Colorado State University Global Campus
As an Adjunct Faculty Member, Dr. Mary works with students to provide instructional guidance. See the list below for her available courses.
PMG 430 Human Resource Management in the Public Sector (Instructor)
This course consists of a comprehensive overview of the human resource processes in the public sector with an overall analysis of the legal environment within which human resource professionals operate. In particular, the course will explore the profound challenges and opportunities in attracting highly-skilled workers in an era of intense competition from the private sector. The course will also explore the fundamental question of why human resource departments are necessary at all, and how these departments fit within the overall architecture of governmental and nonprofit organizations. The course further examines techniques and strategies employed by human resource professionals in identifying highly-skilled workers, equipping them with skills relevant to the workplace, and motivating workers to provide maximum public value.
Upon completion of this course, students should be able to articulate the role of human resource professionals in the public sector, the scope of their responsibilities within public organizations, and the key strategic opportunities and challenges confronting human resource professionals today. Students should also be able to understand the legal constraints within which human resource departments operate and techniques and strategies employed to enhance the quality of the workforce despite these challenges.
Course Learning Outcomes:
- Analyze strategic approaches to human resource management, specifically methods by which human resources attracts, retains, and motivates highly-skilled employees
- Compare and contrast different approaches to frequent human resource issues involving compensation, workplace safety, and worker benefits
- Analyze the processes and dynamics in developing core competencies in an organizational workforce
- Examine the ethical cultures of governmental and nonprofit workplaces and the relationship of human resource departments in fostering and cultivating ethical behavior
- Recognize the importance of diversity in the workforce and the methods by which human resource professionals employ recruitment strategies to diversify the workplace
ORG 522 Human Resource Planning (Instructor)
This course examines the cross-cultural issues, laws, and processes in managing organizational staffing and employment. From a management perspective, effective workforce planning, recruitment, selection, retention, and employment issues are explored.
Students completing this course will explore various topics related to human resources – from legal issues to employment and retention. Best practices in planning and management will be discussed and developed.
Course Learning Outcomes:
- Provide a foundation of theories and application of HR planning and staffing.
- Illustrate the relationship of HR planning and staffing to organizational performance.
- Provide applicable information to effectively execute HR planning, staffing activities, and support functions, to include but not limited to, legal compliance, job analysis, onboarding and retention initiatives
HRM 515 Legal and Human Resource Dimensions of Business Environment (Instructor)
This course provides a solid foundation in business law concepts important to a business owner,
manager or company employee. It focuses on ethical conduct of employees, managers and the business in its entirety with specific study on employment law. You will learn about common business law areas including: torts, contract, criminal law, intellectual property, anti-trust and international business. The course includes an important discussion regarding employment termination litigation. The culminating project of the course is the creation and evaluation of a code of ethics for a chosen organization.
Course Learning Outcomes:
- Analyze the duties of the employee and the worker under different classifications of employment, including at-will and independent contractor.
- Identify situations that could lead to potential liability involving contract disputes, tortious conduct and criminal conduct in the business environment.
- Distinguish between discriminatory conduct and non-discriminatory conduct in the employment environment.
- Analyze advantages and disadvantages of alternative dispute resolution over litigation in the business environment.
- Compare and contrast how federal laws protect workers and how federal laws protect employers.
- Differentiate law and ethics in the business environment and evaluate the role of corporate social responsibility in decision-making.
- Evaluate different types of business organizations, including sole proprietorships, nonprofits, partnerships and corporations and assess advantages and disadvantages of each formation.
- Identify unfair labor practices and explain the duties that employers have in bargaining.
- Identify prohibited antitrust practices and the relevant laws that apply to anticompetitive conduct.
- Assess the relevant domestic and international law on business activities conducted in the global context.
- Evaluate the different kinds of intellectual property and their impact on the business environment.
HRM 460 Organizational Development (Instructor/Course Developer/Content Expert)
This course presents the study of organizational systems and strategies designed to drive organizational competitive advantage and enhance organizational performance. Specific focus is on systems thinking, becoming a learning organization, and continuous improvement.
A foundation for HRM460 course design is the premise that in a global economy, organizations that retain a high performing workforce have a distinct competitive advantage. Further, those companies that adapt, innovate and continuously improve are able to meet the challenges of an ever-changing environment and maintain long term sustainability. This course supports that premise by reinforcing that organizations are not isolated; they are part of an open system and impacted by external forces. The course also focuses on internal organizational systems, processes and strategies that are fundamental to building an organizational culture which advances a company’s strategic direction.
HRM460 is designed to cover the principles of organizational development from a theoretical and a practical perspective. The course covers the strategic implications of organizational change as well as processes, tools and techniques associated with organizational performance and change management. To enhance managerial decision-making skills, students explore topics such as leadership, governance, communication and human resource systems that influence change. Cost and value implications of change interventions and leading practices in learning organizations and continuous improvement are also included. To promote long-term thinking, students will develop an understanding of how companies use organizational development for short and long-term priority development and as a foundation for strategic advantage.
Course Learning Outcomes:
- Define organizational development and its relationship to supporting competitive advantage in a global economy.
- Explain organizational development models and their association to planned change.
ORG 100 Navigating Organizations and Change (Course Developer/Content Expert)
This course provides students with an analysis of what constitutes organizational change, as well as a survey of current best practices in organizations. Students will also learn about practical skills that will help them as they begin their university career. Students will also learn about current change management theories and how these theories impact individuals.
As you embark on your educational journey, this class will provide you with the tools and resources to learn in an online forum. It will reduce learning anxiety by introducing the resources available to assist you, and it will encourage you to network with your instructor, certified trainer, and peers to understand and discuss the materials provided. You will conduct the Color Code online personality assessment to learn more about yourself and others and use these results to improve your communication skills.
With your peers, you will learn about organizational change, effective leadership needed to implement and manage change, historical theory, and current best practices to provide a solid foundation for application in the workplace. Through the discussion threads and assignments, you will be encouraged to utilize real life personal and professional experiences in order to enrich the discussions, make them relevant, and assist you and your peers to better understand and manage organization change management and conflict.
Course Learning Outcomes:
- Describe the terms, concepts, and theories of organizational theory and how they relate to change in an organization.
- Analyze an organizational issue and develop a solution based on current theory.
- Evaluate the impact of organizational change on individuals.
- Analyze alternative learning opportunities and create a cost-effective plan for completing alternative college credits.
- Demonstrate knowledge of motivation, self-efficacy, human development including study skills, and the psychological foundations for stress management.
HRM 450 Employment Law, Compensation and Policy (Content Expert)
This course introduces the major laws affecting employment in the United States, including those related to insurance, compensation and labor, and health and safety. The provisions of those laws are addressed, as well as public policy supporting regulation and future modifications.
This course provides knowledge of current issues related to employment and human resource law that impact the organization’s bottom line. There is an emphasis on affirmative action, labor relations and conflict resolution. Topics include a variety of federal legislation, downsizing, health care coordinated services, negotiation, grievance processes and diversity, and international aspects. There is strong emphasis on the historical aspect of unions and labor relations in public and private sectors. This includes the negotiation or labor contracts and general arbitration process.
Students will work to understand the core principles of employment law which include the ability to define and apply legal terminology to employment issues, ability to analyze legal cases and legal concepts, explore the legal framework for employment relationships, examine the relationship between employment law and HR policies, and examine the range of legal liability for HR.
Course Learning Outcomes:
- Recall the components of the industrial relations system and explain the phases in the labor relations process.
- Explain the impact of major historical labor-management relations events on current labor-management relations.
- Describe strategies utilized by management and by union organizations in the labor relations process.
- Illustrate motivations for employees to decide to join unions and become involved in the process of unionization.
- Define the legal requirements for collective bargaining.
- Describe examples of pre-negotiation activity.
- Explain the bargaining power model.
- Describe the motivations for strikes and strike-related activity.
- Identify methods for resolving a bargaining impasse.
- Illustrate the union’s duty of fair representation and the four steps of a typical grievance procedure.
- Explain the elements of a typical labor arbitration proceeding.
- Differentiate between arbitration and judicial proceedings.
- Recognize the principles and elements of modern industrial discipline.
- Recall the institutional issues of managerial rights, union security, and minority rights.
- Describe the economic issues surrounding wage determination and employee benefits.
- Compare the major differences between the public sector and private sector labor relations.
HRM 500 Managing Human Resources (Content Expert)
This course begins with a graduate level discussion of the major topics and issues of Human Resources Management (HRM). The basic concepts of HRM are reviewed, but more emphasis is given to leadership and decision making for HRM. The application of HRM as it is impacted by global economies, diverse workforces, and the pursuit of organizational sustainability are explored in the discussion, reading, and additional course content. Also, learners are given the opportunity to demonstrate applied learning and critical thinking related to case analysis and research writing.
This course presents the six bodies of knowledge of human resource management: strategic management, human resource development (HRD), total rewards, employee and labor relations, and risk management. Strategic management emphasizes overall business operations. Students will learn how HR professionals may apply business concepts to contribute to organizational goals and how HR interrelates with other business functions. Workforce planning and employment covers activities concerned with recruiting, selecting, and hiring employees, diversity, onboarding, and retention. It also covers workforce planning—planning for future workforce needs related to additional talent, additional positions, turnover, layoffs, rightsizing, and downsizing. HRD emphasizes training, performance management, coaching, career development, and change, among others. Total Rewards is primarily associated with compensation and benefits, but also covers other non-monetary incentives such as work/life balance and advancement opportunities. Employee and labor relations address the practices for building positive employment relationships in both union and non-union environments. This includes employee relations and communications programs, workplace policies and procedures, and dispute resolution, among others. Risk management emphasizes health and safety in the workplace. Topics covered include the Occupational Safety and Health Act (OSH Act), employees’ rights and responsibilities, and accident prevention programs. Students will work to understand the core principles, practices, and theories associated with human resources management’s six bodies of knowledge, how each interrelates, and how each contributes to organizational performance.
Course Learning Outcomes:
- Describe the six bodies of knowledge of HR management.
- Identify and discuss the framework of HR functions and how each contributes to organizational performance.
- Discuss historical perspectives, laws and regulations, theories, and applications of effective HR management practices.
HRM 516 Effective Labor Management
This course will provide a comprehensive overview of Labor Relations, its history, regulations, and current environment. The course will also cover basic negotiation practices and skills, current events, and will integrate employee relations (non-union) concepts.
Course Learning Outcomes
- Describe the state of the labor movement and the results of collective bargaining under a variety of economic and social conditions.
- Explain the factors and components that affect employer-union and employer-employee relations practices.
- Identify and discuss the processes involved in union organizing, collective bargaining, labor contract administration, and employee grievance and discipline.