Rutgers, The State University of New Jersey
Camden Undergraduate
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Undergraduate Education in Camden
Degree Requirements
Liberal Arts Colleges
School of Business-Camden
Programs, Faculty, and General Information
Course Notation Information
Accounting 010
Business Administration 135
Business Law 140
Finance 390
Honors College 525
Human Resource Management 533
Management 620
Ecommerce and Information Technology 623
Marketing 630
Bachelor Degree in Hospitality Management
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Camden Newark New Brunswick/Piscataway
  Camden Undergraduate Catalog 2008-2010 School of Business-Camden Courses Human Resource Management 533  

Human Resource Management 533
52:533:360 Career Planning and Career Management (3) Explores theory, research, and practice related to the planning and managing of careers in organizations. Individual career planning and management are the major part of the course. Topics may also span the individual's organizational life, beginning with entry into the organization and socialization process, through the individual's early and middle career stages, and concluding with concerns surrounding late career/retirement. Pre- or corequisite: 52:620:303.
52:533:365 Strategic Human Resource Management (3) Emphasizes the importance of human resource management functional specialties (i.e., planning, recruitment, selection, employee development, compensation, and employee relations), in terms of alignment with and support of the organization's strategy and objectives. Special attention is given to business problems and strategic decision making of the human resource manager. Pre- or corequisite: 52:620:303.
52:533:370 Legal Issues in Human Resource Management (3)
Designed to expose students to legislation and court rulings that impact the management of human resources in the organization. Topics include, but are not limited to, equal employment, privacy, employee selection and testing, wage/hour regulations, safety and health, worker's compensation, unemployment insurance, intellectual property, and other emerging issues in employment law.

Prerequisite: 52:533:365.
52:533:460 Employee and Labor Relations (3) A study of the relationships between management and employees of the organization in both unionized and nonunion environments, and in both the private and public sectors. Nonunion employee relations requires leadership for a positive work climate, including the development of programs, policies, and practices in support of employees and the work they do (e.g., safety and wellness) and general conflict resolution.Labor relations with unionized employees offers more emphasis on administering due process and collective bargaining, developing strategies for contract negotiations and implementation of negotiated agreements, and alternative dispute resolution. Prerequisite: 52:533:365.
52:533:461 Compensation and Benefits (3)

Considers the role of compensation as part of an organization's business strategy. Compensation techniques used to achieve internal and external equity are covered, focusing on job evaluations and wage and salary surveys. Incentive pay schemes, pay based on seniority, and knowledge-based pay plans are also discussed. The role of employee benefits as compensation is given significant attention, including both legally mandated and discretionary benefits. Issues connected with executive pay and international differences in compensation are covered.

Prerequisite: 52:533:365.
52:533:462 Workforce Planning and Employment (3)

This course takes a detailed look at the workforce planning components of human resource management including planning, recruitment, selection, placement, retention, and workforce reductions. Special emphasis is placed on ensuring equal employment opportunity and understanding how organizations should acquire and align their human resources to maximize organizational performance.

Prerequisite: 52:533:365.
52:533:463 Performance Improvement and Employee Development (3)

Organizational performance depends on a variety of factors, many of which involve the human element. This course recognizes a full range of possibilities and how to assess the root issues. The focus then moves to training and development of employees as an important opportunity for performance improvement. Closely linked are topics of managing in organizations, particularly resistance to change and the need for conscientious follow-up on any changes targeting performance.

Prerequisite: 52:533:365.
52:533:487 Independent Study in Human Resource Management (3)

Individual study under the supervision of the human resource management faculty, usually on a specified project or paper, to deepen and broaden the student's professional horizon and enrich the educational experience.

Prerequisite: Permission of instructor.
52:533:491,492 Special Topics in Human Resource Management (3,3)

Designed to integrate course materials, introduce newer philosophies and techniques in human resource management, and apply them to selected problems. Extensive readings and research reports required. Topics vary from semester to semester.

Prerequisite: Permission of instructor and/or 52:533:365.
52:533:495 Honors Thesis in Human Resource Management (3,3) An individual research project. Prerequisite: Permission of instructor.
52:533:497 Human Resource Management Internship (3)

A structured, practical program conducted by a business in cooperation with the School of Business-Camden.

Prerequisites: Cumulative grade-point average of 3.0; permission of internship director.
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Comments and corrections to: Campus Information Services.

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