Course Schedule for Fall 2020

MPS HR Capstone

The HRM Capstone is the culminating experience of the Georgetown Master’s in HRM program. It represents a crowning achievement as a capstone does in architecture, and provides students with an opportunity to apply the HR knowledge, skills and competencies gained from all their coursework to complex real-world organizational challenges. Through the culminating experience, students complete unique and original projects that make a creative contribution that advances an organization or the HR profession. This contribution may take the form of a consulting engagement with a partner organization or an applied research project. Depending on the nature of your project, you may work individually or on a small team — under the guidance of an expert advisor. Your semester-long project may be broad-based or focused on a specialized area of HR, and requires you to demonstrate mastery of the seven program learning outcomes: creative & critical thinking, global competence, ethical reasoning and values, applied problem solving, information literacy, technological competence, and communication. Note: This course is a core requirement for the MPS degree. A grade of “B” or higher is needed to pass this course.

Note: MPS Core requirement. Minimum grade of "B" needed for degree completion. This course meets online.

MPS HR Capstone

The HRM Capstone is the culminating experience of the Georgetown Master’s in HRM program. It represents a crowning achievement as a capstone does in architecture, and provides students with an opportunity to apply the HR knowledge, skills and competencies gained from all their coursework to complex real-world organizational challenges. Through the culminating experience, students complete unique and original projects that make a creative contribution that advances an organization or the HR profession. This contribution may take the form of a consulting engagement with a partner organization or an applied research project. Depending on the nature of your project, you may work individually or on a small team — under the guidance of an expert advisor. Your semester-long project may be broad-based or focused on a specialized area of HR, and requires you to demonstrate mastery of the seven program learning outcomes: creative & critical thinking, global competence, ethical reasoning and values, applied problem solving, information literacy, technological competence, and communication. Note: This course is a core requirement for the MPS degree. A grade of “B” or higher is needed to pass this course.

Note: Core requirement for MPS degree. Minimum grade of "B" needed for degree completion.

Change Management Comms

Communications, as a management discipline, must not only be swift to react, but be forward thinking to anticipate and help solve future problems. Change Management Communications is increasingly where practitioners can demonstrate greatest value, as businesses, and their employees, navigate uncharted waters at a furious pace. This hands-on class will help prepare practitioners to identify and act on the communications implications of change. Using a mix of case studies, practical workshops, and group discussion, students will sharpen communications skills, from storytelling to consultative listening, by looking at them anew through the change “lens.” The forces driving change are not simply impacting individual companies but upending entire industries, and spawning entirely new ones. Such change compels companies to rethink their business strategy, reposition themselves in the marketplace, and redefine their value proposition to customers. Business leaders need to acquire new communications skills to help employees take actions to reach new goals. In-house communications teams must reimagine themselves to fulfill their new role. The class will address these, and other, aspects of change. Participants will be encouraged to explore communications, business and other readings – the point being that practitioners need to ‘connect the dots’ between information and issues beyond the traditional boundaries of communications be effective change partners.

Note: This course requires department approval.

Creating and Maintaining High-Performance Organizations

Across industries and geographies, rising customer and employee expectations, and unprecedented technological disruptions are rewriting the management playbook. These emerging trends have propelled sustained high performance to the top of the corporate agenda, and present forward-thinking HR professionals with an opportunity to help drive business performance. This course will equip you with the knowledge and skills required to support the achievement of business objectives, institutionalize a culture of high performance, and build leadership capabilities to meet future business needs. Blending theory and practice, the course takes a holistic view of the organization, and provides best practices for creating productive cultures and teams, as well as a variety of evidence-based tools and techniques for executing actionable HR strategies. Through real-world case studies, team-based learning, and action learning projects, you will develop the competencies needed to turn great strategy into great performance by leveraging talent, culture, and organization design.

Note: This course meets online.

Creating and Sustaining a Climate of Inclusion

Inclusion unlocks the power of diversity. The evidence overwhelmingly shows that just attracting and hiring diverse talent is not enough, as people can only reach their full potential at work in a climate of inclusion, belonging and respect. Hence, forward-thinking organizations are focusing on identifying and overcoming cultural and organizational barriers to inclusion. In this course, we will explore key challenges and opportunities in building an inclusive workplace, and learn about the latest trends and best practices for advancing and embedding inclusion and equity within HR practices — from talent acquisition and retention, to performance and reward management. You will gain practical tips and insights on counteracting bias, shifting exclusive workplace habits, and institutionalizing a culture of inclusion. Through real-world case studies, application exercises and team-based projects, you will acquire the skills and competencies needed to design, deliver and evaluate workplace inclusion programs and initiatives that increase happiness, innovation and productivity.

Employment Relations and the Law

Employment-related litigation, settlements and fines are on the rise in the U.S., causing considerable financial and reputational damage to organizations. HR professionals can help to minimize employment risks and reduce costs by ensuring that HR practices and policies align and comply with laws and regulations. Beyond employment law, HR professionals are expected to develop employee relations strategies and programs that foster positive employee-manager and unions-management relations. This course provides an overview of U.S. laws that govern the employer-employee relationship — including laws that prohibit discrimination, and labor laws that protect employees’ rights and set forth employers’ obligations and responsibilities. You will also explore employee relations strategies and best practices for driving employee engagement and managing workplace conflicts. Through real-world cases and problem-based learning, you will gain the practical skills and knowledge required to advise managers on dealing with legal and contemporary issues throughout the HR lifecycle, from hiring and promotion, to compensation and benefits, discipline and termination.

Foundations of HR

People management really matters. In the twenty-first century talent economy, the evidence consistently and overwhelmingly shows that effective HR practices promote employee well-being and drive organizational performance. Forward-thinking organizations and managers must therefore put people at the center of strategy execution, and manage them carefully and purposefully in every stage of the HR life cycle — from recruitment, to onboarding, talent development, retention and off-boarding. Blending theory and practice, this course examines the latest trends and best practices in the key functional areas of HR: talent acquisition and management, learning and development, total rewards management, and employment relations and the law. You will explore the roles and responsibilities of HR professionals and line managers in implementing HR policies and practices that align with business outcomes and meet employees’ changing needs. Through real-world case studies, application exercises and group projects, you will acquire the foundational HR knowledge and skills for building competitive advantage through people.

Note: This course meets online.

Foundations of HR

People management really matters. In the twenty-first century talent economy, the evidence consistently and overwhelmingly shows that effective HR practices promote employee well-being and drive organizational performance. Forward-thinking organizations and managers must therefore put people at the center of strategy execution, and manage them carefully and purposefully in every stage of the HR life cycle — from recruitment, to onboarding, talent development, retention and off-boarding. Blending theory and practice, this course examines the latest trends and best practices in the key functional areas of HR: talent acquisition and management, learning and development, total rewards management, and employment relations and the law. You will explore the roles and responsibilities of HR professionals and line managers in implementing HR policies and practices that align with business outcomes and meet employees’ changing needs. Through real-world case studies, application exercises and group projects, you will acquire the foundational HR knowledge and skills for building competitive advantage through people.

Note: This course meets online.

Foundations of HR

People management really matters. In the twenty-first century talent economy, the evidence consistently and overwhelmingly shows that effective HR practices promote employee well-being and drive organizational performance. Forward-thinking organizations and managers must therefore put people at the center of strategy execution, and manage them carefully and purposefully in every stage of the HR life cycle — from recruitment, to onboarding, talent development, retention and off-boarding. Blending theory and practice, this course examines the latest trends and best practices in the key functional areas of HR: talent acquisition and management, learning and development, total rewards management, and employment relations and the law. You will explore the roles and responsibilities of HR professionals and line managers in implementing HR policies and practices that align with business outcomes and meet employees’ changing needs. Through real-world case studies, application exercises and group projects, you will acquire the foundational HR knowledge and skills for building competitive advantage through people.

Global Human Resources Management

The highly interconnected global economy poses immense opportunities as well as challenges for organizations around the world. For multinationals striving to compete in complex and turbulent business environments, one serious challenge they face is leveraging talent for competitive advantage. Human Resources (HR) professionals are expected to play a critical role in this area, developing talent strategies to support their organization’s strategic plans across borders and cultures. This course will equip you with the knowledge and skills required to effectively manage people in a global environment. You will explore how the global contexts in which multinationals operate influence their people strategies at home and abroad, and how to develop HR practices to unleash their global workforce. Combining theory and practice, and using real-world case studies, the course covers all the key functional areas of global HR — from strategic HR, to talent acquisition and mobility, performance and rewards, talent and organization development, and employment relations and risk management.

Note: This course meets online.

Strategic Thinking & Financial Acumen

HR professionals partnering with organizational leaders in increasingly complex and dynamic business environments need to develop their business acumen and strategic thinking skills to enable them to deliver results. This course explores the fundamentals of business acumen, from understanding an organization’s competitive advantage, to using business tools to analyze HR initiatives, and ensuring alignment between HR strategy and the organization’s strategic direction. An overarching goal of the course is to develop your fluency in speaking the language of business – accounting. You will learn how to identify the key drivers of performance and profitability, analyze financial statements and other business documents, use financial data to inform strategic decision making, allocate scarce resources, and justify HR budgets. Through real-world case studies, simulations and team-based projects, you will enhance your business and financial intelligence, and gain the confidence to navigate complex people and business challenges, adding value to your organization.

Human Capital Analytics

The twenty-first century has ushered in a new era of data and analytics. This presents a unique opportunity for HR professionals to establish themselves as credible business partners, helping organizations to leverage analytics to make smarter talent and strategic decisions. This course will equip you with the knowledge and skills to unlock the power of people data. From basic data reporting, statistical analysis, and benchmarking (descriptive analytics) to advanced quantitative analysis and modeling (predictive analytics), you will learn tools and techniques for data analysis. The course provides practical tips to help you translate your analytical findings into impactful HR solutions, and communicate your findings through persuasive visualization and storytelling. Ethical and legal issues that may arise from using analytics to make HR decisions will also be explored. Using real-world case studies, application exercises and group projects, you will learn how to develop a data-driven decision-making mindset, to improve the way organizations recruit, deploy, develop, assess, reward and retain talent.

Note: This course meets online.

Human Capital Analytics

The twenty-first century has ushered in a new era of data and analytics. This presents a unique opportunity for HR professionals to establish themselves as credible business partners, helping organizations to leverage analytics to make smarter talent and strategic decisions. This course will equip you with the knowledge and skills to unlock the power of people data. From basic data reporting, statistical analysis, and benchmarking (descriptive analytics) to advanced quantitative analysis and modeling (predictive analytics), you will learn tools and techniques for data analysis. The course provides practical tips to help you translate your analytical findings into impactful HR solutions, and communicate your findings through persuasive visualization and storytelling. Ethical and legal issues that may arise from using analytics to make HR decisions will also be explored. Using real-world case studies, application exercises and group projects, you will learn how to develop a data-driven decision-making mindset, to improve the way organizations recruit, deploy, develop, assess, reward and retain talent.

Internal Communications

Internal Communications is the essential partner that creates meaningful connections between organizations and their employees amidst a demanding business climate. Internal Communications educates and engages employees so they can understand organizational values to see their unique role in delivering business results. This class focuses on the influential role communication advisors play to address the issues, challenges and opportunities facing internal stakeholders. Students will focus on research, consulting, and best practices to develop internal communication strategies that impact employees with the right message, channel and device. Culture and branding will also be examined in relationship to internal social media, message development, measurement, communicating in real time, and fostering significant two-way communications while balancing the impersonal nature of technology.

Note: This course requires program approval.

Managing Technology

The Management of Technology course provides theoretical and practical experience in using information technology to support organizational decision-making processes. You will examine the requirements of an organization to optimize its competitive strategy and core competencies. You will learn different tactical, strategic, and organizational factors relative to various information systems, as well as how to gauge the effectiveness of an organization’s information system. The course addresses some of the unique issues in managing different types of IT professionals, from senior-level architects to junior-level infrastructure support personnel. You will explore tools and techniques related to hiring, developing, assessing, and retaining staff—as well as theories/methods of managing remote workers and virtual teams.

Note: This course needs department approval for registration. This course meets online.

Mangng Diverse Org in Flat Wld

This timely course focuses on defining project structure and reporting Relationships; assigning project roles and responsibilities; and staffing, motivating, and leading an organization that can compete effectively worldwide. Specific topics include conflict resolution, process control and automation, outsourcing, offshoring, real-time access to information, and other practices required for effective management in the changing demands of the flat world.

Note: This course needs department approval for registration. This course meets online.

Organization Development & Change

In today’s increasingly dynamic, volatile and complex world, change is inevitable. From private enterprises to public sector and nonprofit organizations, change initiatives have become more frequent and widespread, as organizations strive to cope with rapidly shifting environmental conditions, new technologies, demanding customers and stakeholders, and dynamic markets. But despite the necessity and frequency of change, several studies continue to cite a high failure rate of change initiatives. This presents serious challenges—and opportunities—for HR professionals, as they are uniquely positioned to promote employee buy-in and drive change forward. This course will prepare you to be a successful change agent. We will examine how Organization Development and Change concepts and methods can be used to effectively design and implement change initiatives. Through insightful readings, peer learning and dialogue, and a semester-long real-world application project, you will explore the OD process in depth: from the entry and contracting phase, to data gathering, diagnosis and feedback, conducting interventions, and evaluating and ending an engagement.

Note: This course meets online.

Research Process and Methodology

As scientific research output on human resources management continues to grow rapidly, there is wide acceptance of the need for HR professionals to embrace evidence-based practice. This requires using the best available scientific evidence, as well as systematically gathering organizational facts, data, indicators, and metrics. Exploring the fundamentals of research methods and data analysis, this course is designed to help you become a more sophisticated consumer and producer of research. As a consumer, the course will equip you with the skills to make informed, critical, and cautious use of published research. A central focus of the course is preparing you to produce high-quality research. You will learn how to formulate research questions, design research projects, and collect, analyze and interpret data using qualitative and quantitative methods. Employing a learning-by-doing approach, you will develop your research and analytical skills, and gain the foundational knowledge and skills to leverage HR research and analytics for effective problem-solving and decision-making.

Note: This course meets online.

Research Process and Methodology

As scientific research output on human resources management continues to grow rapidly, there is wide acceptance of the need for HR professionals to embrace evidence-based practice. This requires using the best available scientific evidence, as well as systematically gathering organizational facts, data, indicators, and metrics. Exploring the fundamentals of research methods and data analysis, this course is designed to help you become a more sophisticated consumer and producer of research. As a consumer, the course will equip you with the skills to make informed, critical, and cautious use of published research. A central focus of the course is preparing you to produce high-quality research. You will learn how to formulate research questions, design research projects, and collect, analyze and interpret data using qualitative and quantitative methods. Employing a learning-by-doing approach, you will develop your research and analytical skills, and gain the foundational knowledge and skills to leverage HR research and analytics for effective problem-solving and decision-making.

Strategic Human Capital Development

Human capital is the most valuable resource for organizations in the knowledge-based economy. To gain a competitive advantage, organizations need to provide their employees with the opportunity and tools to advance their knowledge, skills and competencies as they build their short- and long-term careers. This requires a strategically-integrated approach to human capital development (HCD) that is aligned to an organization’s culture, business needs, and customers’ requirements. Blending theory with practice, this advanced course explores the intersection of strategy, human capital management, and organization development. You will learn evidence-based methods, techniques, and frameworks for aligning HCD programs with your organization’s business needs, as well as best practices for designing performance management, succession management, and leadership development programs. Through interactive discussions, case studies, applied and reflection exercises, you will gain the skills and confidence to perform the transformational role expected of strategic HCD practitioners – leveraging human capital to improve employee productivity and maximize organizational performance.

Note: This course meets online.

Strategic Planning & HR Strat.

Significant attention is now placed on the role of the HR as a Strategic Partner, as HR practitioners are expected to collaborate with business leaders in strategy formulation and execution. To succeed in this role, HR professionals need to have foundational knowledge of the strategic management process, and understand how the economic, social and political environments in which their organizations operate impacts business results. This course provides a roadmap of the strategic planning process. You will learn how to develop a strategic plan that aligns with an organization’s purpose and mission, reflects long-term goals, and creates value for organizational stakeholders. Through real-world case studies, application exercises and group projects, the course provides practical tips on how to ensure strategic alignment between HR strategy and programs, and an organization’s strategic direction. You will also gain insights on how to incorporate a social dimension to strategy by creating shared value, and the key issues and challenges in translating HR strategy into action.

Note: This course meets online.

Talent Acquisition & Mgmt.

As competition for talent intensifies around the world, organizations are facing unprecedented challenges in acquiring, retaining, and engaging the talent they need to meet the demands of their customers and stakeholders. These problems are accentuated by shifting demographics, unpredictable market conditions, and disruptive technologies. Organizations expect HR to help them respond effectively to these trends, creating and delivering a strategy to meet their current and future talent needs. Exploring the fundamentals of talent acquisition and management, this course covers the key concepts, methods, techniques, and tools in recruitment, selection, workforce planning, employer branding, and staffing system evaluation and technology. You will learn evidence-based approaches and best practices for acquiring and managing talent, with particular attention paid to ethical, legal and diversity considerations. Through real-world case studies, application exercises and team-based learning, you will gain the knowledge and skills needed to improve hiring processes and outcomes, create a positive candidate experience, retain key talent, and plan for future workforce needs.

Total Rewards Mgmt

As organizations strive to create value and deliver results in today’s increasingly complex and dynamic environment, leveraging HR practices for competitive advantage has taken on a heightened importance. The ability to attract, motivate, retain and engage a talented workforce are critical to successful strategy execution, but continues to be an Achilles’ heel for many organizations. HR professionals have a strategic role to play here. They are responsible for designing and implementing a competitive mix of total rewards – compensation, benefits, work-life effectiveness, performance management, recognition, and talent development – while keeping the compensation budget (one of largest controllable expenses) under control. This course will prepare you to deal with these tensions, and help you to strike the right balance between the competing imperatives of internal equity, market competitiveness and individual performance. You will learn how to align total rewards strategies with organizational culture, HR goals and business strategy, and develop the skills needed to measure and improve compensation ROI.

Note: This course meets online.

Workplace Ethics

There seems to be a never-ending cycle of corporate scandals — employee mistreatment, accounting fraud, insider trading, bribery and corruption, among other types of misconduct — prompting debates about the role and effectiveness of HR in creating an ethical workplace culture. Unquestionably, HR professionals are uniquely positioned to identify, prevent and correct ethics scandals due to their outsize role in hiring, training and evaluating employees. This course will prepare you to act as an ethical agent. Combining theory with practice, you will learn how individual and collective values, belief systems, and moral philosophies impact individual and organizational actions. You will also explore critical factors that shape ethical decision-making and workplace ethics, from leadership styles, to gender and generational differences, and how to embed social responsibility, corporate governance, and sustainability into workplace practices. Through experiential exercises, case studies, and group projects, you will learn evidence-based tools and strategies to navigate common ethical landmines. Note: Core requirement for MPS-HRM degree. Minimum grade required is “B” to continue eligibility toward graduation. This course meets online.

Note: Core requirement for MPS-HRM degree. Minimum grade required is “B” for degree completion. This course meets online.

Workplace Ethics

There seems to be a never-ending cycle of corporate scandals — employee mistreatment, accounting fraud, insider trading, bribery and corruption, among other types of misconduct — prompting debates about the role and effectiveness of HR in creating an ethical workplace culture. Unquestionably, HR professionals are uniquely positioned to identify, prevent and correct ethics scandals due to their outsize role in hiring, training and evaluating employees. This course will prepare you to act as an ethical agent. Combining theory with practice, you will learn how individual and collective values, belief systems, and moral philosophies impact individual and organizational actions. You will also explore critical factors that shape ethical decision-making and workplace ethics, from leadership styles, to gender and generational differences, and how to embed social responsibility, corporate governance, and sustainability into workplace practices. Through experiential exercises, case studies, and group projects, you will learn evidence-based tools and strategies to navigate common ethical landmines. Note: Core requirement for MPS-HRM degree. Minimum grade required is “B” to continue eligibility toward graduation. This course meets online.

Note: This course meets online.

Workplace Ethics

There seems to be a never-ending cycle of corporate scandals — employee mistreatment, accounting fraud, insider trading, bribery and corruption, among other types of misconduct — prompting debates about the role and effectiveness of HR in creating an ethical workplace culture. Unquestionably, HR professionals are uniquely positioned to identify, prevent and correct ethics scandals due to their outsize role in hiring, training and evaluating employees. This course will prepare you to act as an ethical agent. Combining theory with practice, you will learn how individual and collective values, belief systems, and moral philosophies impact individual and organizational actions. You will also explore critical factors that shape ethical decision-making and workplace ethics, from leadership styles, to gender and generational differences, and how to embed social responsibility, corporate governance, and sustainability into workplace practices. Through experiential exercises, case studies, and group projects, you will learn evidence-based tools and strategies to navigate common ethical landmines. Note: Core requirement for MPS-HRM degree. Minimum grade required is “B” to continue eligibility toward graduation. This course meets online.

Note: Core requirement for MPS-HRM degree. Minimum grade required is “B” for degree completion. This course meets online.