Objectives
The Human Resources Administration [HRA] major is rooted
in the Jesuit liberal arts tradition and prepare students to be proactive in
their pursuit of fairness and equity within the workplace. The program is
designed to educate students in the theoretical underpinnings of processes used
to promote effective performance, development, and job satisfaction of
employees. A strong theoretical knowledge base is critical to the
successful practice of HR and students will be actively engaged in the
application of theory and how those applications can influence the
effectiveness of organizations.
The changing nature of work, as influenced by social,
economic, technological and educational forces is explored, both nationally and
globally. Further, students will develop excellence in both written and
oral expression, and the effective utilization of technological advances.
The Program is specifically designed to: [1] academically
prepare individuals to enter supervisory and administrative positions;
[2] enhance the performance of individuals employed in leadership positions,
but who lack academic training and credentials; and, [3] academically
prepare individuals to enter or advance in a variety of human
resource-related positions and departments. The Program emphasizes
a learning environment wherein the student can acquire academic knowledge, gain
practical skills, and engage in self exploration and personal growth.
Admissions Requirements
To be accepted into the HRA program, each applicant must
have:
- A bachelor's degree from an accredited
college/university
- A GPA of at least 2.75 on a 4.00 scale
- International students must score a 575 or better
on the TOEFL.
- The program generally expects a minimum of 12
months or greater of work experience.
- An interview with the Program Director.
Those candidates that do not meet these requirements
may be accepted on a probationary basis. If a student falls below these
requirements, they may submit supplemental materials as evidence of their
ability to successfully complete the program, such as: grades from other
graduate studies programs, a record of progressively increasing work
responsibilities, or scores on the Graduate Record Examination (GRE). [Note:
The GRE is not required of all applicants.] Students accepted on a probationary
basis must consult with the Program Director and design a course load of six
credits for their first semester.
[Note: the Graduate School must accept students before
enrolling in the HRA Program.]
Interview
An interview with the Program Director is required of all
applicants. The major purposes of the interview are to answer any questions
regarding the HRA program; ensure the compatibility between the applicant,
their career goals, and the program; and plan a course of study. Each interview
takes 45-60 minutes.
Transfer Credits
A maximum of six (6) credits may transfer from
other programs, only if course relevance can be established, if the coursework
was taken within six (6) years of the students admission to the program, and if
a grade of B or better was achieved. The transfer credits may be effected after
the student is officially accepted by the Graduate School. An official
transcript of the credits, course description(s), and a letter requesting
evaluation of the credits for transfer should be forwarded to either the Dean
of the Graduate School or the Program Director. The Dean will notify the
student of the decision after consultation with the Program Director.
Acceptance
An applicant must be accepted
by the Graduate School before starting coursework. Ordinarily, coursework
is started in the Fall semester only. Ordinarily, an applicant must be
accepted by the Graduate School prior to August 1 to start in the Fall
semester.
Student Orientation.
New students will find much useful information about the
University, its facilities, the Graduate School, and its policies and
procedures at the Graduate School Orientation which is offered for all new
graduate students early in the Fall and Spring semesters.
Curriculum
The Human Resources Administration curriculum has three
core courses. Two core courses: Organizational Leadership [HRA 500] and Human
Resources [HRA 502] provide foundational knowledge in organizational concepts,
theories and human resource practices and should be taken in the first semester
of study. The third core course, Professional Contribution [HRA 507], is a
capstone course taken in the final semester prior to graduation. A
specialization provides in-depth study in a particular area and encompasses
five courses or fifteen credits including one required course. The remaining
fifteen credits can be taken from other courses in the curriculum. For students
with little work experience, an internship is recommended to be taken near the
completion of coursework. Computer applications are integrated throughout the
curriculum, therefore entering students are expected to have proficiency in
word processing, spreadsheet, presentation, and database applications.
Pre-Requisite and Survey Courses. HRA 500
Organizational Leadership and HRA 502 Human Resources are required for all
incoming students and should be taken during the first semester in the HRA
program. These courses are the only survey courses in the program and
provide breadth of study in topics that are covered in greater depth in other
courses.
Specialization. Specialization allows the
student to develop an area of expertise on the basis of interest and career
goals. The Program contains three major specializations from which
to choose. Organizational Leadership provides a broad
academic preparation in general organization leadership and
administration. Human Resources and Human Resource Development are
more specialized and prepare the student for delineated professional
roles in human resources administration. The specialization is shown on
the student's transcript, and is not a requirement of the program.
Capstone Course. HRA 507
Professional Contribution is taken in the last semester of the program.
Students must have completed 27 credit hours of study before enrolling in HRA
507. This is an integrative course requiring the student to demonstrate
specific competencies in order to graduate from the program.
Directed Study. In extraordinary
cases, a student may enroll for HRA 582 - Directed Study to examine an area of
interest under the guidance of a faculty member. Use of this course is
highly restricted and reserved for students of demonstrated competence who have
shown the ability to work independently. These courses are not
appropriate for student convenience in scheduling. Approval by the
Program Director is required. An administrative fee is charged.
Internships. At least one internship is
encouraged for all HRA majors who do not have relevant HR work
experience. HRA 580 - Internship in Human Resources, a 200-400 hour
experience in an organization, prepares students to successfully enter such
positions as recruiter, trainer, compensation analyst, benefits specialist,
human resource generalist, and manager. A three credit Internship
consists of professional level field experience, at an approved location and
under the guidance of a qualified site supervisor.
Internships may be scheduled after
completion of the 27 credits.
Writing Style. The HRA program has
adopted the writing and publication style of the American Psychological
Association as developed in the 2001 (5th edition), Publication manual of
the American Psychological Association. All written material
submitted to instructors, (e.g., papers, projects, cases) should conform to the
guidelines set forth in the manual which is on sale at the bookstore unless
specified otherwise by the instructor. Individuals are required to
purchase the manual as part of HRA 500 - Organizational Leadership.
Scheduling. During the Fall and
Spring semesters, courses meet one evening each week from 4:30 p.m. to 7:10
p.m. or from 7:20 p.m. to 10:00 p.m. Intersession and Summer sessions course
meet twice weekly during the evenings. Courses are also available in a
weekend and online format. Full-time students typically attend classes
two or three nights per week; part-time students, one or two nights per
week. Most part-time students take six credits during the regular
semesters and three credits during Intersession, and three to six credits
during the Summer sessions. The degree can be received in 12 months of
full-time academic study, although most students attend on a part-time basis
and earn their degree in approximately 24 months. All graduate work for a
degree must be completed within six years of the date when the first graduate
level course is taken.
Student Research. The HRA program encourages
all students to participate in the Faculty-Student Research Program
(FSRP). This program offers students powerful learning experiences that
transcend the traditional roles of faculty/student relationships.
Course Registration
Advisor/Mentor. Each student
enrolled in the HRA program is assigned an academic advisor/ internal
mentor. This faculty person works directly with each student to schedule
courses, discuss career plans, and provide academic counseling where
appropriate.
Registration. Enrolled students are
required to register for subsequent sessions or semesters. Advanced
registration for Summer and Fall is completed in March; for Intersession and
Spring coursework, in October.
Following advanced registration and prior to the start of
a session or semester, the student will receive a bill called REGISTRATION
AGREEMENT AND REMITTANCE FORM by mail. The student must return this form
by the date noted to be completely registered for courses and included on the
class lists. Students are urged to follow the instructions on the form
because failure to do so results in numerous problems for the course instructor
and the student. Payment for tuition and fees may be submitted to the
University by mail. A late registration fee is charged for failure to use
advanced registration.
Withdrawal from courses. A Change of
Schedule form must be filed with the Program Director if any change in schedule
is desired after having registered. This form also is used to change
names and addresses. Please note that withdrawal from a course
after the session or semester has started is subject to the tuition refund
schedule listed in the Graduate School Catalog.
Grading, Retention, and Graduation. Grades
are assigned according to the Graduate School letter grade system of A, A-, B+,
B, B-, C+, C, and F. Selected courses [e.g., HRA 580] may be graded
satisfactory [pass] and unsatisfactory [fail]. In extraordinary
circumstances an Incomplete [I] grade can be given. This grade
automatically converts to an F at the end of the next academic semester if the
student does not complete the course requirements.
Retention. Students must maintain a
cumulative average of at least 3.0 to remain in good academic standing.
If a students cumulative average drops below 3.0, the student is placed on
academic probation. If satisfactory progress is not made toward removing
probationary status, the student is subject to dismissal by the Dean in
consultation with the students mentor and/or program director.
Graduation. A student must have an
GPA of at least 3.0 at the end of their prescribed curriculum to receive the
masters degree. Students may graduate in May, August, December, or
January, but the commencement ceremony is held in May only.
Assistantships. Consult the Graduate
School or Program Director for information on assistantships available in the
Department. The Department has two assistantships, one of which is reserved for
a Human Resources Administration student. An applicant must be accepted by the
Graduate School and have an application for assistantship on file by March 1 to
be considered for the award.
Academic Code of Honesty
The Human Resources Administration Program strictly adheres to the Academic
Code of Honesty at the University of Scranton. Student behavior in
violation of academic honesty includes plagiarism, duplicate submission of the
same work in more than one class, collusion, false information, unauthorized
use of computers, theft and destruction of property, and unauthorized
possession. Students are responsible for knowing the Academic Code of
Honesty which is published by the University.
Computer Literacy
Graduates of the program seeking entry and/or advanced supervisory or human
resources positions will increase their marketability by being able to use
computers with word processing, spreadsheet, presentation, and database
software.
Fees and Charges
The student should consult the Graduate School Catalog for a complete list of
fees and charges.
Updates
Students are requested to notify both the Graduate School and Departmental
office if there is a change in their name, address, telephone, etc.
Careers in Human Resources
Human resource professionals work within all industries
and are concerned with recruiting, developing and retaining a productive
workforce. In response to a growing demand for human resources professionals,
this occupation is projected to increase by 32% from 1997 to 2005, and increase
further beginning in 2006, due to the retirements of current human resource
professionals. The field of human resources is multidisciplinary in nature and
the educational preparation requires minimally an undergraduate degree,
preferably within the liberal arts tradition. A combination of courses in the
social and behavioral sciences, and business are important in addition to the
body of knowledge specific to the field of human resources.
Human resources specialists and managers hold about
544,000 jobs and are employed in virtually every industry. HR specialists and
managers receive average salaries of more than $40,000 per year.
The following are Bureau of Labor Statistics
descriptions of occupations within the field of Human Resources.
Employment and Placement Employees, Recruiters,
and Interviewers oversee the hiring and separation of employees. They
search for promising job applicants; check references; screen, interview, and
test applicants; and extend offers of employment to qualified candidates.
EEO Representatives investigate and resolve
equal employment opportunity grievances, examine corporate practices for
possible violations, and compile and submit EEO statistical reports.
Job and Occupational Analysts collect and
examine detailed information about job duties to prepare job descriptions. They
conduct research, and are concerned with occupational classification systems
and study the effects of industry and occupational trends upon worker
relationships.
Compensation Specialists devise ways to ensure
fair and equitable pay rates, conduct surveys, see how their rates compare with
others, and see that the firm's pay scale complies with changing laws and
regulations.
Employee Benefits Employees handle the
company's employee benefits program, notably its health insurance and pension
plans.
Training and Development Employees develop
skills, enhance productivity and quality of work, and build loyalty to the
firm. They plan, organize, and direct a wide range of training activities.
Industrial Relations Employees form labor
policy, oversee industrial labor relations, negotiate collective agreements,
and coordinate grievance procedures to handle complaints resulting from
disputes under the contract for firms with unionized employees.
International Human Resources Employees handle
HR issues of a company's foreign operations.
Human Resources Information System Employees
develop and manage computer programs that process personnel information.
Employee Assistance Plan Employees are
responsible for programs covering occupational safety and health standards and
practices, health promotion, physical fitness, medical examinations, and minor
health treatment.
Employer Relations Representatives maintain
working relationships with local employers and promote the use of public
employment programs and services.
Opportunities for Professional Growth
Many professional organizations have identified a
specified body of knowledge for professionals within the human resources field
and administer certification exams covering this knowledge. The Human Resources
Administration curriculum offers this body of knowledge for students interested
in being certified.
Students are encouraged to join the University of
Scranton chapter of SHRM and other professional organizations. Students can
obtain information about professional organizations from the web sites listed
below. Organizations that offer certification are noted with an *.
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