“What Can I Do with a Major In Human Resource Management?”

1. Presented by: Kellie Klinck, M.A., L.L.P.C., N.C.C. Academic Adviser, School of Business Administration Pamela C. Joseph, B.B.A., M.A. Interim Assistant Director, Career Services Special Guests: Frank Goeddeke Anitra Edwards “What Can I Do with a Major In Human Resource Management?”

2. Our Agenda: • Curriculum • Field Experience/HRM Exam • Skills Needed for this Field • Career Paths • Job Market • Student Organizations Information • FAQ’s • Guest Speakers

3. What is HRM? Human Resource Management: • The major in HRM develops skills needed to administer the personnel functions of organizations. • It is designed primarily for students who intend to pursue careers in administration, personnel management, labor relations, or wherever the management of people at work is a central concern. • Emphasis is placed on developing an intensive understanding of concepts and techniques needed to acquire, develop, and utilize an organization’s human resources.

4. HRM vs. HRD Oakland University has TWO programs that prepare students for a career in Human Resources. HRD (Human Resource Development): The degree programs covers topics in areas related to needs assessment, instructional design and delivery, program evaluation, performance appraisal, personnel selection, organization development, employee involvement, and managing diversity. This is the more humanistic side of business. If your love is PEOPLE more than business, this may be the area you want to concentrate on. HRM (Human Resource Management): This degree is meant for students who want to pursue administrative roles. This is for the student who has more of a passion for business and wants to compliment that passion with a desire to work with people. * Think about where you want to ultimately end up.

5. HRM: The Coursework • Business Pre-Core • Core • ORG 330: Introduction to Organizational Behavior • ORG 331: Introduction to Mgmt. of Human Resources • Major • ORG 430: Organizational Research Methods • ORG 433: Labor/Management Relations • ORG 434: Advanced Human Resources Management • TWO ORG electives, one must be at 400 level

6. HRM Electives • ORG 431: Leadership and Group Performance • ORG 432: Motivation and Work Behavior • ORG 470: International Organizational Behavior and Human Resources Management • ORG 480: Topics in Organizational Management • MGT 480: Seminar in Current Business Topics * • ECN 338: Economics of Human Resources * • PS 454: Public Sector Human Resource Management

7. HRM Experience or PHR Exam • Required beginning Fall 2006 so students may practice the acquired skills and knowledge gained in coursework through professional certification or work experience. • PHR EXAM: Offered by the Human Resource Certification Institute during two eight-week periods each year. • Review workshops offered through HRM department. • Review materials in Kresge Library. • FIELD EXPERIENCE/INTERNSHIPS: 280 contact hours required at an organization of the student’s choice performing work in the field of HRM. • Student is responsible for finding their internship location; however, there is ample assistance offered through Career Services and the HRM department. • Allows students to network, as well as an added feature to their resume.

8. What Skills Should You Possess for this Field? Some Skills HRM Majors Possess Include: • Administrative/Management Skills • Decision Making • Facilitating Organizational Change • Working Constructively in Groups • Human Resource Planning • Negotiating Labor Contracts • Applied Research Skills • Assessment of Performance • Administer Compensation • Knowledge of Employment Law • Knowledge of Job Analysis Techniques • Analytical Skills • Verbal and Written Communication • Logical Reasoning

9. Career Possibilities: • Compensation Administrator: Assisted by staff specialists, compensation managers devise ways to ensure fair and equitable pay rates. • Employee Benefits Supervisor: Manage the company’s employee benefits program, notably its health insurance and pension plans. • EEO Representative: Investigate and resolve Equal Employment Opportunity (EEO) grievances, examine corporate practices for possible violations, and compile and submit EEO statistical reports. • Employment Interviewer: Job titles include human resources consultants, human resources development specialists, and human resources coordinators—help to match employers with qualified jobseekers. • Job Analyst: (occasionally called position classifiers), collect and examine detailed information about job duties in order to prepare job descriptions.

10. Career Possibilities Cont’d… • Labor Relations: Implement industrial labor relations programs. Labor relations specialists prepare information for management to use during collective bargaining agreement negotiations, a process that requires the specialist to be familiar with economic and wage data and to have extensive knowledge of labor law and collective bargaining trends. • Personnel Generalist:Handle various aspects of human resources work, and thus require an extensive range of knowledge. • Personnel Recruiter: Maintain contacts within the community and may travel considerably, often to college campuses, to search for promising job applicants. • Training Director: Conduct and supervise training and development programs for employees.

11. Job Market Information • Human resources, training, and labor relations managers and specialists held about 820,000 jobs in 2004. The following tabulation shows the distribution of jobs by occupational specialty: • Training and development specialists 216,000 Employment, recruitment, and placement specialists 182,000 Human resources, training, and labor relations specialists, all other 166,000 Human resources managers 157,000 Compensation, benefits, and job analysis specialist 99,000 • Human resources, training, and labor relations managers and specialists were employed in virtually every industry. About 21,000 specialists were self-employed, working as consultants to public and private employers. • The private sector accounted for more than 8 out of 10 salaried jobs, including 11 percent in administrative and support services; 9 percent in professional, scientific, and technical services; 9 percent in manufacturing; 9 percent in health care and social assistance; and 9 percent in finance and insurance firms. • Government employed 17 percent of human resources managers and specialists. They handled the recruitment, interviewing, job classification, training, salary administration, benefits, employee relations, and other matters related to the Nation’s public employees. • *Resource: Occupational Outlook Handbook (www.bls.gov/oco)

12. Job Outlook • An abundant supply of qualified college graduates and experienced workers should create keen competition for jobs. • Overall employment of human resources, training, and labor relations managers and specialists is expected to grow faster than the average for all occupations through 2014. • In addition to openings due to growth, many job openings will arise from the need to replace workers who transfer to other occupations or leave the labor force.

13. Student Organizations Society for Human Resource Management (SHRM) • Professional organization serves as a networking and professional development source. • Sponsors professional speakers, organizes tours of local businesses, and offers educational seminars. • http://w3.sba.oakland.edu/studorg/shrm/

14. Additional Contacts/Information Department of Management and Marketing 443 Elliott Hall 248-370-3279 Chair: Ravi Parameswaran Society for Human Resource Management 606 North Washington Street Alexandria, VA 22314-1997 www.shrm.org PHR Exam/Internships: Dr. Karen Markel - markel@oakland.edu