Human Resources Management

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(For more information, please consult the current University Catalog or contact the the Degree Programs Center at 916/278-6771)


Human Resources Management Concentration
(18 units)

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Overview
 
The competence and skill needed to effectively manage people in work settings will be increasingly important to organizations in future years. To meet this challenge, this area is intended for two types of management-oriented students: (1 ) Students who believe that they will be more effective in their future careers if they master the skill of managing people in technical work settings as line managers and (2) Students who plan to specialize in the industrial relations and personnel functions as staff managers. This area is concerned with developing and disseminating knowledge and skills concerned with the management and utilization of human resources to meet the needs of individuals and organizations in the private, public, and nonprofit sectors. The area utilizes behavioral and management theories and empirical knowledge in the fields of:
Students can obtain information on different career options in the area and the courses that support these career options by contacting the Department of Organizational Behavior and Environment, BUS-2028. Students can then select those courses that will best help them prepare for their future career plans.
Program Requirements:
 
(3) OBE 153     Management of Human Resources
(3) OBE 155     Conflict Management & Negotiation
(3) OBE 156     Compensation Management
(3) OBE 157     Industrial Relations
(3) OBE 158     Labor and Employment Laws, Policies & Practices

 
(3) Select one of the following:

OBE 117     Business, Ethics and Society
OBE 151     Diversity and Management
OBE 152     Human Resources Management Information Systems
OBE 154     Management Skills Seminar (OBE 150; OBE 153 recommended) 
OBE 160     Organization Performance and Change

Note: With advisor approval, students may also elect to take one of the following: ECON 150, MGMT 139B, 160, or PSYC 169.


Human Resources Management Minor
18 Units

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Required Courses:

One from the following:


MBA / Human Resources Management Concentration

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A. Program Requirements (21 units)
(3) ACCY 240:      Management Accounting
(3) MGMT 222:     Management of International Operations
(3) MGMT 223:     Marketing Management
(3) MGMT 234:     Financial Management
(3) MGMT 280:     Issues in Productivity Management
(3) MIS 221     :     Management Information Systems
(3) OBE 252    :     Behavioral Science Applications in Management
B. Concentration Requirements (9 units)

Select nine units from the following:
(3) OBE 253: Personnel Management
(3) OBE 255: Seminar in Negotiation and Other Dispute Resolution Methods
(3) OBE 257: Seminar in Organizational Development
(3) OBE 258: Industrial Relations
(3) OBE 259: Current Topics & Processes in Organizational Development
 
D. Culminating Experience (1 - 3 units)
(advancement to candidacy)

Select one of the following:



Human Resources Management
Course Descriptions

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151.  Diversity and Management
Course focus is: to explore, analyze and understand the impact of increasing diversity on the management of organizations; and to understand the managerial and behavioral dynamics concerning gender, race, age, physical challenges, sexual orientation, cultural background, and other issues within organizations. Concepts such as leadership, power, conflict, performance, communications, roles and stereotypes, and career issues are examined. Concepts are explored from the perspective of political, economic, social, and technological changes in society as they impact management and those managed. (3 units)

152. Human Resources Management Information Systems.
Seminar focuses on critical aspects of setting-up a computerized information system specifically designed for the management of human resource responsibilities such as payroll, benefits, recruitment, selection, staffing, career development, training/development, and government compliance. Topics include: needs analysis, data element selection and definition, design and acquisition of a system, evaluation, and system maintenance. 3 units.

153. Management of Human Resources.
A seminar covering contemporary processes and practices pertaining to the organization and management of personnel including employee selection, development, motivation, evaluation and remuneration, and union relations. Emphasis on the management of human resources in task-oriented organizations. Instructional method provides for case method, laboratory exercises, and small group discussion. (3 units)

154. Management Skills Seminar
A development of management awareness of the dynamics of organizational behavior through laboratory experiences. Emphasis on case discussions, small group action and role playing for the acquisition of attitudes, and skills for effective managing and changing in an organization. Prerequisite: OBE 150, OBE 153 recommended. (3 units)

155. Conflict Management and Negotiation.
Analysis of conflict in organizations and strategies and processes for effective settlement or resolution of that conflict. Emphasis on the practical aspects of institutional and extra-institutional processes outside the conventional legal system. These dispute resolution methods include negotiation, mediation, arbitration and fair hearing. Students participate in a variety of exercises including simulated negotiations. Through these exercises students explore the basic theoretical models of bargaining and test and improve individual negotiation skills. Class format includes lecture, class discussion, simulation/role-play, expert guests and video demonstrations. 3 units.

156. Compensation Management
Planning and implementation of wage, salary, and supplementary benefit policies and programs in private and public sector organizations. Measurement of job and performance contributions through job analysis and evaluation and performance appraisal techniques. Methods and criteria for determining the nature, structure, and level of compensation. (3 units)

157. Industrial Relations
Employer-employee relations in historical and contemporary contexts, with emphasis on the development of labor and management institutions and philosophies, public policies, collective bargaining, and contract administration in the private and public sectors. 3 units.

158. Labor and Employment Laws, Policies and Practices
Development and current status of legislation, courts and government agencies' decisions in: union-management relations in private and public sectors; equal employment opportunity; protective legislation, particularly concerning health and safety; employment contracts in nonunion firms and the issues of job security and fair treatment; employee right of privacy; income and retirement security; and emerging issues in labor and personnel management. The impact of law on the management of human resources in an organization will be the focus rather than the purely technical logic of the statues, regulations, and public policies. (3 units)

194A. Cooperative Education Experiences in Human Resources Management
In-depth supervised work experience in human resources management. This supervised work experience allows the student to become familiar with the practice of human resources management in businesses or governmental agencies. Open to all upper division students subject to permission of the Organizational Behavior and Environment Department. Prerequisites: OBE 153 and a minimum overall GPA of 2.5 Graded Credit/No Credit. 6-12 units.

195A. Internship in Human Resources Management. 
Supervised work experience in business, governmental or service agencies for the purpose of increasing student understanding of the nature and scope of their operations. Supervision is provided by the faculty and the cooperating agencies. Open to all upper division students, subject to permission of instructor. Petitions can be obtained from BUS1032. Note: open to declared business administration majors only. Prerequisite: minimum overall GPA of 2.5 required. Graded Credit/No Credit.1-6 units, maximum of 3 units per semester. 

196. Experimental Offerings in Business Problems.
For advanced students who wish to investigate business problems in specialized areas. Application of research methods: selection and statement of a problem; collection and analysis of relevant data. Prerequisite: senior standing or permission of instructor.3 units.

199A. Special Problems.
Individual projects or directed reading for students qualified to carry on independent work. Admission requires approval of an instructor and the Department Chair. Petitions can be obtained from the Degree Programs Center, BUS-1030.1-3 units. 199A. Special Problems in Managing Human Resources.


GRADUATE COURSES

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253. Personnel Management.
Contemporaryproblems, issues, and objectives relating to the management of personnel are analyzed. The principle functions comprising the personnel program including those of employee assessment, utilization, supervision, and remuneration are studied in the context of the current social, economic, and political conditions with which the personnel policies and practices of the organization must be concerned. 3 units.
258. Industrial Relations.
A dual approach emphasizing in-depth analysis of both the philosophical and the practical aspects of industrial relations. The impact of social, economic, and political forces, and their interaction with union and management institutions and public policies. Analysis of relationships between organized employees and employers, the bargaining process, strategies and issues, contract administration, and impasse resolution processes. 3 units.
295A. Internship.
Supervised work experience in business, governmental service, or agencies for the purpose of increasing and enhancing student understanding of the nature and scope of the organization's operations. Supervision is provided by the faculty and the cooperating agencies. Open to second year MBA and MS in MIS students. Petitions to be obtained from BUS-1032. Prerequisite: classified graduate status; minimum overall GPA of 3.0 required. Graded Credit/No Credit.1-3 units. 295A. Internship in Organizational Behavior and Management.
296. Experimental Offerings in Business.
When a sufficient number of qualified students apply, a faculty member will conduct a seminar on a designated advanced topic in business. 3 units.

299A. Special Problems.
Individual projects or directed reading for students qualified to carry on independent work. Admission requires approval of faculty member under whom the individual work is to be conducted in addition to the approval of the appropriate Department Chair. Petitions to be obtained from the Degree Programs Center, BUS-1030. Prerequisite: classified graduate status.1-3 units. 299A. Special Problems in Organizational Behavior & Management.

500A. Thesis. 
Prerequisite: Advancement to candidacy; completion of MGMT 210 is required for the MBA only. 
For comprehensive examination for MBA only (MGMT 500C, 1 unit), completion of Program Requirements (ACCY 240,
MGMT 222, MGMT 223, MGMT 234, MGMT 280, MIS 221, OBE 252). Graded Credit/No Credit. 3 units. 

500B. Project. 
AAdvancement to candidacy; completion of MGMT 210 is required for the MBA only. 
For comprehensive examination for MBA only (MGMT 500C, 1 unit), completion of Program Requirements (ACCY 240,
MGMT 222, MGMT 223, MGMT 234, MGMT 280, MIS 221, OBE 252). Graded Credit/No Credit. 3 units.




HUMAN RESOURCES MANAGEMENT ASSOCIATION

Where People Make The Difference


WHAT IS HRMA

HRMA (Human Resources Management Association) was established in 1973 by Dr. Irving Herman, Ph.D., CSUS. HRMA is an official student chapter of the Society of Human Resources Management (SHRM), the world's largest association of personnel managers with over 85,000 members worldwide. It is also closely affiliated with the Sacramento Human Resources Management Association (SHRMA). These affiliations provide a powerful networking tool.

HRMA is an exciting and friendly club that provides fun socials, trips and weekly meetings.

HRMA is a great place to meet students faculty and business professionals.

HRMA is a forum for practicing your leadership skills by becoming an officer and/or participating in HRMA functions and socials.

HRMA is a powerful tool to learn more about:

  • Human Resources Management
  • Scholarships
  • Internships
  • Job Opportunities
  • Mentorship Programs


JOB SKILLS

In most cases, the only education you will receive in the area of Human Resources Management at CSUS will come from a single class. Non-business students rarely encounter this topic. A successful manager in today's work force needs a concrete understanding of Human Resources Management. HRMA informs you of the new innovations in the field and lends insight into some common problems being experienced by human resource professionals.


SCHOLARSHIPS / INTERNSHIPS

Internships give students an opportunity to gain knowledge and experience in their respective careers. HRMA informs its members of internships as well as scholarships.


MENTORSHIPS / NETWORKING

HRMA's mentorship program, established in 1994, is designed to guide students in their career paths and foster learning by allowing them to develop a relationship with a professional in the human resource field. The people that you meet through HRMA can become professional allies in your challenging quest for permanent employment after graduation.


RESUME BUILDERS

Leadership experience is one important asset employers look for on resumes. As a HRMA officer, you can demonstrate your leadership abilities to those who can influence your career development. By assuming an active role in planning, organizing and implementing HRMA activities, you can obtain recognition from potential employers and others, and stand out from the mass of students with which you will soon compete for employment.


Fall 2002 Officers
PRESIDENT
Esmeralda Galvan
(916) 641-2944 
E-mail: galvane@csus.edu

VICE PRESIDENT
Roma Rones Martinez

(916) 601-2077
E-mail : neng120@aol.com

SECRETARY
Cuu Lee
(916) 804-5464
E-mail : gwailui@hotmail.com

TREASURER
Phouc Van
(916) 834-4874
E-mail : t.van@attbi.com


MEMBERSHIP DIRECTOR
Jeannette Lucas
(916) 486-3819
E-mail :
Jensac00@yahoo.com

MARKETING DIRECTOR
Jamie Monday
(916) 361-7599
E-mail : jamiemonday@hotmail.com


Speaker Coordinator
Michelle Wilkinson
(530)
984-8620
E-mail:
chelle@notsofarl.com

Special Events Coordinator
Heather Ackley
(530)
971-4670
E-mail:
sftbal8@aol.com

DIRECTOR OF SPECIAL PROGRAMS
Ciandra Ross
(707) 447-7703
E-mail : ciandra51@aol.com


CAREER DEVELOPMENT COORDINATOR 
Amanda Jimenez
(916) 927-1140
E-mail : bettyblu_97@yahoo.com

HRMA LIAISON
Veronica Smith
(916) 429-2214
E-mail : veronicaann@excite.com


SAHRA LIAISON
Robin Copeland
(916) 437-4311
E-mail : jhnrbn@aol.com


FACULTY ADVISOR
Dr. Amy Mickel
E-mail : mickela @csus.edu


For More Information
About HRMA ....
Call Any HRMA Officer.



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