HRM Undergraduate Programs Departmental Policy Guide

Transcription

1 HRM Undergraduate Programs Departmental Policy Guide For use by HRM Students DISCLAIMER NOTE: This guide is for informational purposes only and does not completely reflect the ruling policies for the HRM Undergraduate Programs. Students are advised that this document is updated only periodically and more relevant information is available on the individual SMLR web pages. Any questions regarding the policies contained in this document or on the website may also be verified with either the Director of the HRM Undergraduate Program or the HRM Student Counselor. Further, the policies contained within this document are subject to change at the discretion of the HRM Undergraduate Director and the HRM Department faculty members. 1

2 Contents Programs Offered... 4 HRM MAJOR CHECKLIST & GUIDELINES... 4 Regarding Electives... 5 Math Requirements... 5 Internships... 5 Independent Study... 5 Declaration... 6 HRM Departmental Honors... 6 Notation for Students... 6 HRM MINOR CHECKLIST & GUIDELINES... 9 Regarding Electives... 9 Regarding Core Courses... 9 Internships/Independent Study... 9 Declaration... 9 Notation for Students HRM MAJOR: HONORS, 533H CHECKLIST & GUIDELINES Regarding Electives Math Requirements Internships Process Declaration General Declaration of HRM Major Requirements Unique to the HRM Honors Program Good Standing MHRM Graduation Notation for Students Academic Integrity First offense (in program, not class) Second offense Integrity Contract Departmental Policy on Cheating

3 Auditing Courses Extra Credit Failed Course Registration Grades Honors at Graduation Independent Study Internships Application Qualified Internships Internship Credits Process for Application Internship Requirements Career Services Limits on Internships Masters Advantage Plan Registration Issues Requests to Attend Other Course Sections Entering a Course After Add/Drop Conflict Resolution Special Permission Process Study Abroad Syllabus Undergraduates in Graduate Courses

4 Programs Offered The following HRM Undergraduate Programs are offered through the School of Management and Labor Relations HRM Department in conjunction with the School of Arts and Sciences: HRM Major Fall 2011 Program (36 Credits) Now obsolete and only available to students who declared the major prior to September 1, Fall 2013 Program (42+ Credits, 14 courses) HRM Minor Established in Spring 2009 HRM Honors Program Established in Fall 2015 HRM MAJOR CHECKLIST & GUIDELINES The HRM Major is comprised of five sets of requirements all of which are mapped out in Degree Navigator as: V1 Introductory Course V2 Core Section V3 Related Course Section V4 Elective Section V5 Quantitative Section The following applies: 1. Students may utilize up to but no more than three Labor Studies Courses (37 575) toward the HRM major provided they are included on the HRM Major checklist. It should be noted that the allowable courses are distributed between the V2 Core section of the major and the V4 Elective section. Substitution of these courses with other courses that do not appear on the list is not allowed. 2. Courses can only be counted once toward the HRM Major. 3. Students must receive a grade of "C" or better in each course. 4. A maximum of three transfer courses can be used toward the HRM Major within the V1 V4 sections of the HRM major. Extra transfer courses may be utilized within the V5 Quantitative section due to the fact that SAS students may not receive credit for a course that goes backward within a sequence. 5. Up to 18 credits from the HRM major courses can be utilized toward the Master s Program provided: a. Student is accepted into the Master s Program within 5 years of receiving his/her undergraduate degree. b. Courses are from the published list of transferable courses. advantage plan map c. Student receives a B or better in each course(s) taught by Rutgers HRM Faculty 4

5 6. The HRM Department of the School of Management and Labor Relations will determine whether students have sufficiently completed the requirements necessary to receive the HRM major at graduation. 7. Students who declared the HRM major prior to September 1, 2013 will be required to complete the original 36 credit program (does not include quantitative requirements). 8. Students who declare the HRM major after September 1, 2013 will be required to complete the 42+ credit program which includes quantitative requirements. Regarding Electives Students may take all special topics courses or, may use listed LSER courses, or utilize excess courses from the core that are not used toward the Degree Navigator V2 requirement. While multiple Special Topics Courses are allowed, in order for these courses to be applied toward the major, students must take differing subjects from within the Special Topics offerings. No topic may be Repeated. Students may use either 37:575:364 (Diversity in the Workplace) or Special Topics: Diversity (37:533: ) toward the HRM major, but not both. Math Requirements Math requirements may be filled by courses accepted for transfer by SAS as equivalents to courses on the HRM major quantitative/mathematic lists A and B. Substitutions of math courses listed are at the discretion of the HRM Undergraduate Program Director. In accordance with SAS policy, students may not receive credit for a course that goes backward in sequence. For example, a student who has AP credit for calculus may not subsequently earn credit for precalculus. Internships Internships are not required for completion of the HRM Major. Students interested in receiving academic credit through the HRM Department must meet the eligibility requirements and submit an application to the HRM Undergraduate Student Counselor. The process is outlined on the HRM website: study internships human resources (see page 25 of this policy manual) Independent Study Independent study is not required for completion of the HRM Major. In order to be eligible to receive credit for independent study students must have completed five or more of the core HRM classes and must have a 3.5 or higher GPA. 5

6 The process for application of independent study is as follows: Verify Eligibility HRM UG Counselor Present Project Proposal for Acceptance HRM UG Program Director Obtain Faculty Supervisor HRM Faculty Member* Obtain SPN & Register HRM UG Counselor Students taking Independent Study, 37:533:494/495 will be expected to produce a page research paper. Grading for Independent Study Credits is the same as for a regular course and subject to the HRM Department Grading Policy. More information regarding Independent study may be found on page 24 of this manual or on the HRM website, smlr.rutgers.edu/hrmug. Declaration Declaration of the HRM Major can only be made after Introduction to HRM, 533:301, has been taken and completed with a C or better. SAS students interested in majoring in Human Resource Management must utilize the SAS on line system in order to declare and can access the system by going to mymajor.sas.rutgers.edu. Students from schools outside of SAS who wish to declare the HRM major as a double major must contact their advisors to obtain a Major/Minor declaration form. All forms should be presented to the HRM Student Counselor, Rebecca Tinkham, for approval from the SMLR HRM Department. As regards the HRM Major, it is NOT necessary OR advisable for SAS students to transfer into The School of Management and Labor Relations. HRM Departmental Honors The Human Resource Management Department offers a Departmental Honors Curriculum for those students who excel in the HRM Major core courses. Students interested in the HRM Departmental Honors Curriculum should first consult the program checklist for eligibility requirements. Advance planning is required. Notation for Students The HRM checklist specifies that students will be held to the policies in force for the HRM Major. It is strongly advised that students meet initially with the HRM Undergraduate Counselor and that they must also follow up thereafter to ensure successful completion of the HRM Major. 6

7 7 Continued

8 8

9 HRM MINOR CHECKLIST & GUIDELINES The HRM Minor is comprised of three sets of requirements all of which are mapped out in Degree Navigator as: V1 Introductory Course V2 Core Section V3 Elective Section The following applies A minimum of 4 Human Resource Management courses (37:533) are required for the HRM Minor. 1. No more than 2 Labor Studies courses (37:575) can be used toward the HRM minor. 2. Courses can only be counted once toward the HRM Minor 3. Students must receive a grade of "C" or better in all courses that apply to the HRM minor. 4. Up to 18 credits from the HRM major courses can be utilized toward the Master s Program provided: a. Student is accepted into the Master s Program within 5 years of receiving his/her undergraduate degree. b. Courses are from the published list of transferable courses. advantage plan map c. Student receives a B or better in each course(s) taught by Rutgers HRM Faculty 5. The HRM Department of the School of Management and Labor Relations will determine whether students have sufficiently completed the requirements necessary to receive the HRM minor at graduation. Regarding Electives Students may use a special topics course or any one of the listed LSER courses toward the elective section of the HRM minor. Regarding Core Courses The only Labor Studies course permitted to count as a core course in the HRM Minor is Employment Law, 37:575:315. Any course listed in the elective section may not be utilized in the core. Internships/Independent Study Internship and independent study courses are not available for use within the HRM Minor. Declaration Declaration of the HRM Minor can be made at any time. SAS students interested in minoring in Human Resource Management must utilize the SAS on line system in order to declare: mymajor.sas.rutgers.edu. 9

10 Students from schools outside of SAS who wish to declare the HRM minor must contact their advisors to obtain a Major/Minor declaration form. All forms should be presented to the HRM Program Student Counselor, Rebecca Tinkham, for approval from the SMLR HRM Department. Notation for Students The HRM checklist specifies that students will be held to the policies in force for the HRM Minor. It is strongly advised that students meet initially with the HRM Undergraduate Counselor and that they must also follow up thereafter to ensure successful completion of the HRM Minor. 10

11 HRM MAJOR: HONORS, 533H CHECKLIST & GUIDELINES The HRM Major Honors Program is comprised of five sets of requirements all of which are mapped out in Degree Navigator as: V1 Introductory Course V2 Core Section V3 Related Course Section V4 Elective Section V5 Quantitative Section The following applies: 1. The maximum number of applicable Labor Studies Courses (37:575) that can be utilized toward the HRM Major 533H Honors Program (regardless of category) is limited to two courses. Substitution of these courses with other courses that do not appear on the list is not allowed. 2. Courses can only be counted once toward the HRM Major533H Honors Program. 3. Students must receive a grade of "C" or better in each course. 4. A maximum of three transfer courses can be used toward the HRM Major within the V1 V3 sections of the HRM major. Extra transfer courses may utilized within the V5 Quantitative section due to the fact that SAS students may not receive credit for a course that goes backward within a sequence. 5. Up to 18 credits from the HRM major courses can be utilized toward the Master s Program provided: a. Courses are from the published list of transferable courses. advantage plan map b. Student receives a B or better in each course(s) taught by Rutgers HRM Faculty 6. The HRM Department of the School of Management and Labor Relations will determine whether students have sufficiently completed the requirements necessary to receive the HRM major with honors distinction at graduation. Regarding Electives All courses within the elective section are required. No other courses may be used toward this section. Math Requirements Math requirements may be filled by courses accepted for transfer by SAS as equivalents to courses on the HRM Major 533H Honors Program quantitative/mathematic lists A and B. Substitutions of math courses listed are at the discretion of the HRM Undergraduate Program Director. In accordance with SAS policy, students may not receive credit for a course that goes backward in sequence. For example, a student who has AP credit for calculus may not subsequently earn credit for precalculus. 11

12 Internships Internships are not required for completion of the HRM Major 533H Honors Program. However, students interested in receiving academic credit through the HRM Department must meet the eligibility requirements and submit an application to the HRM Undergraduate Student Counselor. The process is outlined on the HRM website: resource management/internship and on page 25 of this policy manual. For the Honors Program, any academic credit issued by the HRM Department for an HRM Internship will be counted as general credit. Process Students who believe they are eligible and who wish to apply for the program should first meet with the HRM Undergraduate Student Counselor, Rebecca Tinkham. Once eligibility is established, students must then secure an Undergraduate Professor within the HRM Department who is willing to supervise the Honors Thesis. The application to apply for entrance into the HRM Major 533H Honors Program may be found on the Department Webpage at: smlr.rutgers.edu/hrmug. Completed applications must be in no later than one week before the start of the Fall term of the senior year. Declaration Students currently declared as HRM Majors may apply to the HRM Honors Program in the last semester of their Junior year provided the student: Has or will complete 85+ academic credits by the end of the junior year. Has or will complete five core HRM courses with a 3.5 or better within the major. Has a cumulative GPA of 3.2 or higher. Has taken Special Topics: HRM & Finance, or took the course under the new course number, 37:533:360. Has taken and completed HRM & Statistics, 37:533:440, as one of the quantitative courses or an equivalent statistics course (see checklist) with a C or better. The application for the HRM Major 533H Honors Program may be located at: smlr.rutgers.edu/hrmug. General Declaration of HRM Major Before students can consider entering into the Honors Program, they must first have declared the HRM Minor or the general HRM Major Program. Regarding the HRM Major, it should be noted that: Declaration can only be made after Intro to HRM, 37:533:301 has been taken and completed with a C or better. It is NOT necessary OR advisable for SAS students to transfer into the School of Management & Labor Relations. Students from schools outside of SAS who wish to declare the HRM major as a Double major should contact an advisor from their respective school to obtain a Major/Minor declaration form. All forms should be presented to the HRM Undergraduate Student Counselor for approval and counseling from the HRM Department of the School of Management and Labor Relations. SAS students can declare either the HRM Minor or General HRM Major Program at: mymajor.sas.rutgers.edu. 12

13 Requirements Unique to the HRM Honors Program Once accepted in the HRM Honors Program, students must register for 37:533:498 for the fall semester of their senior year and 37:533:499. For the Spring semester of their senior year. The focus of the senior year is geared toward completion of a page original research paper. It should be noted that entrance into the Honors Thesis Courses is achieved through use of a Special Permission number. All Special Permission numbers for the Honors Program must be obtained from the HRM Undergraduate Student Counselor. Good Standing To maintain good standing in the HRM Honors Program: Students must maintain a GPA of 3.5 or above within the HRM Major. Students must maintain a cumulative GPA of 3.2 or higher. In order for courses to count toward the HRM Honors Program Major, all courses must be completed with a C or better. Students must maintain regular contact with their supervising faculty member. Students who are not progressing or who do not meet the above requirements for good standing will be removed from the honors thesis course and placed into the general HRM Major Program. MHRM Students who have successfully completed the HRM Major 533H Honors Program Major will upon application, be assured of acceptance into the Master of HRM Program. Further, the GRE/GMAT requirement is waived for those who have completed the program. Application to the MHRM must be made within 5 years of receipt of the undergraduate degree. Up to 18 credits from the HRM courses can be utilized within the Masters Program provided: Students have applied to the MHRM Program. Courses are from the list of transferable courses. Student receives a B or better in each course. The published list of courses that can be transfered into the Masters Program are found at: smlr.rutgers.edu/hrmug Graduation The Honors distinction will be awarded upon graduation accordingly: Highest Honors Maintains GPA within H of 3.75 or higher. High Honors Maintains GPA within H from 3.5 up to Honors Maintains GPA within 37:533H from 3.2 up to

14 Notation for Students The HRM checklist specifies that students will be held to the policies in force for the HRM Major 533H Honors Program. It is strongly advised that students meet initially with the HRM Undergraduate Counselor and that they must also follow up thereafter to ensure successful completion of the HRM Major. 14

15 15 Continued

16 16

17 Academic Integrity The HRM faculty have repeatedly voted on a series of issues to assure that our UG HRM program requires the highest integrity on the part of our students. Sanctions for violating the integrity policy are strong: First offense (in program, not class) The work on which integrity was breached receives a zero The final grade for the course is reduced by a whole grade (A to B, B+ to C+, etc.) The student must meet with the UG HRM Program Director and Student Counselor A record of the offense is placed in the student s file in the UG HRM Student Counselor s office, and will form part of the MHRM application packet. Second offense The UG HRM Program Director will refer the matter to the appropriate University authorities and attempt to have the student removed from the University Integrity Contract It is required that a copy of the academic integrity contract be appended to all course syllabi and that all contracts be signed and returned to HRM faculty members before any grade is issued to students. HRM Faculty may also have an integrity statement on exams and other assignments. An example: Academic Integrity Each student is required to maintain the standards of academic integrity set forth in the Student Code of Academic Integrity at Rutgers University and the School of Management and Labor Relations. Students are forewarned that all opportunities for violations will be closely scrutinized and that violators will be subject to appropriate sanctions. Additionally, students will be required to sign a statement of compliance with the tenets of the Code upon every occasion that they take or complete any form of graded work. Academic integrity is expected of all students of Rutgers University at all times, whether in the presence or absence of members of the faculty. Understanding this, I declare I shall not give, use or receive unauthorized aid in this examination. (Signature) 17

18 Academic Integrity Contract (To be signed and turned in at the first class) All members of the Rutgers University community are expected to behave in an ethical and moral fashion, respecting the human dignity of all members of the community and resisting behavior that may cause danger or harm to others through violence, theft, or bigotry. All members of the Rutgers University community are expected to adhere to the civil and criminal laws of the local community, state, and nation, and to regulations promulgated by the University. All members of the Rutgers University community are expected to observe established standards of scholarship and academic freedom by respecting the intellectual property of others and by honoring the right of all students to pursue their education in an environment free from harassment and intimidation. Please see current.pdf for details regarding the Student Code of Conduct. Please see for details regarding the Academic Integrity Policy. Similarly, all students and faculty members of the academic community at the School of Management and Labor Relations should uphold high standards for personal conduct, ethical behavior, and professional integrity. In the area of academic integrity, students are expected to refrain from cheating, fabricating information, plagiarizing, inappropriately denying others access to material, and facilitating others in academic dishonesty. Please see current.pdf (pp ) for detailed descriptions of each type of action. Any of the following acts, when committed by a student, is an act of academic dishonesty and decreases the genuine achievements of other students and scholars. Academic dishonesty includes, but is not limited to, any of the following: Plagiarism/False Representation of Work Quoting directly or paraphrasing portions of someone else s work without acknowledging the source. Submitting the same work, or major portions thereof, including presentations, to satisfy the requirements of more than one course without permission from the instructor. Using data or interpretative material for a report or presentation without acknowledging the sources or the collaborators. Failing to acknowledge assistance from others, such as help with research, statistical analysis, or field data collection, in a paper, examination, or project report. Submitting purchased materials such as a term paper as your own work. Copying or presenting material verbatim from any source without using quotation marks. Copying from any source and altering a few words to avoid exact quotation, without the appropriate documentation or by using improper documentation of the source. Rewording the major concept found in a source but then omitting documentation or improperly citing the source. 18

19 Submitting as one s own any work created by someone else (e.g., paper, project, speech, video, exercise, etc.) without crediting them. Large duplication of someone else s work should be avoided unless you obtain express permission from both the instructor and originator of the work. Fabricating or misrepresenting data or information Forging signatures Cheating Copying work on examinations. Acting to facilitate copying during an exam. Sharing answers through technology or in written or verbal form when such interactions are prohibited Using prohibited materials, such as books, notes, phones, or calculators during an examination. Working with another student on an assignment when such collaboration is prohibited. Stealing or having in one s possession without permission any materials, or property belonging to or having been generated by faculty, staff, or another student for the course. Willfully offering to do another student s work so they may represent it as their own Assisting another student in cheating or plagiarizing Doing another student s work, excluding collaborative learning assignments or joint assignments approved by the instructor. Engaging in any of the above behaviors can result in an F on the examination or project, an F in the course, denial of access to internships, suspension for one or more semesters, or permanent expulsion from the School of Management and Labor Relations at Rutgers University. I, understand the Policies on Academic Integrity and the Student Code of Conduct at Rutgers University and the School of Management and Labor Relations. Furthermore, I understand the consequences of unethical behavior. We all share a responsibility in creating an ethical environment. I resolve to uphold and support high standards for ethics and integrity at Rutgers University. If I see, hear, or observe violations of ethics and integrity I will report them to my instructor, Department Chair, or Dean. Student Signature: Date: Student Name (Please Print): Rutgers University ID: 19

20 Departmental Policy on Cheating Given the increased number of incidents of cheating and provided that each Undergraduate Professor has in past dealt with these situations differently, this policy was voted on by the HRM Faculty in April of 2014 to ensure that all incidents of cheating will be dealt with in a fair and consistent manner. The goal of this policy is to make sure students in the UG HRM program fully understand that cheating will not be tolerated and there are serious consequences for first time cheaters and catastrophic consequences for repeat offenders. This policy applies solely to the Undergraduate HRM Program. The faculty members of the undergraduate program condemn any form of cheating. Any student found to have cheated will receive a zero on the assignment or test on which the cheating occurred. In addition, the student s final grade will be reduced by an entire letter grade as shown in the table below. Original Grade A Grade After Deduction for Cheating B B+ C+ B C C+ D C D D F When students cheat a note will be placed in their files in the HRM Department and such information will be taken into account by the Admissions Committee for the MHRM Program. Further, on the first offense, students will be required to meet with the HRM Undergraduate Program Director to discuss the offense and the subsequent penalty. A second incidence of cheating (whether in the same class or in another HR class) will result in a grade of F and a referral to the appropriate School and University authorities. In the case of cheating on group work, all members of the group will be held responsible and suffer the consequences noted above. Students have the responsibility to make sure that any work with their name on it meets the integrity standards of the HRM Department and the University. No extenuating circumstances will be considered in a case of cheating. All Undergraduate Faculty Members should post this policy in their syllabi and provide students with a copy of the Departmental Academic Integrity Policy. Auditing Courses When an individual requests to audit a class, he/she is asking for permission to attend the class sessions without registration or commitment to complete course work. This is not 20

21 generally practiced at Rutgers. The University does have a program whereby Senior Citizens are allowed to audit courses, but only if the registration procedures are followed and the proper documentation is submitted (see citizen audit program). Outside of the Senior Citizen Audit Program, the University does not have a standing policy regarding other individuals who wish to audit a course. SAS does not restrict Professors from allowing individuals to audit their courses if they so wish. However, at this time, it is the HRM Undergraduate Program policy to not allow individuals outside of the Senior Citizen Audit Program to sit in on a class. Further, if an individual is not on the roster, instructors should not allow them to submit work or take exams. There are rare instances where a student becomes deregistered due to problems with financial aid. In these cases, it is acceptable to allow the student to sit in on the course, participate, submit work and take exams during the time they are waiting for their student bill to be reconciled. If the situation is not remedied by the end of the semester and the student has taken the final, the final grade can be put into the roster by manually adding the student to the bottom of the REGIS roster. In these cases, the student will not receive his/her grade until their account has been settled. Extra Credit Extra credit opportunities must be noted in the syllabus and open to all students registered within the course. Extra credit assignments must have due dates similar to any other assignment and that date should be scheduled before the final examination. Students should be made to understand that if they miss an assignment or perform poorly on an assignment/exam, they will not have the opportunity to get extra credit on an ad hoc or post hoc basis. Failed Course Registration In May 2014, the University Senate approved a recommendation which was later approved by President Barchi, that students who fail a course two or more times be barred from registering for that course again unless he/she receives special permission to register for the course again. The scope of the policy applies to only those courses that have been designated by each University Department. To date, no courses from the HRM Undergraduate course list have been designated for this policy. There is a possibility that some of the applicable Quantitative/Mathematics courses and courses in Economics, Sociology, and Psychology have been setup under this policy. Labor Studies has indicated that this policy will not be applied to the Labor Studies Courses 21

22 Grades Per Rutgers Policy, , The basic grading system of Rutgers, The State University of New Jersey, shall be the following: Letter Grade to be Awarded Arithmetic Equivalent Verbal Definition A 4 OUTSTANDING B+ 3.5 B 3 GOOD C+ 2.5 C 2 SATISFACTORY D 1 POOR F 0 FAILING Examination not Taken To be reported if the student is absent from the final examination and if, in the opinion of the instructor, the student might have passed the course had the examination been taken. Per HRM Undergraduate Program Policy, the following ranges for grading apply: Letter grade to be awarded Arithmetic Equivalent Recommended Ranges for UG HRM Courses A B B C C D F 0 59 and below Honors at Graduation Honors are given from different sources and in a variety of ways. Receipt of such honors depends upon the school and program choices students have made. Below is a list of some of the different honors distinctions: 22

23 One distinction is based upon overall GPA and comes from the School in which a student is "housed". The recognition associated with this is a solid gold cord. For example, if a student is within SAS but is an HRM Major and he/she is eligible for honors recognition, then the gold cord would be distributed by SAS. Likewise, if a student is within SMLR in the Bachelor of Science for Labor Studies and is also an HRM Major, and is eligible for honors recognition, then the gold cord would be distributed by the SMLR Labor Studies Department. The HRM Department does not give out gold cords for cumulative GPA as those are distributed by SAS for SAS students, by Labor Studies for SMLR students, and by SEBS, Bloustein, etc. for students who were brought into their schools. SAS students are notified at the beginning of May if they will receive a cord and will be given instructions on where to pick up the cord. All other schools will have their own means of distribution. Regarding SAS Honors based on cumulative GPA Award of Honors is designated on the final transcript and the diploma, but not on the University commencement program. While students who are eligible for Honors as of May 1 st do get honors cords from SAS to wear at graduation it is with the caveat that if the cumulative GPA falls their final transcript and diploma will reflect that. One distinction is based upon a specific Departmental Honors Program and is associated with a curriculum that students have opted to participate in. These cords are given by the Department in which the student completed the requirements needed to complete a Departmental Honors Curriculum. The cords for these are any color but gold (there may be a hint), and are given out for whatever project or criteria a student needed to meet to receive Departmental Honors. The Departmental Honors Program cord for the HRM Undergraduate Major is wedgewood blue and gold. According to SAS, Departmental Honors should require more than just GPA most often a thesis is required, due on April 1. The specifics of Departmental Honors programs is decided by individual departments. Departments are responsible for honors cords for those who are awarded departmental honors. One distinction is given is through the University Honors Program. This is a separate SAS honors curriculum that distributes a gold cords through the Honors College. To receive these, students must have been admitted into the Honors College. Some departments may have miscellaneous recognitions or awards given to students for achievement within certain programs or majors. While the HRM Program only gives out cords for Departmental Honors, we do recognize those students who have achieved a 3.75 or better within the HRM Major with a certificate and a pin. These are based upon final grades and are distributed at the SMLR Convocation. Certificates and pins for October graduates are distributed in January/February of the subsequent year. 23

24 Independent Study Upper level human resource management majors can apply for independent study credits provided they have completed five (5) human resource management core classes (15 credits) with a GPA of 3.5 or higher. Independent study projects typically carry 3 credits. Additional credits would require approval from the Program Credit Director, Charles H. Fay. Interested students must first obtain joint approval from the Program Credit Director and a full time faculty adviser from the Human Resource Management Department. Students approved for independent study will be required to submit a page final paper to be graded by the supervising faculty adviser. Letter grades are assigned for Independent Study. Independent Study Process Verify Eligibility HRM UG Counselor Present Project Proposal for Acceptance HRM UG Program Director Obtain Faculty Supervisor HRM Faculty Member* Obtain SPN & Register HRM UG Counselor *Must be NTT or TT faculty member. Any other faculty member would need to consult with the HRM Program Director before agreeing to supervise a student for an independent study. Internships Application Upper level Human Resource Management majors seeking to receive academic credit for an internship through the HRM Department may do so provided: 1. Student is currently a declared HRM major. 2. Internship can be either paid or unpaid. It is important that internships that are unpaid follow the guidelines set by the US DOL in fact sheet # Student has completed (5) human resource management core classes (15 credits, including Introduction to HRM). If a student applies for an internship and is waiting on grades for the core courses, the decision regarding the acceptability of the internship will be withheld until such time as all grades are in. 24

25 4. Student has a GPA of 3.5 or higher within the core. Qualified Internships Internships must be more than simple low level clerical positions or other similar routine work, must present developmental opportunities, and must be relevant to the field of HRM. The responsibility for attaining an internship rests solely with the student. Internship Credits Students may only apply one internship (3 credits max) toward their HRM major. Credit is given toward the Elective (V4) section of the major. Grades for internship credit are either PA (pass), NC (no credit), or TNC (temporary no credit). TNC signifies the assignments for the internship were not completed in time for the appropriate grading period and is assigned solely at the discretion of the assigned Instructor. If work is not complete by end of the subsequent semester, the TNC will become NC. Process for Application Applications for internship credit must be received by the Human Resource Management Department no later than one week before the start of either the fall or spring semesters. For summer internships, applications must be received no later than the third week of May. No application will be considered if it is past the published deadlines: Semester/Term Application Deadline FALL /6/16 SPRING /17/17 SUMMER /17/17 The process for application is as follows: 1. Once a student has been offered an internship and has accepted the position, he/she can then apply for credit through the SMLR HRM Department. All internships will be supervised by a designated member of the Human Resource Management Department Faculty. 2. An Internship Application Form must be completed and ed as an attachment to the the HRM Undergraduate Student Counselor, Rebecca Tinkham, tinkham@smlr.rutgers.edu. 3. Upon receipt of the internship application a form requesting additional information will be sent out to the supervisor of the sponsoring company. 25

26 4. After the sponsor has returned the information request form, the HRM Undergraduate Credit Director will review and either approve or disapprove the internship. Students will be notified of the results. 5. For internships that are approved, students will be sent the following information: Index Number Special Permission Number Number of Credits Course Syllabus 6. Upon registration, the student should contact the supervising professor to discuss the required work and subsequent due dates. 7. Students are responsible for ensuring their work is turned in to the supervising professor and must make sure he/she has completed the total number of hours required to obtain credit for the internship. An evaluation form is sent to the host organization at the end of the internship to ensure the required number of hours have been met. Internship Requirements Students who are registered for 37:533:496 or 37:533:497 will be required to keep a daily journal, complete a 1 5 page introductory paper as well as a page final paper. The introductory paper is due within the first three weeks of the internship. The journal and the final paper are due in before the end of the semester. Starting Fall 2013 all students registered for academic credit for their internship will be required to attend 2 class sessions, one in the beginning of the semester and one at the end of the semester. The first class will cover the goals of internship, what to look out for, and how to handle problems encountered. The final class period will allow students to share their experiences and offer suggestions for the Undergraduate HRM program. Class sessions for internships will be arranged to fit into students' schedules. The criteria for all assigned work can be found in the syllabus for Internship in HRM. Career Services All declared undergraduate HRM majors or minors will have access to the SMLR Career Services Department. All students will have access to the University Career Services, Career Knight System. Notifications of available internships not available in the system and other information from career services will be sent to students via the HRM Undergraduate Listserv. Limits on Internships It should be noted that University Career Services offers unpaid, for credit internships and paid internships (graded pass/fail or satisfactory/unsatisfactory) through their RICP Program. Departments can also provide credit for internships and SAS has a program that offers e credit for internships. The SMLR HRM UG program has offered credit for approved internships since the inception of the HRM Major. The program limits majors to one 3 credit internship; Career Services allows a limit of two such internships. Academic credit received from other departments, the RICP program, and SAS internships do not fulfill any of the HRM major or 26

27 minor requirements. Double use of academic internship credit is not allowed within the HRM Major. In an effort to prevent overuse of internships, the HRM UG Program will coordinates with University Career services so that students are restricted to a total of two internships regardless of who offers them. Masters Advantage Plan Qualified students have the option to complete both a Bachelor of Arts in Human Resource Management and a Master in Human Resource Management in approximately five years of fulltime study. Qualification is contingent upon acceptance into the Master's in Human Resource Management Program (MHRM). Once accepted into the MHRM, students may apply up to 18 credits from their undergraduate human resource management courses (37:533) towards the Master's in Human Resource Management. This is provided the student receives a "B" or better in each transferable undergraduate course, and provided the student applies for the MHRM within five years after receiving their undergraduate degree. Applicable courses and their graduate course transfer equivalents are listed in the grid below. Students who are not a declared HRM major or minor may also apply up to 18 credits from applicable human resource management courses to the Master's in Human Resource Management (MHRM) provided they have met the stipulations stated above. 27

28 Undergraduate HRM Course Corresponding Course in Masters Program Intro to HRM 37:533:301 HR Strategy I 38:533:580 Staffing 37:533:311 Training & Development 37:533:312 Compensation 37:533:313 Employment Law 37:575:315 Global HRM 37:533:315 Career Management 37:533:317 Corporate Governance 37:533/575:376 Special Topics, HRM & Finance 37:533: ** or :360 Managing Workforce Flow 38:533:533 Developing Human Capital 38:533:634 Managing Rewards Systems 38:533:635 Employment Law 38:533:566 Managing the Global Workforce 38:533:665 Elective, Selective Problems: Career Management 38:533:XXX* Elective, Corporate Governance 38:533:636 HRM Decision Making: Financial Decisions 38:533:540 Special Topics, Leadership Development or Special Topics, Diversity 37:533: ** Elective, Selective Problems: Leadership 38:533:XXX* It should be noted that any course that is a core equivalent in the Masters program will be selected for use in the MHRM prior to any that are equivalent to elective courses within the MHRM. Further, courses taken at the Undergraduate level CANNOT be repeated at the Masters level if a B or better was achieved in the course. * Number varies from semester to semester. ** is used for all UG Special Topics Courses. Regarding Undergraduate Special Topics Courses, only Leadership Development, Diversity, and HRM & Finance are transferable. Registration Issues Requests to Attend Other Course Sections Students registered for one section of a respective course will not be allowed to sit in on another section of a course that corresponds to the one they are registered for without 28

29 changing registration. There is a special permission process in force that is fair and which follows the guidelines put in place to ensure the HRM Department has not exceeded room seating capacity. Entering a Course After Add/Drop Occasionally students may need to enter into a course after the add/drop period is over. It is the policy of the HRM Department that late entry into a course is entirely at the discretion of the course instructor. If consent is given, an must then be sent from the course instructor to the HRM Undergraduate Student Counselor so that a special permission number may be issued. Conflict Resolution From time to time issues arise for which resolution is required. Students must first work with their course instructors to resolve any issues they have with their coursework. If the issue is unresolved students may then appeal to the HRM Undergraduate Director and Student Counselor. Subsequent appeals must then be presented to the HRM Department Chair and the SMLR Dean. If a student does not follow the aforementioned process for appeal by skipping one of the points of contact, they should be aware that resolution of their conflict will be delayed as a result. All complaints/grievances must be presented as follows: HRM Undergraduate Direcotr & Student Counselor Instructor First point of contact Course Instructor Second Point of contact HRM Undergraduate Director, Charles Fay Third point of contact HRM Chair, David Allen Fourth point of contact SMLR Dean, James Hayton HRM Chair SMLR Dean Special Permission Process Special permission numbers are issued by the HRM Undergraduate Program Office. The current policies in place for the issuance of an SPN are as follows: HRM Faculty do not issue or have access to SPN s. This is to ensure that no class is scheduled beyond the published room capacity. The department retains 5 extra seats in each class. As such, all stop points for the HRM Undergraduate classes are five seats less than stated room capacity. There are certain courses for which the stop point does not incorporate five extra seats. 29

30 Such instances usually involve on line courses which are first come, first serve basis. Students must for SPN s. Any requests for SPN s should be forwarded to the Program Administrative Assistant, Grace Tien, stien@smlr.rutgers.edu or in the absence of the AA, the Program Counselor, Rebecca Tinkham, rtinkham@smlr.rutgers.edu. SPN s are issued only if a class has reached its stop point. No numbers can be issued if room capacity has been reached. All SPN requests must be ed and are dealt with in the order received. All formally declared HRM Majors and HRM Minors receive preference for SPN s and further distinction is given based on graduation date. SPN s for Internships, Honors, or Independent Study can only be given by the Student Counselor, Rebecca Tinkham Waiting lists are created if demand exceeds supply. New sections may be opened if a course has an abnormally long waiting list (usually only occurs during initial registration period). During registration and up to the beginning of the add/drop period, students have one week in which to use an SPN During add/drop, students have 24 hours in which to use any issued SPN s During the initial registration period, only students who have declared the HRM major and minor are given SPN s (exception: Intro to HRM). It should be noted that the process in place for SPN s is fair and any student seeking an SPN who is in earnest usually is able to obtain entrance into the course(s) he/she is interested in. Study Abroad The School of Management and Labor Relations will accept, upon approval, one study abroad course to be applied to either the elective section of the HRM Major or the related course section of the HRM Major. Study Abroad course credits will not apply to the HRM minor program. Also, students who have three transfer courses currently on their HRM major record will not be eligible to receive credit through the HRM department for study abroad credits. In order for a course to be included as credits toward the HRM Major, the following criteria applies: Course must be from an RU Study Abroad program. Course must be a 300 level course or higher Course must be equivalent to one of the courses listed in either the related section or the elective section of the HRM major. 30

31 Course must be pre approved by the Director of the HRM Undergraduate Programs or the HRM Student Counselor. Student must present a detailed description of the course and the course syllabus. It must be noted that any course that is an equivalent to those listed in the related course section must be approved by their respective department of discipline (Economics, Psychology, or Sociology). Syllabus The syllabus is considered by Rutgers to be a contract with students. While alterations to the class syllabus are possible, they must be justifiable and must be announced to students so they are aware of the changes. Announcement of changes to the syllabus may be related verbally during the class session or through an from the instructor. Typical changes include: Change in schedule due to excessive snow days or instructor illness Dropping assignments (and recalibrating grades) because of excessive snow days or instructor illness. Undergraduates in Graduate Courses Upper level human resource management majors who have completed 90 credits including five core human resource management classes with a cumulative GPA of 3.5 or higher may be eligible to take graduate human resource management classes. Approval will be determined jointly by undergraduate and graduate program directors based on student academic standing and available class space. First preference will be given to undergraduate human resource management majors who have applied to and been accepted into the MHRM program. Given that the MHRM already allows up to 18 credits within the Masters Program, there should be no need for students to take the graduate courses during their Undergraduate years. Caution should be applied here in the sense that any course taken would apply to the undergraduate degree and cannot be repeated in the Masters Program. Further, as only 18 credits are allowed to be used against the Masters degree any applicable courses in excess of the 18 for would not be usable toward the Masters Program. Students who enter into the MHRM who bring in the transferable credits, must still complete 30 credits within the MHRM regardless of what was taken in the Undergraduate Years. Students may run the risk of having too few choices of courses needed to complete the MHRM if they take too many of the transferable undergraduate courses or graduate courses while pursuing their Bachelors. 31