Human Resource Management
MBA Concentration

The need for Human Resource Management professionals is expanding. This is noted in recent media articles, such as the May 4, 2004 edition of the Star Ledger. The article identifies Human Resource Management as one of “the hot jobs,” citing the fact that “Sign companies are preparing to expand payrolls in 2004 could mean the first place workers will be added is in the human resource department.”
The Bureau of Labor Statistics Occupational Outlook Handbook for 2006-7 supports this perspective by projecting in its Job Outlook section that “Overall employment of human resource, training, and labor relations managers and specialists is expected to grow faster than average for all occupations through 2014. The Human Resource Management area has evolved over time from strictly an administrative role dealing with testing, record keeping and evaluation to one where legalistic and visionary perspectives are important. “
A master’s degree in human resources, labor relations, or in business administration with a concentration in Human Resources Management is highly recommended for those seeking general and top management positions.

The Handbook describes the Human Resource Management area as follows: Attracting the most qualified employees and matching them to the jobs for which they are best suited is significant for the success of any organization. Human resources, training, and labor relations managers and specialists provide this connection. In the past, these workers have been associated with performing the administrative function of an organization, such as handling employee benefits questions or recruiting, interviewing, and hiring new staff in accordance with policies and requirements that have been established in conjunction with top management. Today’s human resources workers manage these tasks and, increasingly, consult top executives regarding strategic planning. They have moved from behind-the-scenes staff work to leading the company in suggesting and changing policies. Senior management is recognizing the significance of the Human Resources department to their financial success.

Human Resource management is relevant for the large and small business. In a small organization, one human resource manager may be responsible for all functions, and thus need to have knowledge in recruiting, training, compensation and benefits, and other areas. A human resources executive in a larger organization might develop programs and policies. In such a setting, efforts might be directed towards reducing absenteeism and turnover, improving productivity, monitoring the outcomes of training programs, and improving and maintaining employee satisfaction with working conditions and the job itself. Although some jobs in the human resources field require only limited contact with people outside the office, dealing with people is an important part of the job.

The law and understanding its implications for organizations is a critical aspect of human resource management. Legislation involving occupational safety and health, equal employment opportunity, compensation, health care, pensions, and family leave suggests there will be continued demand for Human Resources experts. The continuing challenge of rising health care costs means that human resource managers will need to develop innovative benefit and compensation plans that are cost effective and attractive to employees and job applicants. Globalization across many industries suggests that the role of human resource management in international business will become an increasingly critical area and another promising career avenue for aspiring Human Resource specialists. Finally, labor relations specialists should continue to be needed to attempt to address a variety of labor-management disputes.

Earnings
Annual salary rates for human resources workers vary according to occupation, level of experience, training, location, and size of the firm, and whether they are union members.

The National Compensation Survey reports the mean salary of Human Resource managers for the Philadelphia- South Jersey area was $70,100 in December 2005. Median annual earnings of compensation and benefits managers were $66,530 in May 2004. Median annual earnings of training and development managers were $67,460 in May 2004. Median annual earnings of all other human resources managers were $81,810 in May 2004. The middle 50 percent earned between $62,080 and $106,440. The lowest 10 percent earned less than $48,060, and the highest 10 percent earned more than $136,600

To obtain the MBA concentration in Human Resource Management, students must take:

53:533:557 HUMAN RESOURCE MANAGEMENT (3)

and at least 3 of the following elective courses:

53:533:501 SOCIAL RESPONSIBILITY OF MANAGEMENT (3)
53:533:520 LEADERSHIP IN ORGANIZATIONS (3)
53:533:524 ORGANIZATIONAL CHANGE AND DEVELOPMENT (3)
53:533:525 CAREER DYNAMICS (3)
53:533:526 MOTIVATION AND COMPENSATION (3)
53:533:670. SPECIAL TOPICS IN HUMAN RESOURCE MANAGEMENT (3)
53:533:521 DIRECTED STUDY IN HUMAN RESOURCE MANAGEMENT (3)

You may take more than one special topics course to fulfill the elective choices.
You may also be allowed to take at most one appropriate MBA elective course from other areas not included in the list above with written approval of the Human Resource Management faculty.


If you have any questions regarding this new concentration, please contact
Dr. Chester Spell at cspell@camden.rutgers.edu  or Dr. Samuel Rabinowitz at rabinowi@camden.rutgers.edu