37:533:301
Introduction to Human Resource Management (3)
While many of the tasks associated with human
resource management are centered in the HR department, all managers have HR
responsibilities. This course covers the broad range of topics associated with
HR management from the perspective of the HR professional, the manager, and the
employee. It serves as the base course in both the undergraduate HRM major and
minor. It will also serve to familiarize students who hope to become managers
or team leaders during their careers with some of the issues they will have to
deal with, such as staffing, motivating, and developing team members.
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37:533:311
Talent Acquisition (3)
This
course focuses on the effective management of the flow of talent into and
through organizations. It covers human resource planning, recruiting and
selection, career transitions, and other workforce movement. An important goal
of the class will be to provide opportunities to develop hands-on skills that
are relevant to effectively managing talent flow.
Prerequisite: 37:533:301.
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37:533:312
Developing Talent (3)
This
interactive, theoretically anchored, and applied course is aimed at
understanding the processes and practices of developing human capital. It
covers how organizations train and develop their employees, performance
management as an evaluative and developmental tool, and the strategic
development of talent framed within the context of talent.
Prerequisite: 37:533:301.
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37:533:313
Compensation & Total Rewards (3)
Helps
students understand the theoretical basis for compensation and other rewards
systems and provides a practical understanding of how compensation and rewards
systems work. The economic, psychological, and strategic aspects of rewards
systems are covered. A series of exercises provide hands-on experience with
major compensation and rewards practices.
Prerequisite: 37:533:301.
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37:533:315
Global Human Resource Management (3)
Explores the importance of international
business management in the context of international human resource management,
including topics on culture, compensation and benefits, international
organizations and their structures, international assignment management, and
the legal and regulatory considerations that global organizations face.
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37:575:315
Employment Law-Labor Studies Offering (3)
Overview of employment at-will and its
limitations; wages and hours; medical/family leave; privacy; drug testing;
workers' compensation; and fundamental antidiscrimination law.
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37:533:317
Career Management (3)
Provides students with the knowledge and
skills to help others manage their careers while learning how to manage their
own. Topics will include self-assessments, motivation theory, professional
skill-development, career ladders, labor market/occupational trends, market
research, personal branding, job search techniques, résumé writing,
interviewing skills, negotiating, networking, and creating work-life balance.
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37:533:318
HRM and Benefits (3)
Employee
benefits are complex, expensive, very personal, and many times
misunderstood. This course seeks to acquaint students with the type of
employee benefits offered in the workplace, the history behind them, and the
challenges that benefits present to an organization. Students gain an
understanding of benefits strategy, the legal requirements covering benefits,
and explore how workforce demographics provide a context for the organization's
employee benefits decisions. The course relies on a base knowledge of
employment law, tax law, psychology, management, organizational dynamics, and
economics.
Note:
This course was previously offered under Special Topic numbers 533:322 and
533:324. Students who take this course may not also utilize 37:575:375 Benefits
and Social Insurance toward the HRM major.
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37:533:321-329
Special Topics in Human Resource Management (3)
Topics offered may include: Ethics, People Analytics, Social Media, Human Resource Management in the Public Sector, and Equity Compensation & Employee Ownership.
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37:624:345
Organizational Behavior and Work (3)
Covers
behavior by individuals and groups in the workplace; group and intergroup
dynamics; organizational culture, structure, and change; leadership, employee
motivation, job performance, and feedback.
Note: Previously listed under 37:575:345.
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37:624:348
Leadership in the Workplace (3)
Leadership in work organizations, including unions, nonprofits, and businesses. Key leadership issues in small groups and large organizations; diversity concerns; leadership development.
Note: Previously listed under 37:575:318 Leadership in Work Organizations
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37:533:360
HRM Financial Decisions (3)
Successful HR strategies are those that align
with and support the firm's business strategy. Successful business strategies
are those that create value for the firm and its stakeholders. To be effective
in their strategic partner role HR professionals must understand how firms
create value and measure value creation. This course will introduce students to
the interpretation of financial statements and use of discounted cash flow
techniques for planning and evaluating HR and strategic investments. Particular
attention will be paid to topics such as selecting the financial measures used
to determine incentive pay, paying in stock versus paying in stock options,
alternative models for valuing stock options, the financial and HR aspects of
pension plans, and the modeling of merger and acquisition
opportunities.
Note:
This course is designed for students without prior training in accounting or
finance.
Prerequisite: 37:533:301.
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37:624:364
Diversity in the Workplace (3)
Focuses on how the increasing demographic diversity of American workplaces affects social relations, cultural dynamics, and organizational effectiveness.
Note: Previously listed under 37:575:364
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37:624:376
Corporate Governance, Power, and Control (3)
Explores
the relationship between corporate governance and the economic, social, and
political impact of corporations. Topics include: history of the corporation
and stock ownership; boards of directors; principal-agent/stakeholder theories;
executive compensation; profit sharing; employee ownership; stock options;
shareholder rights; takeovers and mergers; labor issues; pension funds;
international corporate governance; the relationship between governance,
corporate performance, and financial collapses; social and environmental
sustainability; corporate social responsibility; and the role of public policy
and government regulation.
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37:533:440
Statistics for HRM (3)
Addresses basic statistics, covering frequency
distributions through regression analysis. Enables students to compile and
analyze data used in developing, implementing, and measuring HR outcomes. It
will also enable students to interpret HR and government reports.
Prerequisite: 37:533:301
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37:533:494,495
Independent Study and Research (BA)
Individual
reading and research project under the guidance of a human resource management
faculty member on a topic of interest to the student. For HRM majors only.
Prerequisites: Completion of five human resource management courses from the list of core requirements including 37:533:301, with a GPA of 3.5 or better. Permission of faculty member and program director required
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37:533:496,497
Internship in Human Resource Management (BA)
Students
work as staff members in an approved public or private organization's human
resource management department. The opportunity will allow students to apply
conceptual knowledge learned in the classroom to actual situations and to
acquire new skills. For HRM majors only.
Prerequisites: Completion of four human resource management courses from the list of core requirements including 37:533:301, with a GPA of 3.2 or better. Permission of program director required.
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37:533:498,499
Honors in Human Resource Management (BA,BA)
An
in-depth individual research project under the guidance of a member of the HRM
department. Student will produce a thesis-quality research paper.
Prerequisite: Students must be enrolled in the HRM Departmental Honors Curriculum
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Applicable Labor Studies Courses
In addition to 37:575:315, there are certain courses from the Department of
Labor Studies and Employment Relations that are applicable to both the HRM
undergraduate minor and major. For the complete list, please consult the HRM
undergraduate website at smlr.rutgers.edu/hrmug.
Applicable Courses from Other Disciplines
The HRM undergraduate major includes a requirement of three courses from
psychology, sociology, and economics as well as two courses from a list of
quantitative requirements. Applicable courses from these areas of study can be
found on the human resource management website at smlr.rutgers.edu/hrmug.
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B.A. in Human Resource Management 
