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 at Austin, and Vanderbilt University, as well as a number of other schools.
Human Resource Management majors are available only at the graduate level. 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.