It focuses on the strategic development of talent framed within the context of talent leadership. It is anchored in business strategy and views the arena of talent management as a critical means to achieve competitive advantage. As human resource competencies have become a significant competitive advantage both in North America and globally, the pace and intensity of organizational training has increased dramatically. Organization Development/Effectiveness groups must demonstrate not only that their programs provide enhanced employee competencies, but that those competencies are of strategic value to the organization. Some organizations now include continuous learning, often called the "learning organization", as part of their strategy. As a company's strategies change, and the types of management competencies and profiles need to change as well, Human Resource Development is responsible for this alignment. We will address these and related issues based on the belief that effective development practices are determined by the organizational context in which they occur.

Note: Additional 90-min distance learning component required.

Strategic Thinking in HR

The most concise definition of “strategy” is also the most elegant: a strategy is an integrated set of choices. Creating an integrated set of choices and then implementing them can be a powerful prescription for change, but doing so is also fraught with challenge. Among other things, the capable strategist must: See past the presenting problem(s). Unearth the underlying problem(s). Employ systems thinking, which includes understanding that in organizations, nothing operates in a vacuum. Rather, any one element affects every other element. “If you pick up one end of the stick, you pick up the other.” Complete a comprehensive analysis—often quantitative and qualitative—of factors contributing to the underlying problem(s). Draw thoughtful conclusions from the analysis, and use those conclusions to create a strategic solution to the underlying problem(s), often one that considers the impact of the solution now and over the long-term. Articulate specific and detailed tactics and action steps that directly support the strategic framework. Communicate, socialize, and sell the strategic solution to key stakeholders, establishing commitment over compliance. Implement each tactic of the strategic solution with focus and discipline, often over a long time horizon. Monitor and evaluate the effectiveness of the strategic solution, course-correcting when necessary. This approach is essential to the modern, 21st century HR practitioner, who is increasingly central to most organizations’ effectiveness. Today, organizations compete on three criteria: (1) ideas, (2) speed, and (3) talent, with talent being the lynchpin of the three. Talent gives rise to innovative ideas, and talent executes those ideas rapidly, enabling an organization to reach the market faster than its competitors. The principles also hold in the public and non-profit sectors. Hence, a strategic approach to Human Resources can enable a business and its employees to thrive and grow.

Note: Additional 90 minute distance learning component required.

Talent & Career Management

This course presents a comprehensive overview of how to effectively develop a talent management strategy. Topics include workforce analysis, building a talent pipeline, onboarding, performance management, career management, succession planning, retention, engagement, and creating an inclusive environment.

Theories of Diversity and Inclusion

The study and practice of diversity and inclusion are based on the social and normative construction of differences. This course provides a solid analysis of foundational and current diversity theory and practice, the social construction of differences, the theoretical underpinnings of diversity and oppression theory/practice in a U.S., and world historical context. It also provides a framework for the differentiation of diversity and inclusion theories, respectively. Practitioner values, ethics, agency and competencies are closely examined throughout the course. In this way, the course provides an in-depth and solid theoretical grounding for HR professionals, and others with responsibility for diversity and inclusion initiatives within organizations. To broaden individual competencies, students become familiar with the “big eight” facets of diversity in the U.S. through experiential learning at all levels of system, including the intra- and interpersonal levels, group, system and societal. In this way, students learn to identify which level of system is most open to being leveraged in support of diversity and inclusion initiatives.

Workplace Ethics

This three-credit core course is required for all MPS students. It will emphasize core values endemic to the professional world, cutting across several disciplines but with a particular focus on the connections between applied ethics and human resources and diversity. Professionals in various fields, such as H.R., diversity, business, and government, will guest lecture and present the students with real-world case studies which gives them the opportunity to apply ethical principles to their work. The Ethics course is required of all MPS students and should be taken in the first semester of study. In addition to other requirements, students must earn a grade of "B" or higher in the Ethics course to qualify for graduation.

Note: Core requirement of the MPS degree. A grade of "B" or higher is needed to pass. Additional 90 minute distance learning component required.