Human Resource Management BS
Program Purpose
Jesus Christ organized His Church such that it would richly bless both His followers and those served by them (see Ephesians 4:11-14). Anchored in His example, the Human Resource Management program will prepare you to lead within, analyze, and improve modern organizations. Through rigorous academic training, spiritual development, and real-world application, you will learn to align human capital practices to drive organizational strategy, purpose, and culture. You will also learn to manage change, promote belonging, and enable organizations to better serve all of God's children.
Course Structure
Students who graduate with an HRM major are required to take HRM 401, Organizational Effectiveness, as part of the integrated core required of all Business Management majors.
HRM 401, Organizational Effectiveness: Theories and concepts for creating effective organizations, e.g., individual, group, and organizational processes and human resource functions, including selection, compensation, and performance management.
Students with an emphasis in HRM are also required to complete the following courses:
HRM 402, Human Resource Management: Functions of human resource management: employee selection, wage and salary administration, training and development, employee relations, and human resource planning.
HRM 411, Organizational Development and Change: Macro topics in organizational behavior, including organizational structure, culture, design, change management, strategic implementation, and HR training and development.
HRM 413, Managerial Leadership Development: Principles and practices needed to serve as effective leaders in families, church, community, and work settings-planning, decision making, self-awareness, effective human influence, and community building.
HRM 412, Compensation, Benefits, and Performance Management: Wage and salary administration, incentives, employee benefits, grievance and discipline systems, performance appraisal.
HRM 421, Human Management Implementation: Direct, practical professional experience consulting with established and startup organizations.
Learning Outcomes
Upon graduation from the program, the typical Human Resource Management (HRM) student will possess the following knowledge, skills, abilities, and values centered on the application of principles of organizational effectiveness.
Christlike LeadershipProvide Christlike, ethical, and effective leadership to all people, recognizing each as a child of God.
Demonstrate a sound foundational knowledge of different areas of HR practice - attracting, developing, rewarding, and retaining talented people - plus HR legal issues.
Apply the major theories, concepts, and research findings in the fields of organizational behavior and organizational design.
Collect and analyze qualitative and quantitative data, interpret and promote findings, and inform business decisions and recommendations.
Work with organizational stakeholders as an internal or external consultant to evaluate organizational challenges and identify opportunities and solutions for the design, implementation, and evaluation of change initiatives.
Effectively craft and deliver concise and informative messages, listen to the concerns of others, and interact effectively with diverse groups throughout organizational units and levels.
Evidence of Learning
Direct Measures
1. Scores on exams and class assignments, along with any other metrics created by the instructors of each course, will be used to assess how well students have satisfied the learning objectives of the required HRM courses.
Indirect Measures
1. Exit surveys based on interviews with a sample of graduates by the director of placement for the HRM program.
2. Alumni surveys of recent graduates administered by the undergraduate program director.
3. Feedback from the HRM advisory council collected each year during the advisory council meetings and compiled by the OBHR group leader.
4. Feedback from key recruiters as gathered informally from conversations between the recruiters and faculty and compiled by the placement director.
5. Student involvement in professional associations as reported by the faculty advisor of the SHRM student club.
6. Internship and job placement rates as compiled and reported by the director of placement.
Learning and Teaching Assessment and Improvement
Two weeks after the end of each winter semester the HRM faculty will review how well the program is meeting its objectives and propose ways to improve the curriculum and learning opportunities for students. Faculty members will report the following information about the courses they taught the prior year: (1) number of students taught, (2) average GPA in each class, (3) teacher and course evaluations, (4) expected learning outcomes, (5) evidence of learning, (6) conclusions based on the evidence, and (7) plans for improvement. Reports on the indirect measures of the program will also be presented and discussed.
Under the direction of the undergraduate program director, the HRM faculty will create a document that outlines the HRM body of knowledge. The outline will be used to examine and update the learning objectives for the required HRM courses to ensure that the students are acquiring the essential knowledge, skills and abilities.