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Human Resources
The human resources program at St. Mary’s University is designed for students who are interested in seeking careers related to the personnel management area of organizations. The activities of a human resources manager include coordination of a firm’s strategic direction in selecting, motivating and developing a firm’s human resources program.
A career in human resources requires excellent communication skills and the ability to work well with a variety of people. It also requires analytical and decisionmaking skills.
The complexities of today’s economic, regulative and social environments are increasing the demand for effective human resource managers. Career opportunities include specializations in compensation and benefits, training and development, labor relations, job analysis and evaluation, testing and research, human resources systems and procedures, recruitment and selection, and human resources information systems. Other possibilities include:
A career in human resources requires excellent communication skills and the ability to work well with a variety of people. It also requires analytical and decisionmaking skills.
The complexities of today’s economic, regulative and social environments are increasing the demand for effective human resource managers. Career opportunities include specializations in compensation and benefits, training and development, labor relations, job analysis and evaluation, testing and research, human resources systems and procedures, recruitment and selection, and human resources information systems. Other possibilities include:
- International human resources management
- Workforce planning
- Employee relations
- Human resources management consulting
Courses
BA3325W Managing People and Organizations (Same as SE 3325W)An examination of modern approaches to management at both the micro and macro levels. Micro topics include perception, motivation, and attitudes. Macro topics include organizational design, structure, culture and decision-making. The dynamic interaction of these two levels includes topics such as leadership, groups, and job stress. A writing intensive course. ROTC students may substitute MS 3301 for this course.
HR 3370 Human Resources Management
(HRM) as they support and advance organizational strategies. Topics include but are not limited to the following: recruitment and selection, employee relations, employment law, compensation and benefits, training and development. Students may engage in a simulation in which teams function as HR "departments" confronted with several realistic HR scenarios, while operating under budgetary and strategical constraints. (Spring)
HR 4100, 4200 and 4300 Special Studies in Human Resources
May be used for elective credit. Credit is given on the basis of the work performed. This work may consist of papers or reports based on the student's knowledge of a topic in Human Resources gained through academic research or experiential activities. Prerequisite: Consent of instructor.
HR 4320 International HRM
Examination of international human resource management (IHRM) strategies that support and advance organizational strategies in an interdependent world. Topics include: international selection, performance management, training and development, compensation and benefits, labor relations, repatriation, and special issues and challenges. Prerequisites: Concurrent enrollment or successful completion of HR3325.
HR 4340 Training and Development
Examination of the main processes of assessment, design, presentation, and evaluation in the origination and implementation of training and development programs in organizations. Students practice training methods and review strategies for employee, management and organizational development. Prerequisite: Concurrent enrollment or successful completion of HR3325 or HR3370.
HR 4355 Employment Law
Examination of relevant federal, state, and local laws pertaining to employment. Topics include, but are not limited to the following: Civil Rights Acts of 1964 and 1991 and related areas (Title VII, ADA, ADEA, EEOC, FMLA. Affirmative Action, etc.), Texas Workforce Commissions, organized labor. (Spring) Prerequisite: Concurrent enrollment or successful completion of HR3325 or HR3370
HR 4360 Compensation Management
Examination of compensation systems that support and advance organizational strategy. Topics include types of compensation, internal and external compensation equity, pay systems, performance appraisal systems, employee benefits, role of unions, contingent workforce considerations, legal requirements, new trends. (Fall) Concurrent enrollment or successful completion of HR3325.
HR 4370 Employee Relations Management
Course content examines HR and employee relations strategy, personnel selection and testing theory, stress and time management., communication policies, and conflict resolution processes. Examination focuses on the importance of these issues to organizational performance. Application of knowledge is facilitated throught the analysis of existing organizations. Prerequisite: Junior standing, HR 3325 W. (Spring)
HR 4375 Internship in Human Resources
The opportunity to gain knowledge through experiential activities in professional life. Prerequisites: Consent of the associate dean, faculty supervisor, major adviser, and department chairperson, minimum overall GPA of 2.8, concurrent enrollment or successful completion of HR 3325W, or HR 3370. Pass/No Pass credit is given. (Fall; Spring; Summer) Concurrent enrollment or successful completion of HR3325 or HR3370.
HR 4390 Seminar in Human Resources
Advanced course permitting the student to engage in independent reading and research on current developments in Human Resources. Group analysis of individual reports aids in expanding and deepening the horizons of the participants. (Spring) Prerequisite: Senior standing. Human Resources majors only. Concurrent enrollment or successful completion of HR3325 or HR3370 and two other HR-major courses.
Degree Plan
Junior Year
| Fall | Spring |
|---|---|
| Legal Environ. of Business | Employment Law (3) |
| Business Elective (3000 or 4000) (3) | Corporate Finance |
| Business Statistics | Manag. People & Orgs. |
| Management Inf. Sys. | Human Resources Mgmt. |
| Theology (3000) (3) | Principles of Marketing |
Senior Year
| Fall | Spring |
|---|---|
| Operations Management | Business Policy |
| U.S. Bus. in Interdep. World | Ethics |
| Training & Development | Employee Benefits Mgmt. |
| Compensation Mgmt. | Seminar in Human Res. |
| HR elective (3) | HR elective |
| PL (3000 or 4000) (3) |
Faculty
Margaret R. Langford, Ph.D.
Professor of ManagementPhone: (210) 431-2046
Email: mlangford@stmarytx.edu Full Bio Details
B.A. Southwest Texas State University 1974
M.Ed. Texas A&M University, 1976
M.B.A. University of Texas at Austin, 1982
Ph.D. University of Houston 1992
Prior to earning her doctorate, Margaret R. Langford, Ph.D., worked for several years both in banking operations and in public education. Her teaching interests include organizational behavior, managerial practices and concepts, and employment law. Research interests include organizational culture, legal issues in employment, and improving teaching effectiveness.
She has co-authored articles published in Equal Opportunities International, Journal of Behavior and Entrepreneurship, Academy of Entrepreneurship Journal, Entrepreneurial Executive, Journal of Computer Information Systems, Latin American Business Review, and the Journal of Managerial Issues. In addition, she is the single author of articles in the Journal of the Academy of Business Education and the Southern Journal of Business and Ethics. She is a member of the Academy of Management and the Southern Academy of Legal Studies in Business.
M.Ed. Texas A&M University, 1976
M.B.A. University of Texas at Austin, 1982
Ph.D. University of Houston 1992
Prior to earning her doctorate, Margaret R. Langford, Ph.D., worked for several years both in banking operations and in public education. Her teaching interests include organizational behavior, managerial practices and concepts, and employment law. Research interests include organizational culture, legal issues in employment, and improving teaching effectiveness.
She has co-authored articles published in Equal Opportunities International, Journal of Behavior and Entrepreneurship, Academy of Entrepreneurship Journal, Entrepreneurial Executive, Journal of Computer Information Systems, Latin American Business Review, and the Journal of Managerial Issues. In addition, she is the single author of articles in the Journal of the Academy of Business Education and the Southern Journal of Business and Ethics. She is a member of the Academy of Management and the Southern Academy of Legal Studies in Business.
Ronald D. Merrell, Ph.D.
Professor of ManagementPhone: (210) 431-6889
Email: rmerrell@stmarytx.edu Full Bio Details
Ph.D., University of Oklahoma, 1975
Ronald D. Merrell, Ph.D., served as dean of the Graduate School from 1984-2004. Merrell has also served as president and vice president of the Association of Texas Graduate Schools and was previously director of the Master of Business Administration and Systems Management programs for eight years at St. Mary's University.
His teaching experience includes organizational behavior and other management courses involving human resources, organizations, strategy, and labor.
His management consulting experience includes helping clients achieve world class operations and a sustainable competitive advantage, developing a highly committed high performance workforce, providing training in leadership development, project management, and self managed teams. This consulting may include financial analysis, an audit of operations, creating organization culture, developing a marketing strategy, or assisting the organization in aligning human resource practices, policies, and programs with the corporate strategy.
Dr. Merrell's research and publications include topics such as teaching excellence, women entrepreneurs, and creating a highly committed high performance workforce.
Ronald D. Merrell, Ph.D., served as dean of the Graduate School from 1984-2004. Merrell has also served as president and vice president of the Association of Texas Graduate Schools and was previously director of the Master of Business Administration and Systems Management programs for eight years at St. Mary's University.
His teaching experience includes organizational behavior and other management courses involving human resources, organizations, strategy, and labor.
His management consulting experience includes helping clients achieve world class operations and a sustainable competitive advantage, developing a highly committed high performance workforce, providing training in leadership development, project management, and self managed teams. This consulting may include financial analysis, an audit of operations, creating organization culture, developing a marketing strategy, or assisting the organization in aligning human resource practices, policies, and programs with the corporate strategy.
Dr. Merrell's research and publications include topics such as teaching excellence, women entrepreneurs, and creating a highly committed high performance workforce.
Stephanie G. Ward, Ph.D.
Associate Professor of Human ResourcesDepartment of Management
Director of Greehey Scholars Program
Albert B. Alkek Building 215
Phone: (210) 436-3709
Email: sward1@stmarytx.edu
Full Bio Details
BBA, Angelo State University, 1990
MBA, University of Houston, 1996
PhD, University of Houston, 2004
Stephanie Ward, Ph.D., joined the faculty of Bill Greehey School of Business in 2004. Prior to working on her Ph.D., Ward worked as an auditor and manager in the insurance and banking industries. Currently, she is the Director of the Greehey Scholars Program and an Associate Professor in the Management Department. Her teaching areas include courses in Organizational Behavior, Leadership, Negotiation, and Management Seminar. She has received teaching awards both at the University of Houston and St. Mary s University. She was awarded the Distinguished Faculty Award in 2009 and the Outstanding Faculty Award by the Dean's Student Advisory Board in 2011.
Her research explores questions about rewards, psychological contracts, organizational justice, and service learning. Her research has been published in Human Resource Management Review, World at Work Journal, Journal of Managerial Issues, The CPA Journal, Academy of Entrepreneurship Journal, The Entrepreneurial Executive, and The International Journal of Volunteer Administration. She has received several awards for her research. She is also an active member of the Academy of Management and a journal reviewer.
MBA, University of Houston, 1996
PhD, University of Houston, 2004
Stephanie Ward, Ph.D., joined the faculty of Bill Greehey School of Business in 2004. Prior to working on her Ph.D., Ward worked as an auditor and manager in the insurance and banking industries. Currently, she is the Director of the Greehey Scholars Program and an Associate Professor in the Management Department. Her teaching areas include courses in Organizational Behavior, Leadership, Negotiation, and Management Seminar. She has received teaching awards both at the University of Houston and St. Mary s University. She was awarded the Distinguished Faculty Award in 2009 and the Outstanding Faculty Award by the Dean's Student Advisory Board in 2011.
Her research explores questions about rewards, psychological contracts, organizational justice, and service learning. Her research has been published in Human Resource Management Review, World at Work Journal, Journal of Managerial Issues, The CPA Journal, Academy of Entrepreneurship Journal, The Entrepreneurial Executive, and The International Journal of Volunteer Administration. She has received several awards for her research. She is also an active member of the Academy of Management and a journal reviewer.
