2011 Demonstration of Program Outcomes
MBA Human Resource Management Specialization

Source: Aggregated outcome assessment results from 2011 capstone courses.


Analyze HRM data trends and issues from a global perspective.

6% Non-Performance: Does not describe HRM data trends and issues from a global perspective; does not recognize the importance of different cultural and organizational perspectives for domestic or global applications.

1% Basic: Describes HRM data trends and issues; provides comparative description of relevant research findings, but does not analyze the findings for both domestic and global applications.

4% Proficient: Analyzes HRM data trends and issues; compares relevant research findings among different cultural and organizational perspectives for both global and domestic applications.

89% Distinguished: Evaluates HRM data trends and issues; integrates relevant research; connects theory and application. Applies results to enhance HRM strategic planning processes.

Integrate HRM and business best practices to enable human capital acquisition, development, and retention.

0% Non-Performance: Does not analyze HRM and business best practices that enable human capital acquisition, development, and retention.

1% Basic: Analyzes HRM and business best practices; does not connect organizational practices to business decision making; determines applications of some practices, but not role of HRM professional in integrating them.

5% Proficient: Integrates HRM and business best practices; connects organizational practices to business decision making; determines applications of best practices and the HRM professional's role in integrating them.

94% Distinguished: Initiates HRM and business best practices; clearly connects organizational practices to decision making; develops vision of HRM role in integrating best practices; shows initiative in planning interventions.

Synthesize HRM and business technologies to maximize organizational effectiveness, workforce productivity, and systems integration.

1% Non-Performance: Does not analyze strategies for using HRM and business technologies to improve effectiveness, productivity, systems integration; does not connect technologies and application in strategic decision making.

1% Basic: Analyzes strategies for using HRM and business technologies to improve effectiveness, productivity, systems integration; connects technologies to strategic decision making. Does not integrate research.

5% Proficient: Synthesizes HRM and business technologies to maximize effectiveness, productivity, systems integration; connects technologies to strategic decision making; integrates research to recommend improvements.

93% Distinguished: Synthesizes HRM and technologies to maximize effectiveness, productivity, systems integration. Evaluates research, recommends integrated approach to improve effectiveness, enhance productivity and organizational design.

Use HRM business and legal practices to ensure organizational compliance, growth, and sustainability.

4% Non-Performance: Does not describe HRM practices that ensure compliance, growth, and sustainability; does not recognize degree of alignment between compliance standards and policies and practices.

1% Basic: Does not apply HRM practices that ensure compliance, growth, and sustainability; recognizes alignment of compliance standards and current policies / practices, does not identify potential problems.

4% Proficient: Applies HRM practices to ensure compliance, growth, and sustainability; recognizes alignment between compliance standards and current policies / practices; determines potential problems and prevention strategies.

91% Distinguished: Integrates HRM practices to ensure compliance, growth, and sustainability; determines problems and prevention strategies that illustrate relationship of compliance, growth, and sustainability.

Use HRM practices to promote business-centric organizational design, culture, and change.

3% Non-Performance: Does not describe or recognize connection between organizational culture and business practices or application in business design and change; does not understand HRM professional's role as change agent.

1% Basic: Connects culture and practices to business design and change; determines problems that may affect organizational success and HRM professional's role; identifies research-based problem-solving strategies.

2% Proficient: Applies HRM practices to organizational design, culture, change; determines problems that may affect organizational success and HRM professional's role; identifies research-based problem-solving strategies.

94% Distinguished: Develops framework for business-centric organizational design; evaluates research to connect theory and application; recommends problem-solving strategies and models that enhance organizational structure.