Master of Arts (MA) in Human Resources Management
The goal of the human resources management major is to prepare human resource professionals to deal with the complexities and challenges of managing today's workforce. The program content is designed to provide a comprehensive coverage of the major human resource responsibilities, addressing strategic and operational aspects. The courses involve both practical and theoretical considerations in the professional development of men and women in the field of human resources in such settings as business, industry, government, and non-profit organizations and institutions.
The 36 credit hours required for the master of arts (MA) or the 48 credit hours required for the master of business administration (MBA) must include the following courses for a major in human resources management:
- HRMG 5000 Managing Human Resources (Requisite Course)
- MNGT 5590 Organizational Behavior
- BUSN 5200 Basic Finance for Managers
- HRDV 5610 Training and Development
- HRMG 5700 Employment Law
- HRMG 5800 Staffing
- HRMG 5920 Compensation
- HRMG 5930 Labor-Management Relations
- HRMG 6000 Integrated Studies in Human Resources Management, or
- HRMG 6250 Thesis
Students who choose to take HRMG 6000 must also take 3 elective courses from the graduate business, management, and/ or international relations course offering. Students who choose to take HRMG 6250 must take 2 such additional courses, as the thesis counts for six credits (2 courses).
If the requisite course is waived, the student must choose an elective course from this major or from the program curriculum of another major. Students pursuing dual majors who have the requisite course(s) waived will complete only the remaining required courses for the dual majors.
The required courses and electives listed in this core may be taken as Directed Studies, subject to the conditions stated in the Directed Studies section listed under Academic Policies and Procedures.
HRMG 5000 Managing Human Resources (Requisite Course)
This course is a comprehensive view of personnel policy development with emphasis on the interdependence of personnel and operating functions. Students analyze personnel functions of recruitment, development, training, compensation, integration into the workforce, and maintenance of personnel for the purpose of contributing to organizational, societal, and individual goals.
MNGT 5590 Organizational Behavior
This course introduces students to many of the basic principles of human behavior that effective managers use when managing individuals and groups in organizations. These include theories relating to individual differences in abilities and attitudes, attribution, motivation, group dynamics, power and politics, leadership, conflict resolution, organizational culture, and organizational structure and design.
BUSN 5200 Basic Finance for Managers
Managers and human resource management professionals must be able to understand financial information contained in financial statements and reports. Line managers must be able understand financial information contained in financial statements and reports in order to evaluate their unit's financial performance, to communicate clearly with other managers, and to apply financial information when making decisions. Human resources management professionals must understand financial statements and principles if they are to effectively assist line managers and be strategic partners with other business functions. This course will focus on the interpretation and use of basic financial information by non-financial managers, not on the production of financial statement and reports. (FINC 5000 cannot be substituted for BUSN 5200.)
HRDV 5610 Training and Development
Rapid changes in technology and job design, along with the increasing importance of learning- and knowledge-based organizations, make training and development an increasingly important topic in human resources development. In this course, the student will learn how to 1) identify training and development needs through needs assessments, 2) analyze jobs and tasks to determine training and development objectives, 3) create appropriate training objectives, 4) design effective training and development programs using different techniques or methods, 5) implement a variety of different training and development activities, and 6) evaluate training and development programs.
HRMG 5700 Employment Law
This course provides an overview of legal issues affecting human resources management. It focuses on the impact of law on individuals in organizations, recognition of legal problems, and the legal impact of human resource decisions. The course content includes laws, regulations, and court decisions covering labor- management relations.
HRMG 5800 Staffing
This course introduces students to the basic principles and techniques of staffing the workplace. Students will be introduced to basic and intermediate level theories and strategies utilized in staffing, planning, recruiting, and selection. Topics covered include: job analysis, recruitment, selection, and performance assessment. Prerequisites: HRMG 5000.
HRMG 5920 Compensation
This course addresses tangible and intangible compensation and the use of compensation to motivate and reward employee performance. The course also covers job analysis, job description, and job evaluation on the basis of compensable factors as well as designing an equitable pay structure. In addition, students analyze the influence of unions and government in determining the compensation of the labor force, including compensation of both hourly workers and managerial employees. Prerequisites: HRMG 5000.
HRMG 5930 Labor-Management Relations
Students examine legislation concerning labor-management relations and focus special attention on contract negotiations, contract administration, and the creative resolution of employee-management differences in the context of a formal contract. The course focus is on employee relations characterized as being outside of a negotiated agreement.
HRMG 6000 Integrated Studies in Human Resources Management
The student is expected to synthesize and integrate the learning experiences acquired in human resources management and to evaluate the research and current topics relative to this major. Techniques used to accomplish these goals may vary. Prerequisite: completion of other required courses in this major.
HRMG 6250 Thesis
The student completes a thesis project under the supervision of two faculty members. The thesis option is recommended for those considering graduate study at the doctoral level. The thesis counts for two courses (six credits).