Why Study Human Resources Management at IU Southeast?

HRM is an exciting, constantly changing field. Choosing a career in HR begins with a solid foundation. The HR concentration at IU Southeast is recognized by the Society for Human Resources Management (SHRM) as fully integrating all HR content areas as recommended by SHRM guidelines. This is the largest and most respected professional HR organization in the world. The HR concentration at IU Southeast is proud to be recognized by this group as meeting the standards of high-quality HR education.

Why Study Image

Human Resources Management (HRM) consists of the policies, practices and systems that influence and support the behavior, attitudes and performance of employees. The type of work HR professionals typically perform includes the development and implementation of a large variety of human resource functions and programs such as hiring, staffing, training, human resource development, performance management, equal opportunity compliance, safety management, employee relations, wellness, communication, and motivation programs.

For a complete list of degree requirements, visit the Bachelor of Science in Business program page »

Required courses (18 credit hours):

Must take the following 4 courses (12 credit hours):

  • BUS-W 301 Principles of Management
  • BUS-Z 440 Personnel-Human Resource Management
  • BUS-Z 441 Wage and Salary Administration
  • BUS-Z 445 Human Resource Selection

Must take 1 additional course (3 credit hours) from the following list:

  • BUS-Z 443 Developing Employee Skills
  • BUS-Z 444 Personnel Research and Measurement

Must take 1 additional course (3 credit hours) from the following list:

  • The 2nd course of BUS-Z 443, BUS-Z 444
  • BUS-D 300 International Business
  • BUS-P 330 Project Management
  • BUS-P 430 Total Quality Management
  • BUS-W 430 Organizations and Organizational Change
  • ECON-E 340 Labor Economics

Required electives

Select two courses (6 credit hours) from:

Select from any 300/400 level BUS or ECON courses outside of HRM[BUS-Z] (NOT from internships/professional practice or BUS-M 300). A course cannot double-count in both the 18 HRM concentration hours and the 6 required elective hours for HRM.

Dept. Course Number Title Credit Hours Minimum Grade Co-Reqs or Pre-Reqs
SPCH-C 325 Interviewing Principles and Practices 3 C- Sophomore standing
SPCH-S 440 Organizational Communication 3 C- Junior standing and SPCH-S 205
SPCH-S 322 Advanced Interpersonal Communication 3 C- Junior standing and SPCH-S 122
SPCH-S 450 Gender and Communication 3 C- Sophomore standing and SPCH-S 122 or consent of instructor
PSY-B 378 Introduction to Industrial Psychology 3 C- 3 credit hours of psychology or consent of instructor
POLS-Y 404 Political Issues in Public Personnel Management 3 C-
OLS 331 Occupational Safety and Health 3 C-

BUS–W 301 Principles of Management. (3 cr.)
Designed to synthesize knowledge of principles and functions of management: planning, organizing, staffing, directing, controlling, and decision making.

BUS–Z 440 Personnel-Human Resource Management (3 cr.)
Nature of human resource development and utilization in modern organizations. Establishment and operation of a total human resource program. Includes recruitment, selection, training and development, performance appraisal, reward systems, benefit programs, role of personnel department, and role of government.

BUS–Z 441 Wage and Salary Administration (3 cr.)
Survey of problems faced by modern managers of compensation systems. In-depth look at the roles of company, government, union, and employee in the design and administration of total compensation systems. A description of the type of wage and salary systems currently in use, their advantages and disadvantages, and extent of current use.

BUS–Z 443 Developing Employee Skills (3 cr.)
Employee Skills Development is a broad, ongoing multifaceted set of activities (training activities among them) intended to bring someone, or an organization, up to another threshold of performance, often to perform some job or new role in the future. The course explores identifying gaps in performance, determining the best interventions to improve performance, and assessing the outcomes of those interventions.

BUS–Z 444 Personnel Research and Measurement (3 cr.)
Personnel research through review and evaluation of studies in appropriate journals, opportunity to master personnel measurement techniques. Job analysis, job evaluation, wage curve computation, predictor validation techniques, morale measurement, and personnel auditing.

BUS–Z 445 Human Resource Selection (3 cr.)
Prepares the student in effective ways to identify the best candidates for a position through a structured, job-focused interviewing process, where interviewers have effective interviewing skills and understand the legal aspects of employment practices.

 

Resident

Faculty Bio Thumbnail
David Eplion
Associate Professor of Management
deplion@ius.edu
Phone: (812) 941-2269
Office Location: HH 006
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Faculty Bio Thumbnail
Kenneth J. Harris
Associate Professor of Management
harriskj@ius.edu
Phone: (812) 941-2501
Office Location: HH 117
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Faculty Bio Thumbnail
Thomas J. Keefe
Professor of Business Administration
tkeefe@ius.edu
Phone: (812) 941-2628
Office Location: HH 024
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Faculty Bio Thumbnail
Alysa D. Lambert
Assistant Professor in Human Resources Management
Co-editor of the Journal of Business Disciplines
alylambe@ius.edu
Phone: (812) 941-2453
Office Location: HH 014
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The field of HRM offers professionally challenging and rewarding career paths. Job opportunities exist in private businesses, publicly traded corporations, non-profit firms, and governmental agencies at the local, state and federal level. Positions include: HR assistants, HR generalists, and HR directors. In addition, HR professionals can also choose to specialize in a particular area such as training and development or compensation and benefits.

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