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. Students will be expected to reflect on past experiences, tie them to recurrent life themes, and develop a plan for the future. It is also possible that other topics ranging from one's career life span might also be discussed. Multiple individual presentations will also occur during the semester.
|
52:533:365
Fundamentals of 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 related to the successful management of human resources in organizations. Formerly: Strategic Human Resource Management.
|
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.
|
52:533:380
Human Resource Analytics (3)
This course aims to prepare students about how to examine large datasets related to organizational personnel in line with the growing focus on data analytics within human resource management. Topics will include how to tidy, statistically analyze, and plot data using Microsoft Excel and 'R' statistical software.
|
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.
|
52:533:463
Talent Management: Attracting, Developing, and Retaining Employees (3)
This course will address several key topics in human resource management aimed at providing students with a foundation in managing talent in organizations. Topics include organizational policies and practices associated with recruiting employees, training and developing employees, and keeping employees engaged.
Prerequisite: 52:533:365.
|
52:533:464
Fundamentals of Negotiation & Conflict Resolution (3)
Negotiation is the art and science of securing agreements between two or more independent parties who are seeking to maximize their outcomes. The central issues of this course deal with understanding the behavior of individuals, groups, and organizations in the context of competitive and cooperative situations resolving conflict. The course combines analytical material on the negotiation process with a series of negotiating experiences to develop your skills at negotiation, bargaining & conflict resolution. The course encourages you to take risk; analytically think about what you read and observe; honestly reflect about your behavior and preferences; and apply course concepts to real experiences.
Prerequisite: 52:620:303.
|
52:533:480
Strategic HR Management Capstone (3)
This capstone course is designed to provide students with the opportunity to synthesize their knowledge and skills in the field of strategic human resource management. The course will cover advanced topics, such as talent management, performance appraisal, and HR analytics, through a combination of case studies, group projects, and individual research. Students will develop the ability to analyze and address complex challenges in real-world settings.
Prerequisite: 52:533:365 and 52:533:461 and 52:533:463
|
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.
Prerequisites: As determined by instructor.
|
52:533:495
Honors Thesis in Human Resource Management (3)
An individual research project.
Prerequisite: Permission of instructor.
|
52:533:497
Human Resource Management Internship (3)
The Rutgers School of Business-Camden internship program offers qualified students an
opportunity to gain professional employment experience that complements their
academic background in business. The internship program is designed to
supplement the academic program by giving students a real-world employment experience
prior to graduation.
Prerequisite: Permission of internship director/instructor.
|
|
|
