The HRM program provides a quality HR education programs designed to help students to build the potential competencies for the future manager and/or HR professional in the private, non-profit, and public sector by delivering relevant theories as well as practical knowledge and skills.
What is human resource management (HRM)?
The effective management of the human resources of an organization is critical to the organization's success. Thus, the goals of human resource management are the efficient and effective utilization of human resources in order to achieve the strategic objective of the organization while facilitating the accomplishment of individual goals.
HRM involves all of the decisions and practices that relate to managing people in organizations. The means to achieving the goals of HRM are accomplished by developing a knowledge base in job analysis, human resource planning, recruitment, selection, training and development, compensation and benefits, human resource management law, labor relations, and continuous quality improvement processes.
What is the HRM program at WSU?
The HRM program at WSU is the only full-fledged HR education program in the tri-state area. The changes to the HRM program has been applied from the Academic Year 2010, reflecting the fact that the linkage between SHRM and AACSB has recently been increased as an effort of standardizing the HR education programs.
What kinds of courses will I take?
HRM majors take 66 credits of progressive coursework in a variety of disciplines, such as accounting, business law, finance, marketing, economics, statistics, human resources, and decision-making. In addition to the 13 College of Business core courses (39 credits), HRM majors take 6 required courses (18 credits) and 3 electives (9 credits) to meet the 66 credit requirement.
66 S.H. (No Minor Required)
REQUIRED COURSES – COLLEGE OF BUSINESS CORE (39 S.H.)
MATH 110 Finite Mathematics OR higher (3) (Students considering
graduate school should take MATH 140† Applied Calculus.)
ACCT 211 Financial Accounting Principles (3)
ACCT 212 Managerial Accounting Principles (3)
ECON 201 Principles of Microeconomics (3)
ECON 202 Principles of Macroeconomics (3)
ECON 222 Business Statistics OR STAT 210 (3)
BUSA 291 Legal Environment in Business (3)
FIN 360 Corporate Finance (3)
MKTG 300 Principles of Marketing (3)
MIS 362 Management Information Systems (3)
MGMT 325 Organizational Dynamics (3)
MGMT 334 Operations Management (3)
MGMT 495 Strategic Management (3)
Satisfies University Studies requirements.
ADDITIONAL REQUIRED COURSES (21 S.H.)
MGMT 317 Management of Human Resources (3)
This course is designed to provide students with an overview of theories, research, and practice in human resource management and industrial relations in organizations. Students are introduced to job analysis, recruitment, selection, training, development, performance management, compensation, benefits, labor relations, collective bargaining, and international HRM. Topics also include the legal environment of employment, the evolving nature of work, the HR function as a strategic business partner, and the competencies for HR professionals. Grade only.
Prerequisite for College of Business BS majors and minors: Admission to the College of Business.
Prerequisites for all other majors and minors : Junior standing and instructor’s permission.
MGMT 417 Compensation Management (3)
This course provides students with theories and approaches to the design and management of compensation systems and benefit programs. Topics include the design, implementation, and evaluation of jobs, salary surveys, job- or person-based pay structure, pay-for-performance, and benefit programs.
Prerequisites for College of Business majors and minors: Admission to the College of Business, ECON 202, and MGMT 317 (or concurrent enrollment).
Prerequisites for non-College of Business majors and minors : Junior standing, ACCT 211, ECON 201, ECON 202, MGMT 317 (or concurrent enrollment), and instructor's permission.
MGMT 427 Human Resources and Organizational Development (3)
This course provides students with an overview of human resource (HR) development and organization development. Focusing on the HR professional as a strategic business partner and change agent, this course covers employee learning and development, career management, organizational learning, and change management. This course also covers HR strategy, HR measurement, and HR’s role in organizations. Prerequisites for College of Business BS majors and minors: Admission to the College of Business, junior standing, MGMT 317, and MGMT 325. Prerequisites for all other majors and minors: Junior standing, MGMT 317, MGMT 325, and instructor’s permission. Grade only.
MGMT 437 Labor Relations and Collective Bargaining (3)
This course introduces students to the field of labor relations. It is designed to give students a balanced perspective of the requirements and goals of both the union and management and to prepare them to deal with labor-related issues in the workplace. Topics include: labor movement in the U.S., major labor legislation, forming/organizing labor unions, and the collective bargaining process in both the public and private sector.
Prerequisites for the College of Business majors and minors: Admission to the College of Business and MGMT 317.
Prerequisites for non-College of Business majors and minors : Junior standing, MGMT 317, and instructor's permission.)
MGMT 464 Project Management (3)
This course addresses the skills needed to initiate, plan, execute, control, and close projects. Various tools for managing projects will be covered including computer software such as Microsoft Project. Prerequisites for College of Business BS majors and minors: Admission to College of Business and MGMT 334. Prerequisites for all other majors and minors: Junior standing, MGMT 334, and instructor’s permission. Grade only.
MGMT 467 Staffing and Evaluation (3)
This course is designed to provide students with theory/practice of staffing decisions. It discusses staffing models and strategy; staffing support systems (legal compliance, planning, job analysis and rewards); core staffing systems (recruitment, selection, employment); and staffing system and retention management. Professional ethics and compliance with legal requirements are considered, as are appropriate methods for describing the job, attracting the right person, assessing applicants, short listing, and selection. Prerequisites for College of Business BS majors and minors: Admission to the College of Business, junior standing, MGMT 315, and MGMT 317. Prerequisites for all other majors and minors: Junior standing, ACCT 211, ECON 201, ECON 222, MGMT 315, MGMT 317, and instructor’s permission. Grade only.
ELECTIVES (9 S.H.)
Note: All nine elective credits must be in 300+ level courses and must be selected from the following list of courses:
BUSA 321 Applied Business Ethics
BUSA 351 Employment Law (3)
BUSA 399 Internship Project (3)
BUSA 486 Independent Studies in Business (1-3)
MGMT 345 International Business (3)
MGMT 365 Independent Readings in Management (1-3)
MGMT 377 Independent Readings in Human Resources (1-3)
MGMT 385 Social Entrepreneurship (3)
MGMT 387 Independent Readings in Labor Relations (1-3)
MGMT 415 Theories of Management (3)
MGMT 425 Small Business Management (3)
MGMT 457 Seminar in Human Resources (3)
MGMT 475 International Management (3)
MGMT 477 International Human Resources Management (3)
BUED 440 Training and Employee Development (3)
ECON 420 Labor Economics (3)
MGMT 317: Management of Human Resources
MGMT 417: Compensation Management
MGMT 417: Compensation Management
The number of HRM professionals is expected to grow rapidly in the coming years because of an increased awareness of the costs and benefits of effective human resource practices. U.S. Bureau of Labor Statistics projected that jobs for HR, training, and labor relations managers and specialists will be increased by 22% between 2008 and 2018 (Source: Occupational Outlook Handbook, 2010-11 Edition).
Graduates of the program are prepared to begin their careers in the human resource departments of corporations, government agencies, unions, and other private and public organizations. They are employed as recruiters, compensation specialists, job analysts, grievance handlers, arbitration managers, negotiators, safety directors, and training coordinators. According to Minnesota State Colleges and Universities Graduate Follow-Up Report FY 2008, 92% of HRM program graduates are working in major field within one year of graduation. The HRM program at WSU prepares students for careers in management of all types of organizations in the private, non-private, or public sector. Recent graduates have obtained employment as:
- Employee Benefit Manager
- HR Generalist
- Industrial Relations Representative
- Job and Occupational Analyst
- Compensation Specialist
- Employment and Placement Specialist
- International Human Resources Manager
- Training and Development Specialist
Median Salary Range for HRM Careers
Average Salary of HRM graduates is $44,144 according to National Association of Colleges and Employees (January 2009 Average Salary Survey).
HR Assistant I: $36,740
HR Generalist II: $60,991
HR Manager: $90,850
Note: These numbers are Minneapolis media salary (bonus and benefits excluded) from www.salary.com. Actual expected salaries will vary depending on your chosen career path, experience, and even your geographic location.
Society for Human Resource Management
SHRM is the world’s largest association devoted to human resource management. Representing more than 250,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China and India. There is a professional chapter and a student chapter in Winona.
HR is becoming more professionalized. Through Human Resource Certification Institute (HRCI) SHRM offers three HR certificates: PHR (professional in HR), SPHR (senior professional in HR), and GPHR (Global professional in HR) certificates. Details on these certifications are available from www.hrci.org.
Relationship with AACSB
Recently, the linkage between SHRM and AACSB has increased in an effort to standardize the HR education programs. SHRM identified 13 HR content areas and 24 learning modules. The new HRM curriculum at WSU is aligned with the standardized undergraduate HRM program suggested by SHRM.