Department of Management
404 Business and Public Management Center
50 Sharpless Street
West Chester, PA 19383
610-436-2304
Department of Management
Dr. Zhu, Chairperson
Dr. Ndanga, Assistant Chairperson
Dr. Fiorentino, Graduate Coordinator
The primary objective of the Department of Management is to provide students with the skills required to manage business and public organizations effectively.
To accomplish this objective, the faculty of the Department of Management will strive:
- To increase the student's ability to reason analytically and critically and enhance information literacy
- To increase the student's awareness of the concepts and terms used in current managerial practice
- To increase the student's awareness of the international dimension of business
- To increase the student's skills in written and verbal communication
- To increase the student's ability to use quantitative methods and technology to analyze a business problem
- To give the student experience in working productively as part of a team
- To increase the student's ability to analyze ethical issues in business
Program of Study
M.S. in Human Resource Management
West Chester University's 30-credit, 100%-online Master of Science in Human Resource Management is accredited by the Association to Advance Collegiate Schools of Business (AACSB) and aligned with the curriculum standards developed by the Society for Human Resource Management (SHRM). The degree prepares individuals to advance within the human resource profession at the highest levels. It trains students in all facets of human resource management across industries and organizational types. The curriculum focuses on the development of core competencies in the areas of: compensation and benefits; employee and labor relations; ethics; global human resources; human resource metrics; leadership and change management; and workforce planning.
Most M.S. students pursue the degree on a part-time basis while continuing to work full-time. For that reason, the curriculum is offered entirely online in a seven-week format. The program is ideal for human resource professionals looking to advance in their careers, or for managers who need to acquire skills to address human resource issues within their organization.
All applicants to one of West Chester University’s graduate programs will be held to the graduate admissions requirements. When applicable, additional requirements for admission into specific department program(s) may be listed below.
Admissions Policy for the M.S. in Human Resource Management
General Admission
Successful applicants meet the following criteria:
- Hold a bachelor's degree or above in any major/field from an accredited institution
- Earn a GMAT minimum overall score (or GRE equivalent) of 460 or above within 5 years prior to the date of application. GMAT/GRE waivers are granted at the discretion of the M.S. Director based on prior academic performance and experience
- Earn an admissions score (Cumulative GPA from highest degree earned x 200) + GMAT Score) of 1100 or above
At least two years of professional experience in HR is desired, but not required. Students without sufficient professional experience will be required to complete an internship in HR as one of their electives. GMAT/GRE waivers are possible in certain circumstances such as for students who already possess advance degrees.
Provisional Admission
Provisional admission is in certain cases available to applicants who have a strong professional background (either coursework or experience) but either do not meet the admissions score for full admission. Provisionally admitted students meet the following criteria before full admission:
- Hold a bachelor's degree or above in any major/field from an accredited institution
- Earn a GMAT minimum overall score (or GRE equivalent) of 460 or above within 5 years prior to the date of application. GMAT/GRE waivers are granted at the discretion of the MBA Director based on prior academic performance and experience
- Earn an admissions score (Cumulative GPA from highest degree earned x 200) + GMAT Score) of 1000 or above
- Complete up to 3 MS courses with a cumulative 3.0 GPA within 1 year of provisional admission. The courses are determined by the MS Director based on the applicant’s background
All graduate students are held to the academic policies and procedures outlined in the graduate catalog. Students are encouraged to review departmental handbooks for program tips, suggested course sequences, and explanations of procedures. When applicable, additional policies for specific department programs may be listed below.
Professors
Gerard A. Callanan (2001)
B.A., Temple University; M.B.A., La Salle University; Ph.D., Drexel University
Susan Fiorentino (2013)
Graduate Coordinator, Management
B.A., West Chester University; M.A., J.D., Villanova University
Brian Halsey (2010)
Coordinator, MBA Program
B.A., Shippensburg University; J.D., Widener University School of Law; LL.M., Villanova University School of Law
Matthew I. Shea (2012)
Minor Coordinator, Management
B.A., Connecticut College; M.H.A., M.B.A., University of Pittsburgh; Ph.D., Temple University
Sandra M. Tomkowicz (1993)
Director, Pre-Law Program
Minor Coordinator, Management
B.S., La Salle University; J.D., University of Pennsylvania
Xiaowei Zhu (2006)
Chairperson, Management
B.S., Beijing Union University; M.A., University of Iowa; Ph.D., University of Wisconsin-Milwaukee
Monica Zimmerman (2008)
Minor Coordinator, Management
B.S., Messiah College; M.B.A., Pennsylvania State University; Ph.D., Temple University
Associate Professors
Jennifer R. Bozeman (2016)
Minor Coordinator, Management
B.A., University of Winnipeg; M.B.A., Drexel University; Ph.D., University of Manitoba
Johnna Capitano (2016)
B.S., Ph.D., Drexel University; M.B.A., University of California, Los Angeles
Kelly Fisher (2014)
B.S., Excelsior College; M.B.A., University of North Florida; Ph.D., Monash University
Guohua Jiang (2013)
B.S., Hebei University of Economics and Business; M.S., University of Reading (UK); Ph.D., Temple University
Li Lu (2016)
Co-Director, Business Analytics Program
B.A., Peking University; M.S., Cornell University; Ph.D., University of Southern California
David Perri (2005)
B.A., College of the Holy Cross; M.A., Pennsylvania State University
Paul F. Rotenberry (2005)
B.A., Widener University; M.A., Ph.D., University of Akron; SHRM-SCP, The Society for Human Resource Management
Ma Ga (mark) Yang (2013)
Minor Coordinator, Management
B.A., Hankuk University of Foreign Studies; M.B.A., Ph.D., The University of Toledo
Assistant Professors
Leah Z.b. Ndanga (2018)
Assistant Chairperson, Management
B.S., University of Fort Hare; M.S., University of Pretoria; M.S., Purdue University; Ph.D., University of Massachusetts Amherst
Phuoc Pham (2018)
B.A., Ho Chi Minh City University of Technology; M.B.A., Murray State University
Blythe L. Rosikiewicz (2019)
B.S., Cornell University; M.B.A., Loyola University Maryland; Ph.D., Drexel University
Qi Zou (2019)
B.A., Beijing Information Science & Technology University; M.B.A., University of Wisconsin-Parkside; Ph.D., University of Toledo
HRM
HRM 601. Components of Effective Leadership. 3 Credits.
An introductory course that examines management theory and its relationship to human resource functions. Traces the development of management and organization principles and theories, with an emphasis on applying them to human resource issues. Topics covered include leadership and motivation, attitudes, selection, performance appraisal, and individual and group decision-making.
Pre / Co requisites: HRM 601 requires a prerequisite of majors only or department consent.
Distance education offering may be available.
Typically offered in Fall, Spring & Summer.
HRM 602. Employment Law & Labor Relations. 3 Credits.
This course provides an overview of major employment laws and emphasizes the relationship between employees and management in both nonunionized and unionized environments. Topics include policy formulation, employee rights, compliant systems, labor contracts, unions and the legal aspects of collective bargaining. This class is delivered in an online format, and includes video lectures, readings and discussion boards.
Pre / Co requisites: HRM 602 requires a prerequisite of majors only or department consent.
Distance education offering may be available.
Typically offered in Fall & Spring.
HRM 603. Strategic Talent Management. 3 Credits.
Examines all aspects talent acquisition and management in organizations, including workforce planning, staffing, training, career development and performance management. The importance of building an ethical culture that enhances employee engagement and organizational effectiveness is emphasized.
Pre / Co requisites: HRM 603 requires a prerequisite of majors only or department consent.
Distance education offering may be available.
Typically offered in Fall, Spring & Summer.
HRM 604. Compensation Analysis. 3 Credits.
Examines the development and implementation of strategic rewards systems in organizations. Topics covered include compensation philosophies; economic and social factors affecting compensations plans; and specific types of financial and non-financial compensation and benefits programs.
Pre / Co requisites: HRM 604 requires a prerequisite of majors only or department consent.
Distance education offering may be available.
Typically offered in Fall, Spring & Summer.
HRM 605. HR Information Systems and Analytics. 3 Credits.
Introduces students to research theory, research design, quantitative methodologies and technology to analyze and interpret data that supports effective organizational decision-making. Topics include: HRIS; data analysis techniques such as HR benchmarking, trend and ratio analysis and balanced scorecards; data mining; and risk management.
Pre / Co requisites: HRM 605 requires a prerequisite of majors only or department consent.
Distance education offering may be available.
Typically offered in Fall, Spring & Summer.
HRM 606. Ethics, Social Responsibility & Sustainability in HRM. 3 Credits.
Introduces students to management theories and practical tools related to ethical decision-making in organizations. Challenges students to consider the ethical dimension of human resource management, including the obligations of organizations to their stakeholders and current issues related to fair, ethical and humane treatment of employees.
Pre / Co requisites: HRM 606 requires a prerequisite of majors only or department consent.
Distance education offering may be available.
Typically offered in Fall, Spring & Summer.
HRM 607. Managing Diverse and Globalized Workforces. 3 Credits.
Examines dimensions of diversity and inclusivity in domestic and international organizations and the development and implementation of related HRM policies and practices. Topics include the regulatory environment and legal considerations; managing in cross-cultural environments; managing diverse team; and international assignment management.
Pre / Co requisites: HRM 607 requires a prerequisite of majors only or department consent.
Distance education offering may be available.
Typically offered in Fall, Spring & Summer.
HRM 608. Issue of Employee Health in the Workplace. 3 Credits.
This course examines the challenges facing employers dealing with issues of employee health in the workplace. Topics include: mandates under the Americans with Disabilities Act; the Family and Medical Leave Act; the Genetic Information Non-Discrimination Act; the Affordable Care Act; Workers' Compensation laws; short and long-term disability; wellness programs; medical examinations and drug testing. This class is delivered in an online format, and includes video lectures, readings and discussion boards.
Consent: Permission of the Department required to add.
Distance education offering may be available.
Typically offered in Fall.
HRM 609. Training and Organizational Development. 3 Credits.
Examines how the training and development function fits into both the overall mandate of human resources management and the larger organizational context. Participants should gain knowledge and skills to assess training needs, design and administer training and development programs, and evaluate the effectiveness of such programs.
Pre / Co requisites: HRM 609 requires a prerequisite of majors only or department consent.
Distance education offering may be available.
Typically offered in Fall & Spring.
HRM 610. Workplace Negotiations. 3 Credits.
Negotiation is the art and science of securing agreements and resolving disputes between two or more interdependent parties. As a human resource professional, one not only needs analytical skills to discover optimal solutions to problems (the science), but also good negotiation skills to get these solutions accepted and implemented (the art). The purpose of this course is to help students develop expertise in managing negotiations that occur in a variety of workplace settings.
Pre / Co requisites: HRM 610 requires a prerequisite of majors only or department consent.
Distance education offering may be available.
Typically offered in Fall.
HRM 611. HRM Internal Business Consulting. 3 Credits.
The HR internal business consultant is responsible for performing advanced, specialized and administrative duties in a designated human resource program or area. Students will analyze and make recommendations on an HR issue, develop and manage relationships, communicate effectively to different stakeholders, and facilitate discussions.
Pre / Co requisites: HRM 611 requires prerequisites of HRM 601 and advanced permission from an external supervisor and faculty member.
Consent: Permission of the Department required to add.
Distance education offering may be available.
Typically offered in Fall, Spring & Summer.
HRM 690. Internship in Human Resource Management. 3 Credits.
The MS in HRM internship is an intensive field placement in a private, government or nonprofit organization through faculty guidance and supervision. All students with less than one year of appropriate work experience in the field of HR are required to complete the internship. The goal of the internship is to provide those students without an appropriate professional background the chance to experience the challenges and opportunities of working in the field.
Consent: Permission of the Department required to add.
Typically offered in Fall, Spring & Summer.
HRM 699. Capstone Seminar - Strategic HRM Challenges. 3 Credits.
Students complete a directed research project in which they integrate knowledge from the across the curriculum and use it to demonstrate mastery of required competencies. Gives students the opportunity to demonstrate their ability to analyze, synthesize, think critically, and solve the problems while linking HR strategy to organizational strategy.
Consent: Permission of the Department required to add.
Distance education offering may be available.
Typically offered in Fall, Spring & Summer.
