The master of human resource management (M.H.R.M.) degree program is highly rated with graduates working in major corporate, government, and nonprofit organizations across the country. The program provides a broad foundation of theoretical knowledge and professional skills to a variety of people, including individuals planning or pursuing careers as human resource (HR) staff representatives. The program also is useful for line managers who want to acquire knowledge about the development and management of people.
The student body is comprised of individuals from throughout the United States and the world. Students in the program represent a variety of undergraduate majors and work experiences. Courses typically meet once a week in the evening for less than three hours, making the program convenient for working adults. Students can attend on a full-time or part-time basis, and the program currently offers classes on Saturday.
The office of the M.H.R.M. program is located in the School of Management and Labor Relations, Janice H. Levin Building, Rutgers, The State University of New Jersey, 94 Rockafeller Road, Piscataway, NJ 08854-8054. The telephone number is 732/445-5973, the fax number is 732/445-2830, and the email address is mhrm@rci.rutgers.edu.
Most career paths in human resource management (HRM) include attaining in-depth competency in one or two HR areas, such as compensation, benefits, recruitment, selection, training, human resource information systems, or management development. An HR professional may manage one of the HR functional areas or a general HR unit. A career as a general manager of a business unit also is common. Successful careers often include international experience and involvement in organizational change processes, such as mergers and acquisitions, downsizing, and reengineering.
With organizations facing stiffer competition in the global marketplace, the role of HRM has undergone a parallel transformation. As organizations recognize the importance of integrating HRM strategies with overall business strategy, vice presidents of HR increasingly have become members of corporate executive committees and boards of directors. Much of the "administrivia" either has been engineered out of the job or has been automated, and some traditional HR functions have been given to general line managers. As a consequence, line managers need to broaden their knowledge about how to add value to the organization through effective HR strategies.
Most graduates of the program begin their careers in specialized HR functions. Typical entry level jobs in larger organizations include compensation analyst, recruiter, benefits counselor, Equal Employment Opportunity/Affirmative Action (EEO/AA) analyst, human resource information systems (HRIS) coordinator, and training administrator. Many larger companies have professional development programs that offer rotations in various HR functions. These are fast-track positions that can lead after 18 to 24 months to an HR manager or other management position. In smaller organizations, typical entry level jobs include staffing administrator, compensation administrator, or HR generalist supporting an organizational unit, such as a plant or a line of business. Those students without prior experience who complete internships have a greater market value and frequently are offered jobs at organizations where they intern.
