Strategic human resource management includes the following major components, with specific attention to the unique environment and challenges facing public and nonprofit professionals: a strategic perspective that connects HR management with the organization's mission; labor relations; compensation; benefits management; recruitment and selection; performance management; and an additional focus on organizational/program/project management to align the organization's human resources with overall organization goals and priorities.
4 Graduate credits
Effective August 21, 2010 to present
- Articulate the similarities and differences among public sector, nonprofit, and private sector Human Resource (HR) management;
- Appreciate the impact various social, economic and political trends have on public and nonprofit HR management;
- Demonstrate an appreciation for the historical significance of public and nonprofit HR management;
- Demonstrate a basic understanding of the laws and regulations that govern HR management practices and procedures in public and nonprofit organizations;
- Apply concepts, methods, and procedures of HR management, such as job analysis, recruitment and selection, compensation and benefits, training and career development, and performance management;
- Explain why a nonprofit or public organization¿s ability to manage its human resources strategically is critical to its current and future success; and
- Articulate a personal vision for the future of public and nonprofit sector HR management.