“What Can I Do with a Major
In Human Resource
Management?”
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
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Curriculum
Field Experience/HRM Exam
Skills Needed for this Field
Career Paths
Job Market
Student Organizations Information
FAQ’s
Guest Speakers
Human Resource Management:
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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.
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.
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Business Pre-Core
Core
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ORG 330: Introduction to Organizational Behavior
ORG 331: Introduction to Mgmt. of Human Resources
Major
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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
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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
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Required beginning Fall 2006 so students may practice
the acquired skills and knowledge gained in coursework
through professional certification or work experience.
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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.
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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.
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Some Skills HRM Majors Possess Include:
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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
 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.
 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.
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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 selfemployed, 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)
 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.
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/
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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