Bachelor of Arts in Human Resources
The purpose of the major in Human Resources is to prepare students for challenges in the workplace related to managing and developing people. This includes those interested in HR careers as well as those who desire to improve their ability to solve problems, improve processes and enhance the effectiveness of people in organizations.
In addition to developing competencies in key HR activities (staffing; training & development; performance management; compensation & benefits; legal compliance), the student will develop important skills in critical thinking, problem solving, technology and business communication.
The Bachelor of Arts in Human Resources has been acknowledged by the Society for Human Resource Management (SHRM) for its full alignment with SHRM’s HR Curriculum Guidebook and Templates. The HR Curriculum Guidebook and Templates were developed by SHRM to define the minimum human resources content areas that should be studied by HR students at the undergraduate and graduate levels.
Students who are enrolled in their final year of an undergraduate or graduate degree program at a college or university that has been approved by SHRM’s Academic Initiatives staff as being aligned to SHRM’s curriculum guidelines are eligible to sit for the SHRM-CP exam. Students must also have accumulated at least 500 hours of an internship or practical HR experience and must be in good standing with their school. See a current listing of approved schools at shrm.org/academics/programdirectory. The SPS Office of Professional Development has also been SHRM certified to offer the SHRM Essentials course and the SHRM Exam Prep course.
Completion of 46 semester hours of UIW Core Curriculum
A. Business Courses (21 hours)
This course is an introduction to the fundamental concepts of financial accounting as prescribed by U.S. generally accepted accounting principles (GAAP) as applied to transactions and events that affect business organizations. Students will examine the procedures and systems to accumulate, analyze, measure, and record financial transactions. Students will use recorded financial information to prepare a balance sheet, income statement, statement of cash flows, and statement of shareholders’ equity to communicate the business entity’s results of operations and financial position to users of financial information who are external to the company. Students will study the nature of assets, liabilities, and owners’ equity while learning to use reported financial information for purposes of making decisions about the company. Students will be exposed to International Financial Reporting Standards (IFRS).
Concepts, methods, and practice in the effective use of end-user productivity software and integration of desktop products. Students will learn to create and utilize intermediate level Microsoft Excel and Access. This course concentrates on providing the instructions needed for understanding of Excel spreadsheet and Access database, and how to use it as a tool for management decision-making, problem solving and to gain strategic advantage.
Statistical Analysis of Business is as an introduction to statistical methodology, such as descriptive statistics, probability distributions, confidence intervals, and hypothesis testing. The course utilizes mathematical and statistical techniques in the analysis of managerial problems, the design of new and improved systems, and the implementation of results.
COMP 1301 and MATH 1304 or equivalent
Models of Management Science is an introduction and application of Management Science models used in the analysis of operational process. Course topics include: Optimization Models, Forecasting, Markov Analysis, Decision Theory, PERT/CPM Models, Inventory Analysis, and Queue Theory.
COMP 1301, MATH 1304 or equivalent, and MSC 3370
Introduction to the theories, concepts and functions of management. Topics include planning, organizing, leading, staffing, controlling, business and managerial ethics and decision making. Management concepts will be applied by analysis of available data and by seeking contemporary opportunities, issues and problem situations.
Theories and concepts used in managing business personnel. Topics include personnel planning, recruiting, selection, compensation, separation and retirement. Student will get a clear understanding of human resource management concepts, and the opportunity to develop skills important to the performance of human resource management activities. Cognitive elements emphasized include Knowledge, Comprehension, Application, and Analysis.
Prerequisite: MGT 3340 and Junior Standing
Presentation of theory and research in OB combined with experiential exercises to develop students’ ability to take responsibility for making and living with decisions about their behavior. Awareness of the realities of organization interdependencies and their consequences for individuals. Focus is on modifying behavior and predicting the effects upon productivity, satisfaction, and development of individuals as members of the business unit.
MGT 3340 and Junior Standing
B. Human Resources Courses (24 hours)
This course presents the laws that organizations must comply with in order to implement policies, procedures and fair employment practices when making decisions about people, at different stages of the employment cycle, including: hiring, assessing performance, promotions, compensation and termination.
BMGT 3340 and BMGT 3354.
This course presents the research and practice relevant to staffing an organization, including: sourcing, recruiting, pre-employment selection testing, interviewing, legal issues and job placement.
This course presents the research, practice and ethics relevant to organizational development, including: consulting skills, tools and techniques for analyzing problems, developing, implementing and evaluating organizational development interventions, and ethical issues at each stage of the consulting process.
Prerequisite: BMGT 3340 and BMGT 3354
This course presents the research and practice relevant to training and development in organizations, including: needs analysis, design, development, implementation and evaluation of training and development programs.
This course presents the research and practice relevant to compensation and benefits, including: reward strategies, pay models, designing pay levels and structures, job evaluation, legal issues, benefit options, and international pay systems.
This course presents the research and practice relevant to managing performance in the workplace, including: establishing and aligning goals and objectives, developing and setting performance standards, providing performance feedback, conducting performance appraisals, legal issues, and planning developmental opportunities.
This course presents the research and practice relevant to leadership in organizations, including: theories of leadership, leadership styles, leadership roles and activities, and skills necessary for effective leadership.
ORGD 3340 and BMGT 4355. Cross-listed with HRES 4350.
This is the final course for the BA in Human Resources. It is an integrative, problem-solving course in which the expertise gained in the major is applied to organizational situations through actual project work or case studies.
Completion of all other major requirement for the Bachelor of Arts in HR. ORGD 4380
Free Elective Module
Hours as needed to meet the 120 total credits.
Total requirements must equal at least 120 credit hours to be eligible for graduation.
Business Courses (6 hours)
ORGD 3340 Organizational Development
ORGD 4350 Leadership in Organizations
12 hours from the following Human Resources Courses
HRES 3330 Human Resources and the Law
HRES 3350 Staffing
HRES 3360 Training & Development
HRES 3370 Compensation and Benefits
HRES 3380 Performance Management