Bachelor of Business Administration with an emphasis in Human Resource Management

As the business environment faced by companies, large and small, becomes increasingly competitive and complex, management philosophy has changed from one of asset management to one of resource management. Still encompassing all of the traditional aspects of personnel administration and industrial relations, the role of the Human Resource Manager has vastly expanded. Human Resource Management now includes many integral organizational functions not previously considered within this scope of personnel administration or industrial relations. Among these are the formulation of strategic business decisions, and acting as both a catalyst and stabilizer to ensure the integrity and continuous development of the organization through its human resources.

Required Courses:

  • HRM 351 - Human Resource Management
    • Survey of the field covering recruitment, selection, training, appraisals, grievance handling, communications, discipline, safety, compensation, and benefits.
  • IR 361 - Labor Problems
    • Problems and economics of labor; history, structure, government, activities of trade unions

Combined with any three of the following:

  • HRM 353 - Leadership and Group Dynamics
    • Develop understanding of theory and research on managerial, entreprenuerial leadership and creativity in organizations. Topics include leadership, decision making, motivation, personality, and rewards within group settings.
  • HRM 354 - Organizational Change and Effectiveness
    • Identify and evaluate methods to promote an effective change transition through efficient integration of corporate goals with the organizational culture.
  • HRM 453 - Personnel Compensation
    • Selected topics. Emphasis on trends, recent issues, job evaluation, incentive systems, salary administration, executive compensation, profit sharing, benefit programs, retirement plans. Pre: HRM 351.
  • HRM 455 - The Staffing Process
    • Contemporary practices and trends in personnel planning for a competent work force; legal constraints, recruitment and selection, differential placement, training, career programming. Pre: HRM 351.
  • IR 463 - Negotiations and Workplace Dispute Resolution
    • Theory and practice in negotiating; design and operation of different kinds of workplace dispute resolution (such as mediation, arbitration, and various alternatives); features exercies on bargaining and negotiation and advocacy and decision skills. Pre: IR 361 or conset. Spring only.
  • IR 465 - Labor and Social Legislation
    • Evolution, interpretation, and application of labor and social welfare legislation with special emphasis on impact of labor-management relations. Pre: IR 361
  • IR 467 - Labor Management Relations/Public Sector
    • Review and analysis of basic factyors that distinguish private from public employment relations; examination of the development of recent legislation and programs at the federal, state, and municipal levels. Specific consideration given to current problems on the Mainland and Hawai'i. Pre: IR 361 or consent.
  • IR 469 - Labor Problems in Asia
    • Survey and comparison of labor markets, economic development, and the role of trade unions in developing countries with particular reference to Asia and the Pacific. Pre: IR 361.
  • MGT 341 - Behavior in Organizations
    • Contributions made by sociology, psychology, and related behavioral sciences to the understanding and prediction of human behavior in organizations. Pre: BUS 315.
  • MGT 344 - Seminar in Management
    • In-depth analysis of selected current practices and trends in administration. May be repeated with change in topic. Pre: consent.
  • MGT 350 - Topics in Management
University of Hawaii at Manoa College of Business 2404 Maile Way - Honolulu, HI 96822