Human Resources Management

• Human Resources Management Concentration
• Human Resources Management Minor
• MBA / Human Resources Management Concentration
• Human Resources Management Course Descriptions
• HRMA - Human Resources Management Association

(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)

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:

• Personnel Management
• Organizational Behavior and Change
• Compensation and Benefits Management
• Management Training and Development
• Dispute Resolution and Conflict Management
• Industrial and Labor Relations

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

Required Courses:

(3) OBE 150 The Management of Contemporary Organizations
(3) OBE 153 Management of Human Resources
(3) OBE 154 Management Skills Seminar
(3) OBE 156 Compensation Management 
(3) OBE 157 Industrial Relations OR 
(3) OBE 158 Labor and Employment Laws, Policies and Practices

One from the following:

(3) OBE 117 Business, Ethics and Society
(3) OBE 151 Diversity and Management
(3) OBE 155 Conflict Management and Negotiation
(3) OBE 157 Industrial Relations
(3) OBE 158 Labor and Employment Laws, Policies and Practices
(3) OBE 160 Organization Performance and Change
 

MBA / Human Resources Management Concentration

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:

(3) OBE 500A: Thesis (MGMT 210)
(3) OBE 500B: Project ( MGMT 210)
(1) MGMT 500C: Comprehensive Review and Examination (Program Requirements)

Human Resources Management
Course Descriptions

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

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.

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