Investigation into a specific topic area of Organizational Behavior & Human Resources Management. Arrange with instructor before enrolling.

OBHR 19000 BLACK: Bus Learn & Comp Knowl

BLACK: Bus Learn & Comp Knowl

This course investigates the impact that individuals, groups, and organizational structure have on behavior within organizations for the purpose of applying such knowledge toward improving an organization's effectiveness. Attention is given to such topics as motivation, leadership, group processes, organizational structure, technological innovation, and conflict management. Emphasis is placed on developing management skills and application of organizational behavior theories.

OBHR 33000 Intro To Org Behavior-Honors

Intro To Org Behavior-Honors

OBHR 33000 Introduction To Organizational Behavior

Introduction To Organizational Behavior

This course is designed to help Daniels School of Business undergraduate students become more effective, strategic writers in a business setting. However, there will be opportunities in this class to develop and practice speaking and interaction skills as well. The course format involves class lectures/discussions and extensive written work.

OBHR 33500 Strategic Business Writing

Strategic Business Writing

This course focuses on how to think strategically and make good business decisions. By the end of the class, you will be able to do the following: (1) Recognize biases in how people process information, conducting user tests and interviews to gain insights from prototypes to make business development decisions; (2) Engage in decision-making strategies to design/develop prototypes in a variety of media (digital and/or physical) for the appropriate level of fidelity necessary to communicate, understand, and test innovative ideas; (3) Select and use appropriate methods/tools/equipment to make decisions and design/prototype innovative ideas; (4) Pitch a viable solution for a validated problem to a variety of potential investors and/or stakeholders.

OBHR 39100 Strategic Thinking And Decision-Making

Strategic Thinking And Decision-Making

The course focuses on employee-employer relations. Attention is given to topics in legal aspects of union organizing and collective bargaining, labor unions history and structure in the United States, labor management negotiations, dispute resolution procedures, international labor relations, and labor-management cooperation.

OBHR 42900 Labor Relations

Labor Relations

OBHR 42930 Labor Relations

Survey of theory and techniques used in human resource management within organizations. Emphasis is placed on legal concerns, human resource staffing and development, reward systems, and the role of unions in American society. Techniques studied include job analysis, the use of various recruitment and selection procedures, compensation, administration, and collective bargaining. No credit for students in the School of Management.

OBHR 44301 Management Of Human Resources

Management Of Human Resources

This course is designed to help you become a more effective leader in a complex and rapidly changing world. Effective leadership developed over time through practice, feedback, and self-reflection is crucial for organizational success. While engaging in effective leadership practices can be rewarding, it is also a significant challenge for most people. This course aims to equip you with the knowledge and tools necessary to improve your leadership capabilities and confidence based on evidence-based practices and leadership theories. Through interactive sessions, we will explore various aspects of effective leadership, assess where you stand in your leadership development journey, and hone your leadership skills. By the end of the course, you should be able to recognize the importance of interpersonal relationship skills and abilities in effective leadership, discuss key leadership principles and practices in organizational settings with peers, colleagues, supervisors, and mentors, identify your own leadership strengths and areas for development, propose evidence-based solutions to real-world leadership problems, and develop a leadership philosophy based on your personal values and evidence-based strategies.

OBHR 44362 Leadership In A Changing World

Leadership In A Changing World

Survey of the techniques and practices used in human resource management. Emphasis is on legal requirements, cost/benefit considerations, and strategic needs in managing human resources. Topics include recruitment, selection and placement, compensation, work design, and reactions to work. Specific techniques reviewed include assessment centers, incentive plans, structured interviewing, and autonomous work groups. Current issues and managerial decision-making are emphasized.

OBHR 44428 Human Resources Management

Human Resources Management

This course focuses on the employer-employee relationship at work, and how managers work with employees to improve employee performance. Attention is given to the history of labor relations and performance management in work settings, with an emphasis, however, on contemporary approaches to managing the employer-employee relationship and the systems for managing employee performance.

OBHR 44429 Talent Management

Talent Management

This course focuses on the effective management of the flow of talent into and through organizations. It covers workforce planning, recruiting and selection, career transitions and other workforce movement. It is designed to teach students the skills to recruit and select the best talent to help drive organizational strategy. It will also prepare students to evaluate methods for job analysis and selection. Students will learn how to design and ask interview questions that are behaviorally anchored and focused on organization-person fit and person-job fit, both of which are important for successful adaptation and effective performance on the job. Students will also learn how to design a process and framework for final individual or group selection. Lastly, they will learn several strategies to successfully orient and onboard new employees.

OBHR 44430 Staffing: Talent Acquisition

Staffing: Talent Acquisition

This course examines the tangible and intangible aspects of compensation, through the lens of a total reward philosophy of an organization in order to attract, motivate, and retain their Human Capital. It also provides an overview of the considerations necessary to develop a compensation system that is internally and externally equitable and fiscally responsible, including the use of job evaluation and salary surveys.

OBHR 44431 Compensation: Total Rewards

Compensation: Total Rewards

Intensives are rapid leadership development experiences condensed over a weekend, with topics focused on self-leadership, teambuilding, conflict resolution, decision-making, communication, influence, and visioning. Permission of instructor required.

OBHR 44673 Intensive II Relational Ldrshp

Intensive II Relational Ldrshp

OBHR 44673 Intensive I -Self Ldrshp

Intensive I -Self Ldrshp

The purpose of this course is to understand the theory and processes of negotiation so that you can negotiate successfully in organizational and management settings. This course covers a wide variety of negotiation problems faced by business people. In addition, models of effective and ineffective decision-making are introduced and students will have the opportunity to make decisions at both the individual and group levels.

OBHR 44690 Negotiation And Decision Making

Negotiation And Decision Making

Supervised readings and reports in various subjects. Arrange with instructor before enrolling. Permission of instructor required.

OBHR 49000 Independent Study-Honors

Independent Study-Honors

OBHR 49000 Org Dynamics Leaders & Allies

Org Dynamics Leaders & Allies

OBHR 49000 Research Assistant Experience

Research Assistant Experience

Business students are trained to be experts in turning data into information. With a strong focus on data visualization, the purpose of this course (Storytelling with Data) is to help students take the next step: Turning that information into action. This course will provide you with helpful frameworks for understanding your audience, insights about how people perceive information best, and effective skills to express your ideas in ways that connect.

OBHR 49300 Storytelling With Data

Storytelling With Data

What does it truly mean to "work well"? From burnout and physical exhaustion to lack of motivation and meaning in their work, to not feeling socially connected to others - there are many factors that can influence the extent to which employees feel like they are able to thrive at work and at home. In this course, we will explore individual; relational/dyadic; organizational; and community influences on working well by diving into the common challenges employees' face in their daily work, both in managing their well-being and the well-being of others as leaders, coworkers, and community members. Together we will work towards identifying solutions to challenges that influence our ability to work well based on the scientific evidence.

OBHR 49700 The Science Of Working Well

The Science Of Working Well

This course examines one of the central tensions facing HR professionals today: how to protect and promote employee well-being while also driving organizational performance. Drawing on research in organizational behavior, human resource management, psychology, and emerging perspectives on artificial intelligence (AI), students will explore the evidence behind the well-being - performance paradox and apply it to real-world HR challenges. The course includes a dedicated module on AI and the employee experience, investigating how intelligent technologies are reshaping work design, well-being, and notions of balance and autonomy. Students will critically examine both the risks (e.g., surveillance, burnout, dehumanization) and opportunities (e.g., personalization, recovery support, task offloading) that AI introduces for HR professionals seeking to create sustainable human-centric workplaces. Through cases, applied projects, and reflective exercises, students will learn to design and evaluate HR practices that support both performance and well-being in an era of technological transformation.

OBHR 52500 The Well-Being Performance Paradox

The Well-Being Performance Paradox

People and leaders in organizations are constantly working with members of different backgrounds. This course focuses on talent management of gender and diversity for inclusion from an individual employee, leader and team/organizational perspective. When leveraged effectively diversity has the potential to foster learning, creativity, and innovation, but when ignored or misunderstood these differences in identity and values can lead to increased turnover, conflict, stress, talent under-utilization, and harm career experiences and productivity. This goal of this class is to take a multi-level (individual and organization) to help you learn how to lead the management of diversity and inclusion through a) improving your ability to work in diverse teams, as well as b) developing your ability to lead, develop, and implement strategies to foster cultural and structural change to support improved talent management of gender and diversity toward enhanced organizational effectiveness. Men, as well as women, and majority and minority individuals, will be able to leverage the skills taught in this course when making their own career decisions, as well as when managing, being managed by, or collaborating with others; or leading and changing organizations to support new ways of working. From an individual leadership perspective, we begin by tackling the question: "Why does diversity matter in employing organizations and business, what is the state of the art evidence-based knowledge, and what does it mean to me personally in my career and my leadership beliefs." Specifically, we focus on the business and social science processes- including attitudes toward in-groups and out-groups, stereotyping, identity, privilege, and power, discrimination, bias, equity influence opportunity, bystander awareness, and perspective taking- that affect how members of different social groups perceive and interact with one another. Since managing social identity increasingly involves managing work-life boundaries and work and non-work public and private selves, we will also learn about authenticity choices and social and public/ professional identity boundary management.  From an organizational and group perspective, we address the questions "What are best practices for successful diversity management?" We will discuss strategies for creating diversity through HR and management practices; how to create an inclusive culture and positive climate for inclusion and talent management, and developing and retaining diverse talent across multiple levels of intervention (individual, group, intergroup, organizational, and societal). We discuss how to conduct an organizational diagnosis of the current diversity climate and barriers and facilitators for   creating a multicultural workplace and a flexible environment supportive of many identities, and how assumptions may vary across industry and cultural contexts. In addition to readings and learning logs, cases, self- reflections and other exercises, students will have a choice of a teachathon project, which will allow them to somewhat customize the course to their own major interest-managing themselves or managing others. Student engagement and a willingness to share diverse perspectives are critical to the success of this course. To facilitate an active classroom, a range of participative learning methods are used, including learning log reflections, case analysis, experiential exercises, small group discussions, and self-assessments, and research projects. The emphasis is on exploiting diverse ways of learning as well as interaction with real-life examples and situations. The role of the instructor in this course is not to provide "the" answer, but to create an environment where you can collectively explore, examine and experiment with your own ideas.

OBHR 54100 Leading Management Of Diversity And Inclusion In Organizations

Leading Management Of Diversity And Inclusion In Organizations

This course focuses on the opportunities and challenges of managing a global multicultural workforce and implementing global organizational people strategies. The overall goal of this class is to help you become a more effective professional and leader in a global world on and off the job by providing information, tools and multicultural opportunities to increase conceptual and practical understanding of how national cultures shape employment settings and its implications for your own behavior as a global business professional and leader who implements human capital and organizational strategies, policies, and practices in a cross-national context. This course will also increase knowledge of and ability to implement current global human capital, international HRM, and organizational strategies for MNES and domestically. To achieve these goals, student engagement in class sessions, and willingness to share perspectives and opinions, and application of course readings and materials, are critical to the success of this course. A range of participative learning methods are used to facilitate an active classroom environment, including learning log journaling, case analysis, experiential exercises, small group projects, break out discussions, company guest speakers, and self-assessments. The role of the instructor in this course is not always to provide "the" answer, but to create an environment where you can collectively explore, examine and experiment with students' own ideas and share ideas and perspectives on working and managing global firms. Typically offered Spring.

OBHR 54200 Managing Global Organizational Behavior & Human Resources

Managing Global Organizational Behavior & Human Resources

Students learn about the employee socialization process through case studies, discussion, and presentations. In addition, students receive practical experience through participation in a mentoring program for new students. Class discussions and presentations evolve from students' mentoring experiences, and guest speakers provide real-world perspective on new employee programs. The course helps students develop skills in mediation, leadership, conflict management, and communication.

OBHR 56000 Mentoring and Socialization

Mentoring and Socialization

Advanced study and investigation in a field of organizational behavior and human resource management under the guidance of staff. Permission of instructor required.

OBHR 59000 Transform Lead Gettysburg

Transform Lead Gettysburg

OBHR 59000 Washington Campus

Washington Campus

OBHR 59000 Executive Presence & Influence

Executive Presence & Influence

OBHR 59000 Cmmunctn & Presence In Wrkplce

Cmmunctn & Presence In Wrkplce

OBHR 59000 Adv Industrial Relations

Adv Industrial Relations

OBHR 59000 Advanced Industrial Relations

Advanced Industrial Relations

Capitalizing on the unique personal and professional backgrounds of each student in our program, the Launching Global Leaders course provides a comprehensive and customizable leadership development curriculum. In this year-long course, students will engage in a 360 assessment of strategically identified professional competencies critical to success in the contemporary workforce. Using these target areas as a guide, students will then customize their leadership development experience by selectively engaging in a variety of program offerings, including: interactive industry simulations, personal and team performance enhancement tools, professional coaching, interactive learning sessions with industry leaders, and workshops in developing intercultural competency, personal branding and career management.

OBHR 59100 Launching Global Leaders

Launching Global Leaders

OBHR 60010 Business Storytelling With Data

Business Storytelling With Data

An introduction to research methods. This seminar examines the use of research methods to develop empirical tests for theoretical and practical issues. It includes readings and discussions on the philosophy of science, reliability, validity, research design, threats to research, ethics, and other issues in research methodology. Students formulate hypotheses and an original research design to test their hypotheses.

OBHR 60500 Research Methods I

Research Methods I

Independent empirical research in organizational behavior and human resource management, including the submission of a written report. Prerequisite: OBHR 60500. Permission of instructor required.

OBHR 60600 Research Practicum

Research Practicum

An overview of selected human resource activities/systems for the future human resource professional. Emphasis will be placed on building skills in areas that will provide a foundation for future coursework in human resources management. Topics covered include planning and forecasting human resource needs, job analysis, design and evaluation of training systems, design of performance appraisal systems, and safety and health in the workplace.  Typically offered Fall Spring.

OBHR 63100 Human Resource Systems

Human Resource Systems

An in-depth examination of human resource management in the context of union-management relations. Emphasis is on understanding how and why unions form, the legal context, and changing competitive environment for labor management relations. Covers the dynamics of the collective bargaining process, including the determinants of bargaining power, preparation of labor contract demands, and negotiation tactics. The course culminates with an extended mock negotiation exercise. Typically offered Fall Spring.

OBHR 64000 Industrial Relations I

Industrial Relations I

An examination of union-management relations topics that build on material addressed in OBHR 640. Topics include causes of strikes, impasse resolution techniques, grievance and arbitration procedures, public sector labor relations, labor-management cooperation, and international labor-management relations. Emphasis is on how changes in the competitive environment have created the need for changes in the traditional union-management relationship. Films, cases, exercises, and guest speakers are utilized.  Prerequisite:  OBHR 64000. Typically offered Fall Spring.

OBHR 64100 Industrial Relations II

Industrial Relations II

The first course in a two-course master's-level sequence focusing on the use of rewards to achieve organizational objectives. Special emphasis is given to compensation as a particularly salient reward. Designed for HR professionals, the course examines the relationship between rewards and organizational characteristics to achieve effective reward practices. Lectures, discussions, case studies, and guest speakers are used to build competence in job evaluation, skill-based pay, and setting pay levels.  Prerequisite:  OBHR 63100 or 63300, MGMT 67100 or STAT 51200.  Typically offered Fall Spring.

OBHR 64200 Compensation And Reward Systems

Compensation And Reward Systems

Provides an in-depth analysis of the methods used in staffing and selection processes. Methods used to evaluate individuals as well as methods used to evaluate selection and promotion tools will be studied. Emphasis on the processes of designing, administering, revising, and evaluating selection programs that comply with government regulation as well as add value to the organization. This course is designed for the future HR professional.  Concurrent Prerequisite:  OBHR 63100 or 63300, MGMT 67100 or STAT 51200. Typically offered Fall Spring.

OBHR 64400 Staffing Tools

Staffing Tools

Examines all aspects of the staffing process beginning with applicant recruitment and ending with termination and outplacement. Emphasis on building skills that the general manager will need to evaluate, design, and implement these activities. Designed for the future manager, as well as the future HR professional. Topics will be addressed from an individual perspective, as well as an organizational perspective.  Prerequisite:  OBHR 63100 or 63300. Typically offered Fall Spring.

OBHR 64500 Staffing Systems

Staffing Systems

Organizational development (OD) refers to the application of behavioral sciences knowledge and techniques to improve organizational effectiveness (e.g., productivity, quality, service, employee satisfaction, etc.). The course will describe techniques for diagnosing organizations and interventions for improving organizations. Specific interventions will be examined in detail including structural interventions (e.g., organizational design, job design), interpersonal process interventions (e.g., process consultation, team building), and human resource interventions (e.g., performance management, career development). The course will attempt to both build knowledge and provide practice in the various techniques. The course will not duplicate material in other current course offerings by this professor, and it will not require prior courses in human resources.

OBHR 65200 Organizational Development And Consulting

Organizational Development And Consulting

The course will describe techniques for diagnosing organizations and interventions for improving organizations. Specific interventions will be examined in detail including structural interventions (e.g., organizational design, job design), interpersonal process interventions (e.g., process consultation, team building), and human resource interventions (e.g., performance management, career development). The course will attempt to both build knowledge and provide practice in the various techniques.

OBHR 65210 Organizational Development And Consulting Rewards

Organizational Development And Consulting Rewards

Survey of theory and techniques used in human resource management within organizations. Emphasis is placed on HRM, Strategic HRM, Managing Human Resources Globally, and Strategically Managing Human Resource Functions.

OBHR 65330 HR Strategy

HR Strategy

This course provides an introduction to the field of HR analytics. HR Analytics is an advanced set of data analysis methodologies, tools, and metrics for comprehensive workforce performance measurement and improvement. The objective of HR analytics is to drive evidence-based decisions and action in the workplace. In addition to your instructor, you may hear from expert practitioners and corporate leaders who have "been there and done that" leveraging a myriad of HR analytics along the way. We will also review (and hopefully expand) your understanding of handling data including conceptualizing models, identifying key metrics, collecting data, analyzing data, and presenting data in ways that tell a powerful story. Throughout our course, I will infuse consulting concepts, methodologies, and lessons learned that combined with your analytic skills will help you to effectively serve as an HR Business Partner (internal HR consultant).

OBHR 65390 HR Analytics

HR Analytics

Examines organizational leadership responsibilities, forms of leadership, the acquisition, use, and consequences of power, critical leader skills, and how corporate environments shape leadership. Emphasis on self-discovery and development of managerial leadership knowledge and skills.

OBHR 65420 Leadership

Leadership

Decision-making examines organizational context, stages, creativity, biases, and group processes. Negotiations examine strategies for preparing and conducting negotiations. The principal focus is on individual and interpersonal aspects of each. Permission of department required.

OBHR 65430 Negotiations In Organizations

Negotiations In Organizations

The purpose of this course is to provide you with essential tools and concepts you need to help create and sustain needed change in your personal and/or professional life, in your work teams and in organizations. This course is taught in an executive style format, intended for working future managers with emphasis on knowledge application and experiential learning.

OBHR 65440 Change Management

Change Management

Working in a team setting, this course provides real-life experience consulting with an organization to solve a real business problem. The focus is on human capital or human resource-related problems. Students work with a client to define the scope of their engagement, identify needs, conduct outside research (benchmark, market analysis), develop solutions, and identify key deliverables. The project culminates with an executive summary presentation with tangible recommendations to the client's senior leadership. This experience prepares students to serve as an HR Business Partner (HRBP).

OBHR 65450 Human Capital Consulting

Human Capital Consulting

This course focuses on the effective management of the flow of talent into and through organizations. It covers workforce planning, recruiting and selection, career transitions, and other workforce movement. It is designed to teach students the skills to recruit and select the best talent to help drive organizational strategy. Students will also learn how to design a process and framework for final individual or group selection. Lastly, they will learn several strategies to successfully orient and onboard new employees.

OBHR 65460 Talent Acquisition

Talent Acquisition

This course focuses on the employer-employee relationship and how managers work with employees to improve their performance. Attention is given to Talent, Talent Management, and Performance Management in the work settings, with an emphasis, however, on contemporary approaches to managing the employer-employee relationship and the systems for managing talent. Various definitions of Employee Engagement will be explored, along with how it is measured, and why it is so important to your organization. Finally, various methods to engage employees in the organization will be studied.

OBHR 65470 Talent Management

This course examines how organizations can optimize financial and relational returns to gain and sustain a competitive advantage in a global environment. We will use theory and cases to develop a sound understanding of the compensation system.

OBHR 65480 Total Rewards

Total Rewards

Examines organizational leadership responsibilities, forms of leadership, the acquisition, use, and consequences of power, critical leader skills, and how corporate environments shape leadership. Emphasis on self-discovery and development of managerial leadership knowledge and skills.  Typically offered Fall Spring.

OBHR 66200 Leadership

Decision making examines organizational context, stages, creativity, biases, and group processes. Negotiations examine strategies for preparing and conducting negotiations. The principal focus is on individual and interpersonal aspects of each. Permission of department required. Typically offered Fall Spring.

OBHR 66900 Negotiations In Organizations

Individual and group behavior are the central components of the study of behavior in organizations. Focus is on the managerial application of knowledge to issues such as motivation, group processes, leadership, organizational design structure, and others. The course employs cases, exercises, discussions, and lectures. Prerequisite: Master's student standing and Management majors only.

OBHR 68100 Managing Behavior In Organizations

Managing Behavior In Organizations

This seminar provides an analysis of theory and research on individual and group behavior in organizations. Readings and discussion focus on motivation, attitudes and job satisfaction, employee participation and turnover, stress, leadership, group processes, and other issues.

OBHR 68300 Individual Behavior In Organizations

Individual Behavior In Organizations

Focuses on research methods, theories, and issues in HR management. A doctoral-level course designed for students interested in a research and teaching career in HR or organizational behavior. Objectives are to learn the primary theories and theoretical issues in each major area in HR, to learn the primary research methods and methodological issues, to attain a comprehensive reading list of the literature, to learn about publishing and the article review process, and to develop ideas for potential research projects.

OBHR 68400 Research In Human Resource Management

Research In Human Resource Management

Advanced investigation in a specific organizational behavior or human resource field at the graduate level.

OBHR 69000 Research Methods II

Research Methods II

OBHR 69000 Human Capital Consulting

OBHR 69000 Team Performance

Team Performance

OBHR 69000 HR Analytics

OBHR 69000 Storytelling With Data In Bus

Storytelling With Data In Bus

OBHR 69000 PhD Seminar -Writing

PhD Seminar -Writing

OBHR 69000 Training & Development

Training & Development

Advanced investigation in a specific organizational behavior or human resource field at the graduate level. Typically offered Fall Spring Summer.

OBHR Courses

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OBHR Courses

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