Rutgers, The State University of New Jersey
School of Management and Labor Relations
About the University
About the School of Management and Labor Relations
Financial Aid
Academic Policies and Procedures
B.A. in Human Resource Management
Learning Objectives
Admission and Requirements
Departmental Honors
Internships and Independent Study
Undergraduate Students in Graduate Courses and Transfer Credits
Master's in Human Resource Management
B.S. in Labor and Employment Relations and B.A. in Labor Studies and Employment Relations
Master's Degree Programs
Master's Program in Human Resource Management (M.H.R.M.)
Online Professional Master's in Human Resource Management (M.H.R.M.)
Master's Program in Labor and Employment Relations (M.L.E.R.)
Online Professional Master's in Labor and Employment Relations (M.L.E.R)
Five-Year Bachelor of Arts or Bachelor of Science/Master of Labor and Employment Relations Degree Program
Ph.D. Program in Industrial Relations and Human Resources (I.R.H.R.)
Divisions of the University
Camden Newark New Brunswick/Piscataway
  School of Management and Labor Relations 2022-2024 B.A. in Human Resource Management Courses  


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.
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.
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.
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.
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.
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.
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.
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.   
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. 
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.
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
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.
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
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.
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
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
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.
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

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
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
For additional information, contact RU-info at 848-445-info (4636) or
Comments and corrections to: One Stop Student Services Center.

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