If you like working with people and have a penchant for detail, the Human Resource Management (HRM) Degree Program may be right for you. In the HRM concentration students learn to become strategic partners in the management of people in organizations, and are prepared to assume positions in human resource departments in a variety of organizations. As part of the program, students develop a critical understanding of the functions and roles of an effective HRM professional, gaining knowledge and skills in workforce planning, staffing, training, compensation and benefits, and employment law.
Students are also exposed to professional associations such as the Society of Human Resource Management (SHRM) and the requirements for professional certifications. Our HRM program is formally recognized by SHRM as being academically aligned with the Society’s HRM Curriculum Guidebook and Templates. SHRM’s recognition of Menlo College’s program affirms the College’s adherence with the highest level of human resources education standards in bridging theory and practice and assures that our curriculum meets high quality standards. This is a status shared by only 375 educational institutions worldwide.
Human Resource Management students complete the core curriculum in business (39 units) that is taken by all business students. The core curriculum insures that all business majors have a solid understanding of the totality of the business enterprise. The HRM Degree Program then consists of upper division courses in human resource management, employment law, HRM strategy, benefits and compensation, staffing, testing, and training. An internship is required of all Management majors. The program can be completed in four years of study.
HRM learning outcomes are:
Students can describe the functions and roles of an effective HRM professional as a result of taking HRM 300 – Human Resource Management.
Students can perform activities associated with staffing, training, and compensation as a result of taking HRM 317 – Staffing/Testing/Training and Development and HRM 318 – Benefits and Compensation.
Students will have familiarity with labor laws and the historical background of labor/management relations in the United States and can apply labor law to specific situations through HRM 315 – Employment Law.
Students can develop a macro-level strategic workforce plan through their role as a Human Resource Director of a growing organization in a simulated environment and understand how their HRM decisions affect compensation, turnover, productivity, diversity, morale, quality, accident rate, grievances, fringe benefits, absenteeism, and budget utilization as a result of taking HRM 316 – Human Resource Management Strategy.