Human Resource Management

Course Description

MAN4301 – Human Resource Management is a 3-credit, upper-division lecture course providing a comprehensive introduction to the strategic and operational practice of human resource management (HRM) in contemporary organizations. The course covers the strategic role of HR; legal and regulatory compliance affecting employment; job analysis and design; recruitment and selection; training and development; performance management; compensation and benefits; employee and labor relations; workplace safety; international HRM; and emerging HR topics including HR analytics, diversity-equity-inclusion (DEI), remote and hybrid workforce management, and the ethical use of AI in HR practice. Throughout, the emphasis is on integrating HR practice with broader organizational strategy and on connecting individual HR functions to overall organizational effectiveness and employee wellbeing.

The course sits within the Florida Statewide Course Numbering System (SCNS) under Management > Human Resource Management and is offered at approximately 28 Florida public institutions — among the most widely-offered upper-division business management courses in Florida. MAN4301 is required at most Florida SUS Bachelor of Business Administration (BBA) and Bachelor of Science in Management programs and at FCS BAS-Management programs. The course is the corpus's first upper-division business management guide and serves as foundation for advanced HR coursework (compensation, talent management, labor relations, employment law) at SUS institutions.

MAN4301 is distinguished from MAN3025 (Principles of Management) — the foundational management survey course — by its specialized HR focus. MAN3025 covers HRM as one chapter or unit within a broader management survey; MAN4301 covers HRM as the central subject across an entire semester. Students who have taken MAN3025 typically still benefit substantially from MAN4301 because the depth and HR-specific application differ significantly. MAN4301 is also distinguished from BUL2241 (Business Law I) — while MAN4301 covers employment law as one of several HR functional areas, the depth of legal coverage remains within HR-functional context rather than as the broader contracts-and-torts coverage in BUL2241.

Learning Outcomes

Required Outcomes

Upon successful completion of MAN4301, students will be able to:

• Describe the strategic role of human resource management in contemporary organizations: HR as a strategic business partner; the relationship between HR practice and organizational strategy and culture; the evolution of the HR function from administrative to strategic; the role of the Chief Human Resources Officer (CHRO) and HR business partner roles.
• Apply principles of employment law and regulatory compliance at the practitioner level: Title VII of the Civil Rights Act (race, color, religion, sex, national origin); ADEA (Age Discrimination in Employment Act); ADA (Americans with Disabilities Act) and reasonable accommodation; FMLA (Family and Medical Leave Act); FLSA (Fair Labor Standards Act) and Florida wage law including Florida Constitutional minimum wage; OSHA workplace safety; immigration compliance (Form I-9, E-Verify, work authorization); harassment law and prevention; pregnancy and Pregnant Workers Fairness Act; the EEOC investigation and complaint process; Florida-specific employment law considerations.
• Apply principles of job analysis and design: methods of job analysis (interview, observation, questionnaire, work-sampling, technology-assisted methods); job descriptions and job specifications; competency models; job design principles (job enlargement, job enrichment, job rotation); the relationship between job analysis and other HR functions.
• Apply principles of recruitment: internal vs. external recruitment sources; modern recruiting channels (LinkedIn, Indeed, Glassdoor, ZipRecruiter, niche job boards); employer branding; campus recruiting; employee referral programs; diversity recruiting strategies; the rise of AI-assisted candidate sourcing tools; recruiting metrics and analytics.
• Apply principles of selection and hiring: selection-process design; resume and application screening; structured vs. unstructured interviewing; behavioral interviewing techniques; cognitive ability testing; personality assessment; integrity and skills testing; assessment centers; reference and background checks; pre-employment drug testing where applicable; selection validation (criterion-related, content, construct); legal considerations including disparate impact and reasonable accommodation; the use of AI in selection and the legal and ethical considerations surrounding AI-assisted hiring.
• Apply principles of onboarding and orientation: pre-boarding activities; orientation program design; the relationship between onboarding effectiveness and retention; documentation requirements (I-9, W-4, benefits enrollment, policy acknowledgments).
• Apply principles of training and development: training-needs analysis; training-program design; learning theory application (adult learning principles, the role of practice and feedback); training delivery methods (classroom, e-learning, mobile, virtual reality, microlearning); training evaluation (Kirkpatrick's four levels); leadership development; succession planning; career-development frameworks; the rapidly-changing landscape of workplace learning including AI-supported personalized learning.
• Apply principles of performance management: traditional annual performance review vs. continuous performance management; goal-setting (SMART goals, OKRs); 360-degree feedback; performance improvement plans (PIPs); performance-management software platforms; the relationship between performance management and compensation; performance management in remote and hybrid contexts.
• Apply principles of compensation: total rewards philosophy; pay structure design (job evaluation, market pricing, internal equity); base pay administration; pay-for-performance and incentive systems (annual bonus, commission, profit-sharing); executive compensation; equity compensation (stock options, RSUs); compensation in growth vs. mature companies; the legal framework (FLSA classification, Equal Pay Act, pay-transparency laws); contemporary issues in compensation including pay equity and pay transparency.
• Apply principles of benefits: legally-required benefits (Social Security, Medicare, unemployment, workers' compensation); voluntary benefits (health insurance, retirement plans 401(k)/403(b), paid time off, life insurance, disability insurance); the Affordable Care Act employer mandate; HSA and HRA accounts; Florida-specific benefits considerations (no state income tax simplifies some calculations); contemporary benefits trends (mental-health benefits, family-support benefits, wellness programs).
• Apply principles of employee relations: progressive discipline; workplace investigations; conflict resolution; employee engagement; employee assistance programs (EAPs); the relationship between employee experience and business outcomes; managing remote and hybrid teams; preventing and addressing workplace bullying and harassment.
• Apply principles of labor relations at introductory level: the National Labor Relations Act; the unionization process; collective bargaining; grievance procedures; labor-management cooperation; contemporary state of organized labor in the U.S. and Florida (Florida is a right-to-work state); the National Labor Relations Board's evolving interpretation of protected concerted activity.
• Apply principles of workplace safety and health: OSHA general industry and construction-specific requirements; injury and illness prevention programs; workers' compensation and the return-to-work process; workplace violence prevention; mental-health and wellness in the workplace.
• Apply principles of diversity, equity, inclusion, and belonging (DEIB): the business case for diversity; inclusive recruitment and selection; equity in promotions and compensation; inclusive workplace culture; the contemporary DEIB landscape including legal and political developments affecting DEIB programs.
• Apply principles of international HRM at introductory level: managing across cultures; the special considerations for expatriate assignments; global compensation; legal compliance in multiple jurisdictions; the rise of distributed global teams.
• Apply principles of HR analytics and HR information systems: HRIS platforms (Workday, Oracle HCM, SAP SuccessFactors, ADP, Paylocity, Paycom, BambooHR, Gusto); HR metrics and KPIs (cost-per-hire, time-to-fill, turnover, engagement scores); workforce analytics at introductory level; the use of data in HR decision-making; predictive analytics applications.
• Apply principles of HR ethics: confidentiality and privacy of employee information; conflicts of interest; HR's role in organizational ethics; the SHRM Code of Ethical and Professional Standards; the unique ethical pressures faced by HR professionals.
• Apply principles of change management at introductory level: the relationship between organizational change and HR; change-management frameworks (Kotter, ADKAR); HR's role in supporting organizational change; managing layoffs and reductions in force responsibly.
• Apply principles of HR strategy and metrics: aligning HR strategy with business strategy; the HR scorecard; demonstrating HR's contribution to business outcomes; benchmarking HR practices.

Optional Outcomes

Depending on instructor selection:

• Engage with SHRM-CP or PHR certification preparation: targeted exam-preparation content; the SHRM Body of Applied Skills and Knowledge (SHRM BASK).
• Engage with specific industry HR contexts: hospitality (highly Florida-relevant — Walt Disney World, Universal, hotels, resorts, theme parks); healthcare (AdventHealth, Orlando Health, BayCare, etc.); retail; manufacturing; technology; non-profit.
• Engage with HR consulting and external services: Professional Employer Organizations (PEOs); HR consulting firms; HR outsourcing.
• Engage with HR technology in greater depth: detailed exploration of one or more HRIS platforms; introduction to HR-specific AI tools.
• Engage with case-study analysis of major HR situations: Wells Fargo accounts scandal HR implications; Uber workplace culture investigations; corporate diversity initiatives; major labor-relations developments.

Major Topics

Required Topics

• Introduction to Strategic HRM: The strategic role of HR; HR business partner model; the relationship between HR practice and organizational strategy and culture; the evolving HR function.
• Employment Law and Compliance: Title VII; ADEA; ADA; FMLA; FLSA; OSHA; immigration compliance (I-9, E-Verify); harassment law; pregnancy and PWFA; EEOC process; Florida-specific employment law.
• Job Analysis and Design: Methods of job analysis; job descriptions and specifications; competency models; job-design principles; relationship to other HR functions.
• Recruitment: Internal vs. external sourcing; modern recruiting channels; employer branding; campus recruiting; employee referrals; diversity recruiting; AI-assisted sourcing; recruiting metrics.
• Selection and Hiring: Selection-process design; resume screening; structured vs. unstructured interviewing; behavioral interviewing; testing (cognitive, personality, integrity, skills); assessment centers; references and background checks; selection validation; legal considerations; AI in hiring.
• Onboarding and Orientation: Pre-boarding; orientation program design; relationship to retention; documentation requirements.
• Training and Development: Training-needs analysis; program design; adult learning principles; delivery methods (classroom, e-learning, mobile, VR, microlearning); evaluation (Kirkpatrick); leadership development; succession planning; AI-supported learning.
• Performance Management: Annual review vs. continuous; SMART goals and OKRs; 360-degree feedback; performance improvement plans; performance-management platforms; relationship to compensation; remote-context considerations.
• Compensation: Total rewards philosophy; pay structure design; base pay; pay-for-performance; executive compensation; equity compensation; legal framework (FLSA, Equal Pay Act); pay equity and transparency.
• Benefits: Legally-required benefits (Social Security, Medicare, unemployment, workers' comp); voluntary benefits (health insurance, retirement plans, PTO, life and disability); ACA employer mandate; HSA and HRA; Florida considerations; contemporary benefits trends.
• Employee Relations: Progressive discipline; workplace investigations; conflict resolution; engagement; EAPs; remote-team management; preventing workplace bullying and harassment.
• Labor Relations (Introductory): NLRA; unionization process; collective bargaining; grievance procedures; Florida right-to-work context; contemporary state of organized labor.
• Workplace Safety and Health: OSHA requirements; injury/illness prevention; workers' compensation; return-to-work; workplace-violence prevention; mental health and wellness.
• Diversity, Equity, Inclusion, and Belonging (DEIB): Business case; inclusive recruitment and selection; equity in promotions and compensation; inclusive workplace culture; contemporary legal/political landscape.
• International HRM (Introductory): Managing across cultures; expatriate assignments; global compensation; multi-jurisdiction compliance; distributed global teams.
• HR Analytics and Information Systems: HRIS platforms (Workday, Oracle HCM, SAP SuccessFactors, ADP, Paylocity, Paycom, BambooHR, Gusto); metrics and KPIs; workforce analytics; data-driven decision-making; predictive analytics applications.
• HR Ethics: Confidentiality and privacy; conflicts of interest; HR's organizational ethics role; SHRM Code of Ethical and Professional Standards; ethical pressures unique to HR.
• Change Management (Introductory): Organizational change and HR; frameworks (Kotter, ADKAR); HR's supporting role; managing layoffs and reductions in force responsibly.
• HR Strategy and Metrics: Aligning HR with business strategy; HR scorecard; demonstrating HR contribution; benchmarking.

Optional Topics

• SHRM-CP or PHR Certification Preparation: Targeted exam content; the SHRM BASK framework.
• Industry-Specific HR Contexts: Hospitality (Florida-highly-relevant); healthcare; retail; manufacturing; technology; non-profit.
• HR Consulting and External Services: PEOs; HR consulting firms; HR outsourcing.
• HR Technology Deep-Dive: Detailed HRIS platform exploration; HR-specific AI tools.
• Case-Study Analysis: Major HR situations and lessons.

Resources & Tools

• Most-adopted textbooks at Florida institutions: Human Resource Management by Dessler (Pearson) — among the most widely-adopted HRM textbooks; Human Resource Management by Mathis, Jackson, Valentine, Meglich (Cengage); Fundamentals of Human Resource Management by Noe, Hollenbeck, Gerhart, Wright (McGraw-Hill); Managing Human Resources by Snell, Morris, Bohlander (Cengage); HR from the Outside In by Ulrich (McGraw-Hill — strategic-HR perspective).
• Open-access alternatives: Human Resource Management from OpenStax (free, openstax.org/details/books/principles-management — has substantial HR coverage as a portion of broader management text); LibreTexts business materials; the SHRM HR Foundations courses (some free content).
• Online learning platforms: Pearson MyLab Management (paired with Dessler); Cengage MindTap (paired with Mathis); McGraw-Hill Connect HRM (paired with Noe); WileyPLUS (paired with various Wiley HR titles).
• Professional resources (free or institution-licensed): SHRM (Society for Human Resource Management) at shrm.org — the dominant U.S. HR professional association; free public content plus member resources; HR Daily Advisor; HR Magazine (SHRM publication); Workforce magazine; HRMorning; Harvard Business Review HR coverage (institution-licensed at most institutions).
• Florida-specific employment-law resources: Florida Department of Business and Professional Regulation (myfloridalicense.com); Florida Department of Economic Opportunity / Reemployment Assistance; Florida Commission on Human Relations (the Florida EEOC equivalent for state-law enforcement); Florida-specific employment-law publications (Greenberg Traurig, Akerman, Holland & Knight HR/labor practice publications).
• HRIS platform familiarity (where institution provides access): Workday demos; ADP Run; BambooHR free trials; Gusto demos; LinkedIn Talent Solutions tools.
• HR certification preparation: SHRM-CP (Certified Professional) for entry/mid-level HR practitioners — the most widely-recognized U.S. HR credential; SHRM-SCP (Senior Certified Professional) for senior HR practitioners; PHR (Professional in Human Resources) through HRCI; aPHR (Associate Professional in Human Resources) for entry-level practitioners or students; SHRM Talent Acquisition Specialty Credential and other SHRM specialty credentials; CPP (Certified Payroll Professional) through American Payroll Association for compensation/payroll specialty.
• Tutoring and support: Institution business-program tutoring; faculty office hours; SHRM student chapter (where active — provides networking and HR-career exposure); business-school career services for HR-internship and -job-search support.

Career Pathways

MAN4301 develops competencies foundational across HR career pathways and broader management roles. Specific Florida career pathways supported include:

• Human Resources Generalist — entry-level professional HR role at a wide range of Florida employers; covers multiple HR functions in a small-to-medium organization.
• Human Resources Specialist — focused on a specific HR function (recruiting, compensation, benefits, training, employee relations, etc.).
• Recruiter / Talent Acquisition Specialist — substantial Florida demand across industries; particularly strong in healthcare, hospitality, technology, and aerospace/defense.
• Compensation and Benefits Specialist — designing and administering pay structures and benefits programs.
• Training and Development Specialist / Learning & Development Professional — designing and delivering organizational learning programs.
• Employee Relations Specialist — managing workplace investigations, conflict resolution, and discipline matters.
• HR Business Partner — embedded HR support for business units; typically requires several years of HR experience.
• HR Analyst — analytical work in HR using HRIS and analytics tools.
• Diversity, Equity, and Inclusion Specialist / Officer — DEIB-focused HR specialty.
• Director of Human Resources / VP of HR / CHRO — senior HR leadership; typically requires graduate education and substantial experience.
• HR Consultant — independent consulting or with HR consulting firms.
• Florida Industry Sectors with Substantial HR Employment: Hospitality and Tourism (Walt Disney World, Universal Orlando, SeaWorld, hotels and resorts statewide — among the largest HR employer concentrations in Florida); Healthcare (AdventHealth, Orlando Health, BayCare, Lee Health, Memorial Healthcare, HCA Healthcare, Tampa General, Mayo Clinic Florida, Cleveland Clinic Florida, etc. — substantial HR demand); Defense and Aerospace (L3Harris, Lockheed Martin, Northrop Grumman, Embraer, Boeing); Financial Services (Citigroup Tampa, Raymond James, World Fuel Services Miami); Technology (emerging Florida tech sector); Government (state and local agencies).
• Articulation to Graduate Programs — MAN4301 is foundational preparation for MBA programs with HR concentration, MS-Human Resource Management programs (UF, USF, FIU, FAU offer related programs), and other graduate business credentials.

Special Information

Articulation and Transfer

MAN4301 is an upper-division course required at most Florida BBA, BS-Management, and FCS BAS-Management programs. A grade of C or higher is typically required for the course to satisfy major prerequisites. The course transfers among Florida SUS institutions; specific articulation should be verified with the receiving institution.

MAN4301 vs. Related Courses

Florida business-program coursework includes several related but distinct courses:

• MAN3025 (Principles of Management) — the foundational management survey including HRM as one chapter; lower-division-style introductory survey.
• MAN4301 (this course) — Human Resource Management — the dedicated HR specialization course; upper-division depth across all HR functions.
• MAN4350 (Compensation Management) — specialized course on pay and rewards (offered at some Florida institutions).
• MAN4441 (Labor Relations) — specialized course on collective bargaining and union-management relations (offered at some Florida institutions).
• MAN4504 (Operations Management) — distinct from HR; focused on production and service operations.
• BUL2241 (Business Law I) — covers contracts, torts, agency, business organizations; employment law is one section. MAN4301 covers employment law within HR-functional context only.

Prerequisites

Standard prerequisites typically include:

• MAN3025 (Principles of Management) with grade of C or higher — foundational management survey
• Junior or senior standing at most institutions — MAN4301 is upper-division
• Some institutions require ENC1102 (College Composition II) or evidence of college-level writing ability

Specific prerequisites vary by institution. Students should consult their business-program advisor.

Course Format and Workload

MAN4301 is a 3-credit lecture course meeting 3 hours per week for 15-16 weeks (45 contact hours total). The course is widely offered in face-to-face, hybrid, and fully online formats — increasingly fully online for working students completing degrees through evening and online programs. Expect: substantial textbook reading; weekly assignments often including case studies and applied analysis; 3-4 unit exams (often combination multiple-choice and case-application essay); a comprehensive final exam; potentially a substantial term project or paper applying course content to a specific organization or HR function. Out-of-class workload typically runs 6-9 hours per week — successful HR students develop the habit of connecting course content to current events and organizational examples.

SHRM Student Chapter and Career Networking

Most Florida institutions with substantial business programs maintain SHRM Student Chapters — student-led organizations affiliated with the Society for Human Resource Management. SHRM Student Chapter participation provides:

• HR-career exposure through guest speakers and workplace tours
• Networking with practicing HR professionals
• HR internship and job opportunities
• HR-certification preparation support (particularly for the aPHR and SHRM-CP)
• National and regional HR conferences with student attendance opportunities

SHRM Student Chapter participation is widely recommended for HR-career-bound students.

Course Code Variations

Florida institutions consistently use MAN4301 for this course. Course titles include "Human Resource Management," "Strategic Human Resource Management," and "Personnel Management" (older title still used at some institutions). The course is consistently 3 credits with no laboratory.