Professors: J. E. Smith (Vice President), W. N. Bockanic; Associate Professor: N. S. Hartman; Assistant Professor: S. J. Allen; Visiting Assistant Professor: R. F. Miguel
The human resource management major (HR) provides students with the in-depth knowledge necessary to assist organizations in the effective utilization of employee skills and talents. Its overall goal is developing an intensive understanding of the concepts and techniques needed to acquire, cultivate, and utilize an organization’s human resources. HR management students develop skills related to employee performance assessment, workforce planning, compensation administration, the facilitation of organizational change, and the application of employment law. The major also strengthens skills related to applied research, logical reasoning, and verbal and written communication. Ultimately, the HR management major provides students with skills and knowledge that are relevant to the current and future needs of organizations.
The HR management major is best suited for those who have a strong interest in the human element of organizations and how it can contribute to organizational success. This prepares graduates for positions in almost every business, government, and civic enterprise. The major is designed primarily for students who intend to pursue careers in the HR field, including positions such as human resources specialists or managers, benefits administrators, compensation analysts, staffing managers, human resources analysts, organizational performance managers, personnel administrators or directors, training managers, recruiters, and employee relations managers. Regardless of the title, HR-related careers involve a shared emphasis on leading employees and coworkers toward common goals, worker empowerment and productivity, and organizational excellence.
Major in Human Resources Management: A total of 63-66 credit hours as described below.
Business Core: 39-42 credit hours, including MN 463.
Major Courses: 24 credit hours. HR 352, HR 370, HR 373, HR 376, PS 459, HR 495, and any two of the following elective courses: HR 353, HR 405, HR 415, HR 420, HR 460, and MN 395.
Professional Experience: Majors must have relevant professional work or volunteer experience prior to graduation. This requirement must be satisfied by completing the approval process as outlined by the department. In addition, students may choose to complete CE credits in conjunction with their internship.
352. HUMAN RESOURCE MANAGEMENT 3 cr. Prerequisite or corequisite: MN 325 or PS 359. Introduction to the theories and practices of corporate personnel management. Topics include planning, staffing, training and development, reward systems, labor relations, personnel law, and international human resource management.
353. LABOR RELATIONS 3 cr. Prerequisite or corequisite: MN 352 or PS 359, or permission of chair. Study of relationships between corporations, labor, and government. Topics include labor history, law, and economics; institutional aspects of collective bargaining and contract administration; and theoretical and experiential perspectives on negotiation.
370. STAFFING 3 cr. Prerequisite: MN 352 or PS 359, or permission of chair. Issues and practices related to corporate acquisition of human resources, including HR planning, job analysis, recruitment, selection strategies and practices. Emphasis on designing and analyzing practices that maximize utility, return on investment, and government regulation compliance.
373. TRAINING AND MANAGEMENT DEVELOPMENT 3 cr. Prerequisite or corequisite: MN 352 or PS 359, or permission of chair. Study of the issues and practices related to the link organizational strategy with training and development strategies. Topics include needs assessments, learning styles, implementation and evaluation of training, training techniques, techniques for managerial skill development, improved job performance and productivity, and calculating training return on investment. Includes a development project where students create and conduct a training program for fellow students.
376. COMPENSATION 3 cr. Prerequisite: MN 352 or PS 359, or permission of chair. Study of issues and practices related to corporate reward practices. Topics include job analysis, job evaluation, and performance appraisal theory and techniques, incentive and fringe benefit systems, and the legal issues related to compensation management.
405. CURRENT ISSUES IN HUMAN RESOURCES MANAGEMENT 3 cr. Prerequisite: MN 352 or PS 359, or as announced. In-depth coverage of selected contemporary issues in HR management. Topics include: international HR management; management consulting; resourcing entrepreneurial organizations; HR development; employee benefit planning; occupational safety, health and security; corporate sustainability.
415. MANAGING CONFLICT AND NEGOTIATIONS 3 cr. Prerequisite or corequisite: MN 325 or PS 359. Emphasizes understanding and practicing techniques for managing workplace conflicts, including mediation, negotiation, and arbitration. Develops the negotiation skills necessary to manage organizational stakeholders effectively.
420. HUMAN RESOURCES INFORMATION SYSTEMS 3 cr. Prerequisite: MN 352 or PS 359, or permission of chair. Selection of software, components, types and development of information systems, and uses of information systems in the HR field. Also, relevant technology issues, such as security, privacy and ethics, and HR data for enterprise management.
460. EMPLOYMENT LAW 3 cr. Prerequisite: MN 352 or PS 359, or permission of chair. Overview of employment laws, reasonable accommodation, employer unfair practices, occupational safety and health, negligent hiring, and unlawful harassment. Includes lectures, readings, and cases to facilitate an understanding of the development, intent, and implications that employment laws and regulations have on corporate human resource policy.
495. ADVANCED HUMAN RESOURCES MANAGEMENT 3 cr. Prerequisite: MN 352 or PS 359, PS 459 or permission of chair. Discussion of advanced topics in human resources. Topics include HR strategy, organizational development, ethics, sustainability, corporate/social responsibility, global HR, role of the HR professional as internal consultant, change management, mergers, acquisitions, reductions in force, and trends in HR. Focus on strategies for self-management, team building, and delegation. A project is required.