(See Program in Business Administration)
Thesis and Non-Thesis
Jeffrey E. McGee
209 Business, 817-272-3166
Myrtle P. Bell
214 Business, 817-272-3857
Price, Quick, Rasheed, Wofford
Bell, Gray, McGee, McMahan, Wheeler
Benson, Lavelle, Payne, Shook
The basic purpose of the Master of Science degree in Human Resource Management is to provide students with both a general knowledge of business and a specialized knowledge in human resource management. Students are exposed to the theory, research and practical applications of numerous content areas, including human resource strategy and policy, human resource planning, human resource information systems, career planning and development, employee relations law, organization change and development, employee selection, compensation, training and development and employee diversity in organizations. The program is designed to prepare students for human resource management careers in business and industrial firms, as well as government and nonprofit organizations.
The Master of Science in Human Resource Management is accredited by the AACSB -- The International Association for Management Education.
Admission to the M.S. in Human Resource Management (MSHR) program is based on the completion of the general admission requirements of the Graduate School. For MSHR program admission, a score on the Graduate Management Admission Test and record of undergraduate academic performance are required. Students for whom English is not their native language must also achieve a TOEFL score of at least 550. International applicants that score below minimum acceptable levels on the verbal portion of entrance examinations may be admitted under the condition that they pass an English proficiency exam or complete U.T. Arlington's Graduate English Skills Program prior to beginning graduate coursework. Applicants are encouraged to submit with their application a resume that highlights professional and personal accomplishments, linguistic abilities, computer expertise and leadership experience. A standardized test score (GMAT) will not be used as the sole criterion for denying an applicant's admission to the MSHR program.
Specifically, multiple criteria are used to make admission decisions. Quantitative measures include an applicant's GMAT score and grade point average as calculated by the Graduate School. These measures are integrated into a formula, or index, that multiplies the grade point average by 200 and adds the total GMAT score. Index factors are weighed equally at the outset of the applicant evaluation. A grade point average is used in the index when it is 3.0 or above and is based on at least 24 semester hours.
Along with grade point average and GMAT total score, admission criteria include the following:
1. GMAT or GRE sub scores (verbal and quantitative)
2. GMAT or GRE writing sample
3. Grades in specified undergraduate business and non-business courses (math, accounting, economics, statistics, for example)
4. Educational objectives and quality of written expression of the application essay
5. Letters of recommendation from three persons familiar with the applicant's academic background and/or work experience
6. Undergraduate major
7. General and specific program Accreditation status of degree granting institution
8. Professional work experience
9. Professional certification or licensure
For unconditional admission, the applicant's composite total from the index must be 1080 or higher and items 1 through 5 above should strongly indicate potential for successful academic performance as a graduate HR student.
Students who are unconditionally admitted, have a minimum undergraduate grade point average of 3.00 as calculated by the Graduate School (or 3.00 at the graduate level), and enroll for a minimum of six semester credit hours will be eligible for available fellowship and/or scholarship support. A standardized test score (GMAT) will not be used as the sole criterion for determining fellowship and/or scholarship eligibility.
For an applicant with an index score below 1080, probationary admission may be available when at least three items of 1 through 5 above strongly indicate potential for successful academic performance as a graduate HR student. Items 6 through 9 will also be used to identify positive indicators for admission. Students who are admitted on probation will have one or more conditions specified, such as no grade less than "B" for the first 12 hours of graduate study.
A provisional decision to admit may be granted when the applicant meets criteria for unconditional or probationary status but one or more applicant credentials are incomplete. A deferred decision may be made when an applicant's file is not sufficiently complete to make an admit or deny decision.
For an applicant with an index score less than 1040 and other evidence indicating lack of potential for academic success as a graduate HR student, admission will likely be denied. However, all applicant data will be carefully reviewed before an admission denial is made.
The program is designed primarily for the student who has a bachelor's degree in business administration. A minimum of 30 semester hours is required if the student chooses to write a thesis. If the student chooses not to write a thesis, a minimum of 36 semester hours is required. Students who do not have bachelor's degrees in business administration may have to take additional coursework (up to 18 semester hours) to acquire sufficient general business knowledge for effective performance as a human resource executive.
Coursework for the program includes six hours of required work in research and statistical methods, 15 hours of required work in human resources and policy, and thesis or elective hours in related management courses to complete the 30- or 36-hour requirements. For the students who choose to write a thesis, the six hours of thesis will involve working closely with one or more members of the graduate faculty from the Department of Management on a research project in a specialized area of interest in human resource management.
The curriculum is as follows:
1. Core Courses (18 semester hours)
ACCT 5301 Financial Accounting
ECON 5311 Economic Analysis II
OPMA 5361 Operations Management
MARK 5311 Marketing
FINA 5311 Business Finance
MANA 5312 Management
2. Advanced Courses (21 semester hours, thesis and non-thesis)
a. Required human resource and policy courses (15 semester hours)
MANA 5340 Strategic Human Resource Management
MANA 5341 Staffing and Performance Management
MANA 5322 Compensation and Benefits
MANA 5323 Training and Development
BUSA 5333 Business Policy
b. Required research courses (six semester hours)
BUSA 5325 Advanced Statistical Methods in Business
MANA 5334 Organizational Consulting
3. Thesis (MANA 5698) and three elective semester hours.
4. Non-thesis option requires 15 elective semester hours.
The grade of R (research in progress) is a permanent grade; it cannot be changed by completing course requirements in a later semester. To receive credit for an R-graded course, the student must continue to enroll in the course until a passing grade is received.
An incomplete grade (the grade of X) cannot be given in a course that is graded R, nor can the grade of R be given in a course that is graded X. To receive credit for a course in which the student earned an X, the student must complete the course requirements. A grade of X cannot be changed by enrolling again in the course in which an X was earned. At the discretion of the instructor, a final grade can be assigned through a change of grade form.
Three-hour thesis courses and three- and six-hour dissertation courses are graded R/F/W only (except social work thesis courses). The grade of P (required for degree completion for students enrolled in thesis or dissertation programs) can be earned only in six- or nine-hour thesis courses and nine-hour dissertation courses. In the course listings below, R-graded courses are designated either"Graded P/F/R" or "Graded R." Occasionally, the valid grades for a course change. Students should consult the appropriate Graduate Advisor or instructor for valid grade information for particular courses. (See also the sections titled "R" Grade, Credit for Research, Internship, Thesis or Dissertation Courses and Incomplete Grade in this catalog.)
Course fee information is published in the online Student Schedule of Classes at www.uta.edu/schedule. Please refer to this Web site for a detailed listing of specific course fees.
5312. MANAGEMENT (3-0). Basic exploration of organizations in their environments. The elementary tools of management, which include: organizational objectives, social responsibility and ethics, policies, plans, and decision making; the design of organizations and jobs; the production and technology aspects of organization; the elements of leadership, behavior, and communication; and the elements of control and performance evaluation.
5320. ORGANIZATIONAL BEHAVIOR (3-0). Systematic study of behavioral problems in the complex organization. Analyzes the interaction of environmental and internal factors and their effects upon organizational behavior. The course is placed within the context of the organization process. Prerequisite: MANA 5312 or equivalent.
5321. COMPLEX ORGANIZATIONS (3-0). Provides the foundation for an in-depth knowledge of several important theories of management and organization. Attention to study of organizations, organizational effectiveness, comparative analysis of organizations, and the organization and its environment. Relates empirical findings and theoretical hypotheses with applied management concepts. Prerequisite: MANA 5312 or equivalent.
5322. COMPENSATION AND BENEFITS (3-0). Administration of compensation systems in business and other organizations; concepts, models and practices related to wage and salary levels and structures; perceived equitable pay; individual performance appraisal, rewards and satisfaction; benefits and employee services.
5323. TRAINING AND DEVELOPMENT (3-0). Examines the components of training systems. Topics include assessing training needs and establishing objectives, developing training programs, selecting appropriate training techniques, and evaluating training outcomes.
5324. TEAM AND GROUP BEHAVIOR (3-0). A study in team and group dynamics, critical processes and practices. Topics include team composition and development, problem solving strategies and performance, conflict management, leadership process and work team strategies.
5325. INDUSTRIAL RELATIONS (3-0). Examines union-management relations and considers the structure and functioning of the economic and social forces of importance at the policy level within both the firm and the union. Also considers non-union employee relationships. Prerequisite: MANA 5312 or equivalent.
5326. ORGANIZATION DEVELOPMENT AND CHANGE (3-0). Examines the process of organization development, change, and renewal at the individual, group, and organization level; central topics including diagnostic and intervention procedures at the three levels of analysis. Prerequisite: MANA 5312 or equivalent.
5327. HUMAN RESOURCE LAW (3-0). Coverage of statutory and case law in the employment setting. Emphasis placed on employment discrimination, compensation and benefits law; government agencies which administer and enforce employment laws are also reviewed. Prerequisite: MANA 5340.
5330. CONFLICT MANAGEMENT AND DISPUTE RESOLUTION (3-0). In depth review and analysis of dispute settlement procedures with special emphasis placed on arbitration of labor-management and employment disputes. Causes and consequences of workplace conflict are examined along with approaches to encouraging workplace cooperation. Prerequisite: MANA 5312 or equivalent.
5331. MANAGEMENT OF INTERNATIONAL OPERATIONS (3-0). Managerial implications of conducting business in foreign countries. Provides a framework for analyzing and dealing with the management of foreign and multinational organizations as influenced by cultural, political, and economic constraints. Prerequisite: MANA 5312 or equivalent.
5332. EMPLOYEE DIVERSITY IN ORGANIZATIONS (3-0). Examines implications of diversity in organizations. Human resource and organizational behavior issues related to aspects of diversity in the workplace are presented. Emphasis is placed on the need to effectively address diversity in organizations.
5333. MANAGEMENT OF TECHNOLOGY (3-0). Problems of managing research and development and other similar technologies which involve one-of-a-kind products and substantial numbers of professional skills. Explores what is known about the management of professionals and professional enterprises. Prerequisite: MANA 5312 or equivalent or consent of instructor.
5334. ORGANIZATION CONSULTING (3-0). Explores internal and external consulting to business organizations. Emphasis on the management of the change process through the stages of data gathering, diagnosis, analysis and recommendation. Prerequisite: MANA 5312.
5335. MANAGEMENT OF EBUSINESS (3-0). Examines innovative techniques for exchanging information, products, services, and payments among organizations. Principles from sociology, governance, economics, and management delineate factors influencing organizational relationships. The use of technology to facilitate interaction within and among organizations is investigated. Explores the strategic and practical fusion of cultural, political, business, and technical factors needed to succeed in a dynamic global arena.
5340. STRATEGIC HUMAN RESOURCE MANAGEMENT (3-0). Emphasizes strategic perspective of modern human resource management theory and practice. Topics include human resource planning, staffing, training and development, compensation, performance appraisal, and labor and employee relations. Prerequisite: MANA 5312 or equivalent.
5341. STAFFING AND PERFORMANCE MANAGEMENT (3-0). This course covers employee recruitment, selection and performance appraisal. Topics include: recruitment strategies and methods, methods of employee selection, performance planning, development and validation of appraisal instruments, implementation and conduct of performance appraisal, and performance feedback and counseling.
5342. PREVENTIVE STRESS MANAGEMENT (3-0). Examines the organizational demands that cause stress. Identifies the psychophysiology of the stress response and the individual/ organizational costs of distress. Emphasis is placed on the principles and methods of preventive stress management, such as social support, exercise, and the relaxation response. Prerequisite: MANA 5312 or equivalent or consent of instructor.
5182, 5282, 5382. INDEPENDENT STUDIES IN MANAGEMENT. Extensive analysis of a management topic. Graded R. Prerequisite: consent of faculty member and department chair.
5192, 5292, 5392. SELECTED TOPICS IN MANAGEMENT. In-depth study of selected topics in management. May be repeated when topics vary. Prerequisite: consent of instructor and Graduate Advisor.
5698. THESIS. Prerequisite: permission of Graduate Advisor in Human Resource Management. Graded P/F/R.
6318. SEMINAR IN ORGANIZATIONAL THEORY (3-0). Advanced study in the theory and research of organizations.
6328. SEMINAR IN BUSINESS POLICY (3-0). Advanced study in the theory and research bases of business policy and strategic management.
6329. ADVANCED RESEARCH METHODS (3-0). In-depth coverage of selected topics in the design of research and analysis of data; topics include philosophy of science, theory of measurement, complex experimental and quasi-experimental designs.
6338. SEMINAR IN ORGANIZATIONAL BEHAVIOR (3-0). Advanced study in the theory and research of organizational behavior.
6348. SEMINAR IN PERSONNEL/HUMAN RESOURCE MANAGEMENT (3-0). Advanced study in employee selection, performance appraisal, compensation, training and development, human resource policy and strategy, and other areas of human resource management.
6182, 6282, 6382. INDEPENDENT STUDIES IN MANAGEMENT. Extensive analysis of a management topic. Prerequisite: consent of faculty member and department chair.
6390. ADVANCED TOPICS IN MANAGEMENT (3-0). In-depth study of selected topics in management. May be repeated when topics vary. Prerequisite: consent of instructor.
6392. RESEARCH IN ADMINISTRATION (3-0). Independent research under supervision of a faculty member. Graded P/F/R. Prerequisite: consent of instructor.