The human resources management emphasis prepares students for careers in HR by covering such topics as recruiting, staffing, training and development, performance appraisal, evaluation, compensation, career planning, safety and health, equal employment opportunity and affirmative action, and labor relations.
The goal of the human resources management function in organizations is to develop and maintain effective relationships between employers and employees. Human resource (HR) managers achieve this in a number of ways-matching people's skills to job requirements, developing fair compensation practices, appraising employees' performance levels, developing employees' skills and abilities through training and career planning, implementing productivity improvement programs, and many other activities.
HR managers perform these roles ethically and legally in an ever-changing environment. These changes include new employment laws, the changing skills and demographics of the work force, people expecting more and different things from their employers, and companies becoming increasingly globalized in their operations. The HR manager's job is challenging. HR managers are in high demand.
The UCCS College of Business is accredited by the Association to Advance College Schools of Business (AACSB) which ensures your professors, classes and fellow students are of the highest quality. Only 5% of business schools worldwide have achieved this distinction.
Our Daniels Fund Ethics Initiative instills principle-based ethics education throughout the business school, resulting in a high standard of ethics in our students and graduates.
"Professors Dr. Don Gardner and Dr. John Milliman were instrumental in getting me interested the HR profession. They emphasized the importance of understanding the business as future HR professionals were being required to become more strategic and contribute at a higher level of involvement in critical business decisions.
"UCCS gave me the tools and confidence to take some very unique challenges that were really excellent opportunities to make a positive difference in this world."
Meet the rest of our Management faculty.
Jill Bradley-Geist received her Ph.D. in Industrial-Organizational Psychology from Tulane University. Her two main research focuses are 1) managing workplace diversity and 2) individual differences as they relate to employee selection, job performance, and employee well-being. Her research has been published in top-tier journals including Journal of Applied Psychology, Personnel Psychology, and Personality and Social Psychology Bulletin. Some sample publications include:
Bradley-Geist, J.C., & Landis, R.S. (2012). Homogeneity of personality in organizations and occupations: A comparison of alternative statistical tests. Journal of Business and Psychology, 27, 149-159.
Bradley-Geist, J.C., King, E.B., Skorinko, J., Hebl, M.R., & McKenna, C. (2010). Moral credentialing by association: The importance of choice and relationship closeness. Personality and Social Psychology Bulletin, 36, 1564-1575.
Christian, M.S., Edwards, B.D., & Bradley, J.C. (2010). Situational judgment tests: Constructs assessed and a meta-analysis of their criterion-related validities. Personnel Psychology, 63, 83-117.
Bradley, J.C.*, Christian, M.S.*, Wallace, J.C., & Burke, M.J., (2009). Workplace safety: A meta-analysis of the roles of person and situation factors. Journal of Applied Psychology, 94, 1103-1127.
*Denotes equal contributions by both first authors.
Kaplan, S.A., Bradley, J.C., Luchman, J., & Haynes, D. (2009). The role of positive and negative affectivity in job performance: A meta-analysis. Journal of Applied Psychology, 94, 162-176.
Thoresen, C.J., Bradley, J.C., Bliese, P.D., & Thoresen, J.D. (2004). The big five personality traits and individual job performance growth trajectories in maintenance and transitional job stages. Journal of Applied Psychology, 89, 835-853.