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Human Resources Management Major

Effective people management is one of the most powerful tools available today for organizations seeking to achieve long-term competitive advantage. Increasingly, companies in the U.S. and abroad are restructuring their human resources departments, infusing more information technology in HR-service delivery and trying to leverage an increasingly diverse talent pool within and across national labor markets in order to increase their competitiveness. HR executives, managers, and staff need to have strong business, professional, and technical competencies to create and implement talent management and performance management systems that attract, motivate, and retain high-quality employees. The major in human resources management is designed to help graduates tackle these professional challenges. The content of the human resources management major is designed to be consistent with the recommendations of the Society for Human Resource Management (SHRM).

 

Core Courses

Must complete with a C or better in order to proceed with the Human Resources Management major. 

  • Organizational Behavior
    Provides an overview of topics and concepts in the field of Organizational Behavior (OB). Emphasis is on developing a theoretical grasp of issues and problems and an understanding of practical implications of various theories of human behavior at work. Specific topics include leadership, motivation, teamwork, career issues, work roles, job enrichment, employee participation, and work and nonwork integration.

  • BUSHRM 1050: Human Resources Management
    Provides an introduction to the management of human resources at the organizational level. Human-resources management is viewed as an integral part of the basic management process and the orientation of the course is toward developing managerial skills useful in establishing organizational personnel policy. Specific topics include the role of human resources in the management process, human-resources planning and forecasting, job information systems, recruitment and selection, human-resources development, compensation, legal framework, and evaluation.
    Prerequisite/corequisite BUSORG 1020, 60 credits

Required Major Courses

  • BUSHRM 1675: Human Resources Staffing
    Provides an in-depth examination of the organizational-staffing process. Procedures for human-resource needs assessment such as personnel audits and forecasting are discussed. Recruitment strategies and recruitment sources are explored. The process of organizational choice by candidates may be covered. The emphasis is on understanding basic types of assessment tools and procedures for choosing new employees. Core concepts in measurement and validity are discussed. Issues relating to organizational entry and socialization may also be covered.
  • BUSHRM 1677: Training and Development
    With increasingly complex technologies, a more diverse workforce, industry globalization, and a tight labor market, organizations are turning to training and development as an option for meeting today's workplace challenges. This course is designed to provide an introduction to the concepts, processes, and issues associated with training and development. Many aspects will be emphasized included planning, designing, implementing, and evaluating training programs. Attention will also be given to broader issues such as employee development and training for specific needs.

    Prerequisite/corequisite: BUSORG 1020
  • BUSHRM 1680: Compensation & Performance Management
    Examines the general structure of an organization and the rewards employees seek in exchange for the efforts and contributions they provide. Topics include rewards and motivating work environment; government and union influences; job-content analysis, description, and evaluation; determining competitive relationships, developing pay structures; measuring performance and paying for performance; employee benefits; administration of the compensation plan; executive, managerial, professional, and sales compensation.
  • BUSHRM 1685: Employment & Labor Relations
    Provides a close examination of the day-to-day labor-management relationship and processes. Considers contract negotiations, contract administration, discipline and grievance procedures, and third-party conflict resolution assistance such as mediation, fact-finding, and arbitration. Emphasis is placed on the structure, organization, and objectives of the parties. The similarities and differences between private- and public-sector bargaining are also considered.

Elective Major Courses

Must complete at least two courss. 

  • BUSORG 1650: Issues in Career Management
    Focuses on the issue of careers in organizations or the sequences of jobs and occupations that a person will hold over his or her lifetime. Examines a variety of perspectives on career management. Focuses on the individual and organizational factors in career development by addressing issues such as career planning, job choice, work socialization, career stages, mentoring, and work and family concerns.

    Prerequisite: BUSORG 1020
  • BUSORG 1655: International Dimensions of Organizational Behavior
    Provides an introduction to organizational behavior in a global context. Emphasis is on applying core organizational behavior concepts such as leadership, motivation, and group processes, as well as more contemporary topics such as cultural diversity and expatriation, to workers in Europe, Asia, and the Americas. Develops an understanding of culture and cross-cultural differences and an awareness of the key skills needed to interact effectively in cross-cultural settings.

    Prerequisite: BUSORG 1020
  • BUSORG 1660: Women & Men at Work
    Examines the similarities and differences in the work experiences of men and women within organizations. Also examines some of the individual and organizational consequences of gender and work. Topics include gender-role attitudes, occupational segregation, gender and leadership, sexual behavior within the workplace, career mobility, and workforce diversity.

    Prerequisite: BUSORG 1020
  • BUSHRM 1665: Negotiations in Business
    Negotiating permeates human interactions. It affects the balance and distribution of resources among nations, organizations, families, and individuals. In business, outcomes of negotiations influence the bottom line. Students will understand the theory behind successful negotiations; recognize situations that call for negotiations; explore the use of alternative negotiating strategies and tactics; and be able to analyze and carry out a successful negotiation.

  • BUSHRM 1670: Global Workforce Management & Change
    This course provides an integrative framework for understanding the business and legal challenges that are associated with effective workforce management around the world. As more and more companies try to leverage the benefits of a global labor market, it is critical to understand the challenges that managers must deal with as they try to coordinate work practices across country settings and prepare individuals for international assignments. Toward that end, we will examine how labor markets in the Americas, Europe and Asia compare in terms of labor costs, labor supply, workplace culture, and employment law. High-profile news events from developed and emerging economies will be used to illustrate the complex cultural and regulatory environment that multinational firms face in such areas as talent management, performance management, offshore outsourcing, downsizing and industrial relations. The last segment of the course will focus on the individual and organizational factors that promote successful expatriate assignments and globally-oriented careers.
  • BUSHRM 1687: Human Resources Planning & Strategy
    The role of human resources in creating a sustainable competitive advantage is covered in detail. Topics often include organizational factors (e.g., cultures, values) that impact HR planning and strategy, HR environmental analysis and competitor analysis, internal analysis of the HR system for competitive initiatives, HR contributions to business strategy formulation, human resources forecasting and planning, HR strategy implementation, succession planning, facilitating organizational change, downsizing and restructuring the organization, and HR aspects of mergers and acquisitions.

    Prerequisite/corequisite: BUSORG 1020, BUSHRM 1665, BUSHRM 1675, BUSHRM 1680, BUSHRM 1685
  • BUSHRM 1689: Sports Management
    Many students aspire to careers in professional sports leagues such as the NFL, NBA, and MLB. This course recognizes that the sports industry is much broader than just professional sports teams, as it also includes firms in sports clothing, sports equipment, sports drinks, sports medicine, venue management, food and beverages, sports media, and sports marketing. The sports industry is a labor intensive industry with human resource and project management skills as key success factors. Planned topics, exercises and activities in the course include a look at gameday preparations; facilities management including a behind the scenes tour of a facility; player selection (through a draft simulation); and retention, coaching, licensing, sports media, and sports marketing.

Skills Needed

  • Able to communicate your thoughts, ideas, and information clearly and concisely both in writing and verbally
  • Listen by giving full attention, understanding points being made, and asking appropriate questions
  • Recognize problems and devise an appropriate plan of action to resolve them
  • Organize and interpret data
  • Work well with others especially in a team environment

Types of Jobs

  • Benefits & Compensation
  • Employee Relations
  • Global HR
  • Labor Relations
  • Organizational & Employee Development
  • Staffing/Recruiting

Types of Industries

  • Medium to Large Corporations
  • Retail
  • Government
  • Banking
  • Consulting Firms