Course Descriptions

Description: While many of the tasks associated with human resource management are centered in the HR Department, all managers have HR responsibilities. This course will cover the broad range of topics associated with HR management from the perspective of the HR professional, the manager, and the employee. This course 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.

Prerequisite: None

Description: 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: Introduction to Human Resource Management (37:533:301)

Description: 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 leadership.

Prerequisite: Introduction to Human Resource Management (37:533:301)

Description: This course will help students understand the theoretical basis for compensation and other rewards systems and provide a practical understanding of how compensation and reward 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: Introduction to Human Resource Management (37:533:301)

Description: This course 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.

Description: This course provides students with the knowledge and skills to help others manage their careers while learning how to manage their own careers. Topics will include self-assessments, motivation theory, professional skill-development, career ladders, labor market/occupational trends, market research, personal branding, job search techniques, resume writing, interviewing skills, negotiating, networking and creating work-life balance.

Description:  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 & 533:324.  Students who take this course may not also utilize 37:575:375 Benefits and Social Insurance toward the HRM major.

Prerequisite:  Introduction to Human Resource Management (37:533:301)

Human resource management in the healthcare setting shares common features with HRM in any organization. However, healthcare organizations have a unique history of approaches to HRM. Healthcare organizations are closely regulated entities.

Human Resources Management in the Public Sector will introduce you to human resources policies and processes in government entities.

This survey course explores the variety of ways that businesses can compensate employees with shares of equity and profits, and the human resource management, employment relations, organizational and individual motivational issues that such practices raise.

People analytics is a data-driven approach to improving people-related decisions for the purpose of advancing both individual and organizational success. While people have always been critical to the success of organizations, many business leaders still make key decisions about their workforce based on intuition, experience, advice, and guesswork.

Social Media has altered our lives in ways we didn’t know are possible. The consequences of Social Media, and how these tools can be in Human Resources. Topics covered will include social networking, the how/why the business world leverages them, sharing corporate culture on Social Media and technologies, and skills in designing and implementing social media for Human Resources.

Description: 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 M&A opportunities. Note: This course is designed for students without prior training in accounting or finance.

Prerequisite: Introduction to Human Resource Management (37:533:301)

Topics offered may include:

• Economics and Demographics of Labor Markets
• Employee Ownership & Group Incentives
• Ethics & HRM
• Future of Work & Internet Companies
• HRM & Organizational Behavior
• Managing 21^st Century Workforce
• Conflict Management
• Social Media
• People Analytics
• HRM & Excel (1 credit)

Prerequisite: None

Description: This course addresses basic statistics, covering frequency distributions through regression analysis. It will enable 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: None

This course aims to provide a comprehensive overview of the most current theories and research on leadership and to develop students’ skills and competencies to be effective leaders in organizations.

This course explores the opportunities and challenges of the increasingly diverse workforce emerging in the United States today. We will address the knowledge and skills managers must develop in working with others who are different from themselves. Some of these differences are obvious – gender, race, age, and physical characteristics. Other differences are not as easily observed – family structure, educational level, social class, and sexual orientation. This class incorporates experiential learning techniques for personal growth.

Description: 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 the financial collapses, social and environmental sustainability, corporate social responsibility, and the role of public policy and government regulation.

Prerequisite: Introduction to Human Resource Management (37:533:301)

Description: Individual reading and research project under the guidance of a human resource management faculty member on a Human Resource Management related topic of interest to the student.

Prerequisite: Completion of five (5) human resource management courses from list of core requirements including Introduction to Human Resource Management (37:533:301) with a GPA of 3.5 or higher. Advance permission of faculty member required.

Description: 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.

Prerequisite: HRM Majors & Minors only. Advance permission of HRM academic department required. Please contact Joy Montuoro, montuoro@smlr.rutgers.edu. for additional information.

Description: 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: Student must have been accepted into the HRM Honors Curriculum. For program eligibility see our Departmental Honors page.

Description: Overview of employment-at-will and its limitations; wages & hours; medical/family leave; privacy; drug testing; workers compensation; and fundamental anti-discrimination law.

Prerequisite: None

Description: 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:  this course may not be used in conjunction with Special Topics:  HRM & Organizational Behavior.

Prerequisite: None

Research project that culminates in a thesis or scholarly paper.

Research project that culminates in a thesis or scholarly paper.