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Human Resource Management
M & O professors in Human Resources
(HRM) study the effective management of
human resources for the dual purposes of
creating value for the employing
organization and enhancing the
motivation, performance and job
satisfaction of individual employees and
employee groups. HR faculty are well
known for their research on reward
systems, retention, gender issues, and
information technology (IT) implications
for organizations, procedural justice at
work and employee-organization exchange
relationship, organizational staffing,
and the relationships between human
resource management practices, employee
attitudes, and firm performance.
Their papers have been published in
Academy of Management Journal,
Academy of Management Review, Academy of
Management Executive, Administrative
Science Quarterly, Journal of Applied
Psychology, Organization Science,
Organizational Behavior and Human
Decision Processes, Personnel
Psychology, and other top tier
academic journals. They have served on
the editorial boards of virtually all
top tier academic journals and have been
repeatedly elected to high level
professional offices such as Chair of
the HR Division, National Academy of
Management, Member of the Board of
Governors, National Academy of
Management and President of the National
Academy of Management. Several HR
faculty are elected Fellows of the
American Psychological Association,
National Academy of Management and the
Society of Industrial/Organizational
Psychology. Professors actively
collaborate with Ph.D. students, and
these productive relationships have
resulted in result in a variety of
innovative working papers, award winning
conference presentations, and
publications in major journals.
Graduates have accepted positions at the
University of Arizona, Cornell
University, Notre Dame University,
Michigan State University, University of
Cincinnati, University of Texas @
Austin, and Vanderbilt University, as
well as a number of other schools.
Human Resource Management majors are
available only at the graduate lever. Courses cover
recruitment and selection, performance
management, human resource planning,
employee development, career
development, labor relations,
compensation administration, quality of
work life, workforce diversity, and
strategic human resource management.
Employment relationships are analyzed at
the individual, group, organizational,
societal, and cross-cultural levels of
analysis. The focus of this curriculum
is on pinpointing ways of enhancing the
positive effects of HR practices on the
motivation, performance and satisfaction
of individual employees and employee
groups while also creating value for the
organization in return for ongoing
investment in its most important
resource, its employees.
►Center for
Human Capital, Innovation and Technology
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