Bachelor of Science
Human Resource Management (533)
Emphasizes the importance of human resource management functional specialties (i.e., planning, recruitment, selection, employee development, compensation, and employee relations) in terms of alignment with and support of the organization’s strategy and objectives. Special attention is given to business problems and strategic decision-making related to the successful management of human resources in organizations.
Considers the role of compensation as part of an organization’s business strategy. Compensation techniques used to achieve internal and external equity are covered, focusing on job evaluations and wage and salary surveys. Incentive pay schemes, pay based on seniority, and knowledge-based pay plans are also discussed. The role of employee benefits as compensation is given significant attention, including both legally mandated and discretionary benefits. Issues connected with executive pay and international differences in compensation are covered.
This course will address several key topics in human resource management aimed at providing students with a foundation in managing talent in organizations. Topics include organizational policies and practices associated with recruiting employees, training and developing employees, and keeping employees engaged.
This capstone course is designed to provide students with the opportunity to synthesize their knowledge and skills in the field of strategic human resource management. The course will cover advanced topics, such as talent management, performance appraisal, and HR analytics, through a combination of case studies, group projects, and individual research. Students will develop the ability to analyze and address complex challenges in real-world settings.
Prerequisite: 52:533:365 Fundamentals of HRM, and 52:533:461 Compensation & Benefits, and 52:533:463 Talent Management.
Select Two (2) Upper Level Elective Courses
Explores theory, research, and practice related to the planning and managing of careers in organizations. Individual career planning and management are the major part of the course. Students will be expected to reflect on past experiences, tie them to recurrent life themes, and develop a plan for the future. It is also possible that other topics ranging from one’s career life span might also be discussed. Multiple individual presentations will also occur during the semester.
Designed to expose students to legislation and court rulings that impact the management of human resources in the organization. Topics include, but are not limited to, equal employment, privacy, employee selection and testing, wage/hour regulations, safety and health, worker’s compensation, unemployment insurance, intellectual property, and other emerging issues in employment law.
A study of the relationships between management and employees of the organization in both unionized and nonunion environments, and in both the private and public sectors. Non-union employee relations requires leadership for a positive work climate, including the development of programs, policies, and practices in support of employees and the work they do (e.g., safety and wellness) and general conflict resolution. Labor relations with unionized employees offers more emphasis on administering due process and collective bargaining, developing strategies for contract negotiations and implementation of negotiated agreements, and alternative dispute resolution.
Takes a detailed look at the workforce planning components of human resource management including planning, recruitment, selection, placement, retention, and workforce reductions. Special emphasis is placed on ensuring equal employment opportunity and understanding how organizations should acquire and align their human resources to maximize organizational performance.
Designed to integrate course materials, introduce newer philosophies and techniques in human resource management, and apply them to selected problems. Extensive readings and research reports required. Topics vary from semester to semester.
Prerequisites: As determined by instructor.
An individual research project.
Prerequisite: Permission of instructor.
The Rutgers School of Business-Camden internship program offers qualified students an opportunity to gain professional employment experience that complements their academic background in business. The internship program is designed to supplement the academic program by giving students real-world employment experience prior to graduation.
Prerequisite: Permission of internship director/instructor.