HRD 6310:  Advanced Theory and Philosophy of HRD (3)
Advanced study of the key historical and philosophical readings within the discipline of human resource development and the underlying concepts of learning theory, systems theory, and economic theory.

HRD 6311:  Organizational and Individual Change (3)
An analysis of the theories and research on individual and organizational change including incremental and transformational change and top-down versus bottom-up change.

HRD 6312:  Contemporary Workforce and Workplace Issues (3)
An analysis of contemporary cutting edge issues in the workforce and workplace. The impact of shifting demographics, the information age, and the global integration on work and workplace are studied.

HRD 6313:  Strategic Planning through Human Resources (3)
Theory and practice of strategically leading organizations through human resource interventions and aligning HRD as a major organizational process having strategic organizational contributions.

HRD 6314:  Application of Management and Technology in HRD (3)
The primary focus for all students is the mastery of technical and managerial skills needed to deal effectively with the challenges and opportunities in today's complex technological society.  Offers a brief introduction to e-commerce, explaining how recent changes in information technology and regulation are changing the competitive landscape. Using models, the course focuses on providing the analytical frameworks that facilitate understanding of how business is being transformed by information, technology and the Web.

HRD 6315:  Advanced Training and Development Functions (3)
Enables participants to appropriately apply in their organization state-of-the-art techniques in human resource development, training and development, and adult learning theory; recognize how future trends in linking strategy and training and development may impact their organization; assess current human resource development practices and formulate plans for their improvement; specify human resource issues and problem areas and identify alternative solutions to facilitate training and development processes.

HRD 6320:  Strategy Theory and Methods (3)
A critical review of theories, supporting research, and methods of strategy formulization,   scenario planning, and strategy for implementation in organizations.

HRD 6321:  Human Capital Policy and Management (3)
The study of historical and contemporary works in political and legal philosophy, ethics, and economics and their implications for human capital policy and management in organizations.

HRD 6322:  Human Capital and Organizational Performance (3)
The study of human capital theory, the relationship of human capital drivers to organizational performance, and the utilization of human capital and organizational performance metrics.

HRD 6330:  Performance Analysis (3)
A systematic and thorough organizational performance diagnosis and documentation of workplace proficiency for the purpose of improving performance at the organizational, process, team, and worker levels.

HRD 6331:  Organization Development (3)
A critical review of the processes and activities that help develop and change the organizational setting for the purpose of providing enhanced knowledge, expertise, productivity, satisfaction, income, and interpersonal relationships for personal or group/team gain or for the benefit of an organization.

HRD 6332:  Training and Development of Human Resources (3)
An advanced review of structured, unstructured, on-the-job, customized, and off-the-shelf training and development programs utilizing the Analysis, Design, Development, Implementation and Evaluation (ADDIE), Instructional System Design (ISD), and Training for Performance System (TPS) models.

HRD 6340:  Ethical and Legal Aspects of Technology (3)
A critical review of national policies, regulations and practices of HRD as they relate to technology and the environment.

HRD 6341:  Innovation and Creativity (3)
Study of HRD and the social, cultural, and political forces fostering technological innovation, ingenuity, and creativity in organizations and societies.

HRD 6342:  Technology from a Global Perspective (3)
Study of the challenges faced by HRD and technology practitioners working and interacting with technical personnel around the world. International variations in history, standards, education, and technology practices are addressed.

HRD 6350:  Research in HRD (3)
An overview of research concepts including foundations of scholarly inquiry, problem identification, quantitative research methods, qualitative research methods, the use of research journals and data bases, and the management of effective and ethical research in HRD.

HRD 6352:  Quantitative Research in HRD (3)
Advanced conception and design of quantitative studies with particular application to the content and context of human resource development. The course leads students through the quantitative research process from start to finish and covers key decisions researchers must make at each stage of the process.  Prerequisites: HRD 6350 or Competency

HRD 6353:  Qualitative Research in HRD (3)
Advanced examination of the assumptions, procedures, and skills in planning, conducting and analyzing qualitative research in human resource development.  Students will have opportunities to learn about and enhance skills in a variety of qualitative research methods such as individual and group interviews, observations, and case studies/stories. Prerequisites: HRD 6350 or Competency

HRD 6354:  Introduction to Statistics in Research
This course is designed for graduate students who require a basic understanding of statistics but have not previously had a statistics course. The course covers basic descriptive statistics, elementary probability, one- and two-population mean and variance comparisons, and an introduction to analysis of variance, simple linear regression, and correlation. Graduate standing and an undergraduate course in mathematics at the level of college algebra or higher are assumed.

HRD 6355:  Advanced Statistics in Research (3)
This course is designed to equip students in the selection and application of statistical tools and the use of computer software to analyze and interpret data.  Prerequisites: HRD 6354 or Competency

HRD 6356:  Advanced Quantitative Methods (3)
This course is designed to equip students in the selection and application of statistical tools and the use of computer software to analyze and interpret data. Prerequisites: HRD 6352

HRD 6357:  Advanced Qualitative Methods (3)
This course builds on the knowledge and experience acquired in HRD 6353. It provides a context for deeper analysis of selective qualitative methodologies. Critical skills include developing research questions appropriate for selected methodologies and defending methodological choice. Prerequisites:  HRD 6353

HRD 6359:  Research Seminar in HRD (3)
This course provides students with opportunities to prepare and present personal research proposals and to evaluate research proposals presented by classmates and guest scholars.  Class discussions will include research-related questions, concerns, and topics of interest.  Prerequisites: HRD 6356 or HRD 6257

HRD 6388:  Field Research (3)
The field research takes place in a cooperating organization that produces goods and services.  Field Research requires a strategy of engaged scholarship that explores aspects of HRD theory and practice to address a complex problem that exists in the host organization.  Required for each specialization area. Prerequisites: HRD 6352 and HRD 6353

HRD 6190-6390:  Directed Studies
Directed individual study of selected problems in the field of human resource development. Students may enroll in one SCH up to three SCH in any semester. Up to six semester hours may be applied to the degree. 

HRD 6391:  Topics in Human Resource Development
Selected topics in human resource development. May be repeated for credit. Up to nine semester hours may be applied to the degree. 

HRD 6199-6999:  Dissertation
Students may enroll in one SCH up to nine SCH in any semester and may be repeated.  Dissertation hours must be approved by the student’s major professor.  The dissertation hours are graded C/NC.