SHRM Fall Student Mag Daniel Young

Student F O C U S
SHRM
FALL 2014
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13 Things I Wish Id Known

Before I Graduated College
Responding to Tough
Interview Questions
Words of Advice from a

Young HR Professional
11
12
Student F O C U S
SHRM
FALL 2014
Future Focus
4
Slashing the Tuition Bill: There May Be

More to Your Employee Benefits than
You Think
13 Things I Wish Id Known Before I

Graduated College
10 Resumes, Interviews, and Cover

Letters
11 Responding to Tough Interview

Questions
12 Words of Advice from a Young HR

Professional
14 MBA vs. HRM: Should You Pursue a

Masters in HR Management or an
MBA?
18 How to Study Like an Honor Student
Chapter Focus
20 Crash-a-Class: Improving Chapter
Enrollment
22 Student Chapter Awards
2 SHRMStudent Focus / Fall 2014
WE LCOM E
WELCOME BACK!
ith summer vacations and beach trips at an end,

it is time to head back to school and get back to
business. As you trade in your bathing suits for
business suits and attend career fairs instead of state fairs,
I encourage you to think not only about this next year of
college but also about preparing yourself for what comes next.
Whether that is getting your first internship or job, paying for
graduate school, or becoming a better student, this issue of
SHRMStudent Focus has you covered. Theres no better time
than now to think about the future, even if it seems a long way
off. Read on to learn how to stand out as a candidate, tips for
paying for graduate school, advice on studying smarter and
important life lessons to learn now.
Although it may be tempting to block out all thoughts of
finding a job after school or paying for graduate school until
the day you get your diploma, make your transition to the
real world a little easier by thinking about your post-graduate options now. As you move forward in your HR career, I
hope you continue to see SHRM as a valuable resource and to
take advantage of our discounted professional membership.
Best of luck in the new school year!
Elissa C. OBrien
Vice President, Membership
SHRM
ANNOUNCEMENTS
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Fall 2014 / SHRMStudent Focus 3
B E N E FITS
COVER STORY
THERE MAY BE MORE TO YOUR EMPLOYEE

BENEFITS THAN YOU THINK
By Meredith Berman
ow that I am a
rising senior,
graduate school is
looming closer than ever. My
parents friends constantly
ask, What are your plans
for after college? As of this
week, my plan is to volunteer
abroad during the summer
and then go to grad school
while juggling a job. How I
am actually going to pay for
more school is a whole different matter. A few weeks ago,
I received a flyer in the mail
to apply for the University
of Michigans Ross School of
Business Master of Management program. The programs
10-month span immediately
sparked my interest, and I
excitedly headed online to
do more research. Of course,
the flyer conveniently left out
the hefty price tag of $46,000,
and my dreams of spending
another year at the University
of Michigan were quickly
crushed. Feeling dejected at
the prospect of another enor-
mous tuition bill, I trashed

the flyer and promptly went
back to the drawing board.
With rising program costs,
graduate-level education is
becoming more unattainable. The National Center for
Education Statistics found
the median cost of nonprofit
graduate tuition for the 20122013 year was $21,352, a steep
increase from the $14,140
price tag a decade earlier.
Depending on the program
type and school, costs can be
much higher. While student
loans and scholarships are
a common way to offset the
cost of graduate school, they
are not the only way. A 2013
Society for Human Resource
Management (SHRM) survey
on employee benefits found
that 61% of employers offer
undergraduate tuition assistance and 59% of employers
offer graduate school tuition
reimbursement.
Those numbers shocked
me. I could not believe that
over half of all companies are

willing to pay for employees
to go to college. While policies
and amount of tuition reimbursement vary by company,
many will cover the $5,250 per
year allowed by the IRS to be
filed as taxable income. With
the help of SHRMs lobbying
efforts, this tax provision
was made permanent in
2013, allowing employers to
develop more stable educational assistance policies
and providing employees
with more opportunities to
continue their education.

Deb Keary, vice president of
human resources at SHRM,
says in order for employees to
be eligible for SHRMs tuition
reimbursement program,
courses should increase the
employees effectiveness in
his/her current position; be
appropriate to prepare the
employee for advancement
opportunities at SHRM; be
needed to fulfill requirements
for a SHRM career-related degree; or be needed to prepare
for professional certification.
B E N E FITS
Affordable Colleges Online

notes that other common policies include maintaining at
least a C average, working at
the company for a set number
of years, and completing the
degree within a certain time
frame.
Snagging a job offering
tuition reimbursement may be
easier than you think. Many
Fortune 500 companies offer
tuition assistance programs,
including companies like
Apple, Verizon, Wal-Mart,
and Wells Fargo. For instance,
according to their website,
Chevron will pay up to 75%
of total costs for approved
courses, which covers tuition,
textbooks, lab fees, administration fees and registration
fees. McKesson spent $3
million in tuition assistance
for more than 800 employees
in fiscal year 2013. Starbucks
recently announced their College Achievement Plan, where
Starbucks is collaborating
with Arizona State University
COVER STORY
to provide employees with an

opportunity for full-tuition
reimbursement with a degree
from ASU. And Keary notes
that SHRM will pay $5,250
per calendar year for full-time
employees and $2,625 for
part-time employees. These
companies understand the
value of continued education,
both for the employee and the
company, and want to make
it more attainable for their
employees. Despite these
beneficial programs, a study
by SHRM found that 64% of
companies say only 1-5% of
employees take advantage of
tuition assistance.
Even if your company does
not currently offer tuition
reimbursement, it is worth
it to sit down with your boss
and talk about possible tuition
help. Remind your boss of
the tax break and the value
your furthered education
could bring to the company.
Employers will be more likely
to foot part of the education
bill if they know their contribution directly benefits their

company, and not another
company. If your employer seems open to the idea,
broach the idea of committing
to a certain number of years
at the company in exchange
for education assistance.
Industries with high turnover rates could benefit from
these types of agreements.
Furthermore, outline how you
will benefit the company. Will
you learn new technological
skills? Could interacting with
professors and fellow students
open your eyes to new viewpoints, more creative thinking
and potential new clients?
Tom Cherry, a senior planner
with Independence University
in Salt Lake City, notes in his
article, Rejuvenating Tuition
Reimbursement Programs,
that an added benefit of tuition assistance for employers
is that students can share
key principles and ideas they
learn with other employees.
Offering to teach other employees what youve learned in

school helps your company get
more bang for their buck, and
becomes an investment in the
future of the company, not just
one employee.
These tuition reimbursement programs are the
perfect compromise of gaining
real-world experience while
enhancing education, not to
mention reducing future student loans. For me, not having
to choose between starting my
career first or continuing my
education makes my post-undergraduate plans a lot simpler.
For those of you worried about
juggling a career and school,
consider taking online courses
for more flexibility. SHRM
found that 95% of companies
say there is no difference in
terms of tuition assistance
between accredited online
universities and traditional
universities. Whether you are
just finishing your undergraduate years or are a seasoned
professional wanting to go back
to school, taking advantage
of a tuition reimbursement
program makes achieving your
dreams a little easier, at least
financially. SF
Meredith Berman is a rising

senior at the University of
Michigan, where she studies
communications and psychology. She is the member programs
intern at SHRM.
F UT U R E F O C U S
13
THINGS I WISH ID
KNOWN BEFORE I
GRADUATED COLLEGE
By Simon T. Bailey
lmost three decades have passed

since I graduated
from high school and then
from college. I was as lost as
a goose in a blizzard. I had
no concrete plans, very little
guidance, and didnt do any
significant travel outside of
my hometown, Buffalo, N.Y. I
was so happy to escape to Atlanta, Georgia, but little did I
know that in my cluelessness
it would cost me time, money,
and energy.
Eventually, I discovered,
in the words of Sir Ken Robinson, success is not a linear
path, but a series of detours,
full of twists and turns.
I wish someone would
have pulled me by the ear and
told me the raw truth. Maybe
they did or didnt. Nevertheless, it didnt sink in. I dont
want this generation to repeat
my mistakes, so here are 13
things I want them to know as
they receive their diplomas.
Embrace seasoning.
When I worked at
Disney, there were some
promotions that bypassed me,
and I often wondered why. It
took me a few years to realize
there were a few missing ingredients in my flavor profile.
Seasoning is embracing the

character-building moments
when you dont
know what you
dont know,
but you are going to
figure it out. Seasoning is
acquiring the mental agility
and emotional bandwidth to
attain and retain whatever life
brings you.
It would take the seasoning of a relationship, a mentor,
and a failure to help me
attain the right flavor. Roger
Hammer said it best: I send a
lot of horses out to the fairs for
seasoning, to educate them.
Some of them come around,
and some dont.
Do the unthinkable.
I was recently talking

with a guy name Robert at a
conference. He shared with
me that he had significant retail experience and heard that
Microsoft was opening a retail
store similar to Apple. He
heard through the grapevine
that they were mainly hiring

people who had worked at the
Apple Store.
Well, he didnt have the
inside track on landing the
job or any hopes of getting in
through traditional means of
getting the job at Microsoft so
he did something unreasonable. He sent an email directly
to Steve Ballmer, CEO of Microsoft. He scoured the internet
to find his email address. Two
weeks later he received an
email response from Steves
assistant who passed his
name onto the appropriate
person within Microsoft. No
risks. No rewards.
Robert succeeded because
he did something the average
person would never do.
Contact the CEO directly. This
bold move put him a cut above
the rest. While everyone was
sitting by the phone waiting
for the recruiter to call them
or listening to crickets, he took
the bull by the horns and made

it happen. What are you going
to do?
Forgive and move

on. Stop crying over
spilled milk. It happened. Let it go and

move on. You are
wasting precious energy
worrying or trying
to fix or change someone or
something. It is what it is. The
future moves toward you when
you let go of whatever has been
holding onto you. Dr. Christen
Mirescu from Princeton says,
When the brain is worried
it slows down and doesnt
produce neurogenesis, which
is the process of growing neurons that help the brain grow.
Habits are
more important
than goals. You hear all of
the motivation and personal
development experts advising

you set a goal. I have discovered that there are some goals
I set and didnt reach. Why?
Was it because I was dumb,
slow, or excluded from the
lucky sperm bank? No. When
you do something over and
over again and dont need to
think about it, then it becomes
ingrained in your subconscious as a permanent behavior. Do you really have to think
about driving or riding home?
No, you just do it.
When you have a desire or a goal that is deeply
important to you but never
change your habits, the goal
will never become a reality. A
habit forms a belief and belief
creates behavior and behavior
produces an outcome. Change
your habits. Change your life.
Every day is an interview. People are sizing
you up in three seconds.

Look your best at all times.
Smile. Be nice. Say hello to the

person who can do nothing
for you. Greet the receptionist
of the business with a warm
hello and handshake if appropriate. Introduce yourself.
Listen more, and talk less.
Speak clearly and thoughtfully. Have a point of view, and
dont wait for someone to read
your mind.
Relationships are
the currency of the
future. When my parents
dropped me off in Atlanta they
made sure I was
surrounded with an
extended support
group that would
look out for me. Well, I didnt
know how to engage them
by calling to check in, ask if
there was anything I could
do for them, or be available
to volunteer or help any way
I could. Because the well was
empty and in the words of
Harvey Mackay, I didnt dig it
before I was thirsty, there was

nothing for me to draw from
in the time of need.
I wish someone wouldve
told me to cultivate relationships. They will become
critical to your future.
Dont get a job.

Instead, go to work.
We are living in a world where

the companies and businesses
that will thrive in 21st century are cultivating four skill
clusters: digital-age literacy,
such as grasping economic
concepts; inventive thinking,
such as self-direction and the
ability to work independently;
effective communication,
such as interpersonal skills;
and high productivity, which
is prioritizing, planning, and
managing for results.
I wish someone had told
me to find a place of employment that would help
me develop these four skills
clusters instead of chas-
ing after a paycheck. I made

decent money but lacked the
critical-thinking skills I needed back then.
Find your lane and

work it. You may not
Beware of micro
memes. A micro
have the ability, talent, or

gift of Shakespeare, Einstein,
Usain Bolt, or Lady GaGa.
Dont sweat it. Your gift is one
that needs to be uncovered
and mastered. What do you do
well? What do people compliment you on? When you are
operating at the optimal level
what are you doing? Thats
your lane. Learn all you can.
In high school, I thought I
wanted to be an accountant,
but a teacher reminded me
that I have a communication
gift. WOW thank you Mrs.
Rita Lankes.
meme is a piece of cultural

information, like a custom or
an idea, thats passed on from

person to person. It behaves
like a flu and sometimes travels faster than speech.
It comes from the Greek
word mimema, meaning
something imitated. It travels
from mind to mind. Every day
you are bombarded with memes and micro-messages but
you have to choose what you
think and believe. Embedded
in movies, commercials, books
in every form of media there is a message
behind the message.
Beware of what you
hear and see, and ask
yourself whether you really
believe what is being shared.
10
Say yes.
By the time you

are 17 years of age, youve
heard no over 150,000 times
and yes only 5,000 times.
Neuroplasticity is the ability of
the brain and nervous system
to change structurally and
functionally as a result of input
from the environment. When
you say yes to your future,
you are releasing neurotransmitters as neurons to infuse
the synaptic nerve with hope
and belief in yourself. You exist in the 21st century because
the world needs you NOW.
11
session for 40 executives of a

major Fortune 500 company
that was already No. 1 in its
region. However, the president
made it very clear that while
celebrating its past successes,
each person needed to have
the hair on the back of their
neck standing up and their
hair on fire as they contemplated how they would drive
results for the new fiscal year.
12
Create a
paradigm shift.
In the scientific field, a pattern, example, or sample is

considered to be a paradigm.
A paradigm shift occurs when
a new thought, idea, product, or service is introduced
that challenges the previous
way of experiencing or doing
something.
For instance, in 1978
Masaru Ibuka introduced the
Sony Walkman, which at the
time was all the rage and was
flying off the shelves of retail
stores. On Oct. 23, 2001 30-
plus days after 9/11 we were

introduced to the grandchild
of the Sony Walkman: Apples
iPod. This invention disrupted
the entire music-industry
paradigm and forever shifted
the way music is consumed.
Assess where you are, and decide to be a paradigm buster.
13
Be desperate
and change.
In his latest book David and

Goliath, Malcolm Gladwell
shares an amazing story about
University of Louisville basketball coach Rick Pitino: In
1978, when he was 25 years
old, Pitino used the full-court
press to take the school to its
first NCAA tournament appearance in
24 years. Pitino says
he has many coaches come to
Louisville every year to learn
the press. They turn around
and email him and tell him
that they cant do it. He tells
them, We practice every day
for two hours. The players are
moving almost 98% of the

practice. We spend very little
time talking.
The coaches who came
to learn from Rick Pitino
were not desperate enough to
change. Gladwell makes the
point that to beat the Goliath
in your life, you have to be
desperate enough to do the
unconventional. SF
Republished with permission

from Business Insider. Simon
T. Bailey is the author of Shift
Your Brilliance and a weekly
columnist for American City
Business Journal.
Focus on
producing
results. Gone are the days

when people could skate by
on producing dismal results,
lackluster performance, and
anemic strategies with no
accountability. Everything in
business is under microscopic
investigation. Produce or be
invited to find your happiness
elsewhere.
Recently, I was leading a
WHAT DO EMPLOYERS LOOK FOR IN

RESUMES, COVER LETTERS, & INTERVIEWS?
In 2013, SHRM asked HR professionals in recruiting positions about
things that can make or break a candidates position. Here are
some of the key findings from SHRMs Resumes, Cover Letters, and
Interviews survey. To see a full copy of the findings, please visit
http://www.shrm.org/Research/SurveyFindings/Articles/Pages/ResumeCover-Letter.aspx
TOP RESUME MISTAKES
99%
PREFERRED RESUME FORMAT

Chronological (Education
and experience) (63%)
Combination of functional
87%
of employers think
its very important to
tailor a resume.
and chronological (32%)
Grammatical/spelling errors
84%
Missing detailed job history
82%
Missing employment dates
Functional (Lists skills and
62%
experience by types) (4%)

Other (1%)
Not in reverse chronological

order
PREFERRED THANK-YOU NOTE METHOD

50
of employers think
its important or very
important to send a
thank-you note after
an interview.
37
Email
Email & Postal
60%
Postal
COVER LETTERS
The most important aspects of
a cover letter are matching
work experience
and skills
to
job requirements
RESPONDING TO
TOUGH
INTERVIEW QUESTIONS
ts the most dreaded

part of the interviewand for
good reason: Dealing with
questions you dont expect
from potential managers and
their HR colleagues. Even if
you dont know what those
questions will be, there are
steps you can take to anticipate and deal with tough
questions, says Vicki Oliver,
a job interview consultant
based in Manhattan and the
author of 301 Smart Answers
to Tough Interview Questions
(Sourcebooks, 2005).
She points to some common interviewing themes with
suggestions on how to best
anticipate and prepare.
The resume gap. Whether a
gap was voluntary or not, job
seekers must be prepared to
deal with any gaps in their
employment history because
the issue is guaranteed to be
raised, Oliver says. A good
approach to take here, she
says, is to be prepared to talk
about what youve been doing
to fill your timelearning new
skills, volunteering, etc.
The unfortunate parting.
Its preferable to be asked to
respond to a situation where
you have been part of a layoff
than one where you have been
personally terminated, Oliver
admits. There is strength in

numbers. But even discussing
a personal termination can be
handled effectively by:
Not bad-mouthing,
criticizing or demeaning the
company or supervisor.
Identifying key lessons
learned from the experience.
Dont sugar coat too much,
warns Oliver, who points out
that personal networks can
be quite effective at helping
to determine the reasons
behind a termination. You
just want to put the best face
on things. Dont go into a long,
detailed explanation. Focus
on what you learned from the
experience and the skills you
can carry forward with you.
That sends a positive message,
she says.
Provocative questions. If
you were a vegetable, what
vegetable would you be and
why? How high is the Empire State Building?
While Google recently
stated that its use of tricky
interview questions was a
complete waste of time, other
companies may still be using
these questions and job seekers need to be prepared.
Its not so much that
interviewers are looking for
the right answer when they
ask these types of questions,
Oliver says. Its that theyre

interested in evaluating how
the interviewee considers
and responds. In her book,
she says, she talks about
questions such as Whats
the best-managed company
in America? The issue isnt
whether you can respond to
that question, but how you
respond. So, for instance, an
appropriate response might
be: Well, I dont know that I
could identify the best-managed company, but I personally recently bought stock in
XYZ company because
or Ive personally always
admired XYZ company
because... Bring the question
around to a topic you can
talk about with authority, she
advises.
The closer. Do you have
any questions for us? You
can guarantee that you will be

asked this question. Despite
that certainty, though, too
many applicants fail to prepare. Two key points:
Be prepared to ask some
questions.
They should not be questions you could have found
the answers to on your own.
Oliver suggests doing
some background research
related to the person who
will be interviewing you and
using that information to
generate potential questions.
For instance, you might find
that the interviewer recently
wrote an article on a particular topic. You could say: I saw
your article on XYZ. It made
me wonder what you think
about... That approach, Oliver
says, is flattering and deep at
the same time. SF
WORDS
OF ADVICE
from a Young
HR Professional
By Callie Zipple
o youre graduating this year?

Congratulations!
Now what? I remember
asking that question myself a
little over four years ago when
I was preparing to graduate
from St. Norbert College.
Looking back, I wish I had
been given the opportunity
to sit down with a recent
graduate and have an honest,
down-to-earth conversation
about what their transition
to the real world had been
like. I realize that everyones
experience will be different,
but at least I would have had
some idea of what to expect.
Lucky for you, Im here to
have that conversation with
you as a recent graduate and
young HR professional!
I have put together 10 pieces of advice that helped me in
my transition from a campus
to a career. Im hoping you
will be able to identify with or
even utilize these in your own
transition.
1. Your internship isnt in
HR? So what! Make it your
job. Take any and every
opportunity to learn new
things, but focus especially on
areas that can help you build
your resume. Approach the
HR manager and ask if you
can be involved in a project.

Ask if there are any committees
to join that may allow you to
network and meet new people.
Ask your manager if you can sit
in during his or her meetings to
better understand a process or
procedure. If you are comfortable with taking control of your
position, you will find it to be
much more valuable.
2. Make sure your resume
and cover letter have zero
errors. As a recruiter, I want to
remember a resume because
of the content, not because the
candidate used the word summery instead of summary.
And I promise that an error like
that will not be forgotten. Also,
make sure the contact information listed on your resume
is current. Im not a detective; if
I cant use the listed telephone
and/or e-mail, I will likely reject
your application.
3. When heading into an

interview, have at least three
personal situations ready
to spin into an answer to a
behavioral-based question.
Whether its a school project,
your first difficult discussion
with a co-worker or an idea
you presented that didnt go
as planned, run through the
situation in your mind and
ask yourself what you learned
from it. Theres nothing more
uncomfortable than being
asked a question in an interview and not being able to
come up with a well-rounded
answer.
4. Be yourself during your
interviewlet your personality shine. While I was
interviewing for my first job
out of college, I tried to be
what I thought an employer wanted. I tried to come
across as someone who was
professional, experienced
and knowledgeable when in
fact I had never worked in a
professional environment
and had a background that
included only my internship
and schooling. I was very
scripted and straightforward
and did not allow for much
dialogue during the interview. Each time I was asked
a question, I provided an answer and moved on. By not
allowing for the dialogue, I
didnt let the interviewer see
my true personality.
5. On the flipside of #4,
dont be your interviewers
best friend. As an interviewer, I dont want too much
information from you. If
you had to leave a previous
job due to medical issues,
please leave it at that. It is not
necessary to elaborate or to
provide any information that
isnt pertinent to your ability
to complete the job.
6. When you have found
a position that you are
interested in applying for,
read the entire posting.
Usually, the company provides instructions as to how
to apply for the opening. For
example, at my company
Adelman Travelwe direct
people to our website on every external posting we list.
Because of this, when I receive an e-mail that includes
a resume/cover letter, I know
the candidate hasnt read the
posting they are applying for.
One of the most important
qualities employers look for
is attention to detail, so make
sure to follow directions.
7. Dont speak negatively

about a past employer in an
interview. The experience
of having been let go from a
previous positionwhether
its due to a layoff, a company
closing or a terminationis
never particularly positive,
but that doesnt mean that
a potential future employer
wants to hear you trash-talk
your past employer. What if
your past employer does business with the company with
which you are interviewing?
What if they are one of the
companys biggest suppliers?
The way you talk about your
past employer is the way that
your potential future employer envisions you talking
about them. Even though you
may still be upset due to your
recent separation from your
previous job, find some way to
spin the experience positively.
Talk about what you learned
while employed or what you
have been doing to get back
into the workforce.
8. Do your research on the
company prior to applying
for the job. Its important that
you agree with the companys
mission, vision and values.
It is even more important
that you can speak to what
the company does and how
it is profitable. The recruiter
wants to know how you can
make a positive impact on the
organizations bottom line. I
would recommend utilizing
the companys website as well
as any articles written by or
about the company. Youll
want to consider the source
of the information you are
reading or reviewing, but its
important to see the company
from all angles.
9. Get familiar with all types

of social media. Today,
companies are sharing job opportunities through different
outlets than they have used in
the past. They are using specialized job boards, specific
strategies and different kinds
of technology to recruit a new
generation of workers. I have
shared jobs on Twitter and
Facebook and even found one
of my recent jobs on LinkedIn.
Additionally, I would recommend that you find a way to
have a personal outlet that is
separate from your professional outlet. For example, my
Twitter and LinkedIn profiles
link to each other, while my
Facebook profile remains
disconnected. That allows me
to stay connected with friends
on Facebook while networking professionally on Twitter
and LinkedIn.
10. Although technology
is certainly the way of the
future, dont completely
disregard the importance of
in-person connections. Do
some research on local, state
and/or national groups in
which you can get involved. I
had gotten involved in SHRM
at St. Norbert College and
after graduation went on to
convert my student membership to a professional
membership with my local
professional chapter. Through
my involvement at the college
and local professional level, I
was given the opportunity to
get involved at the state level.
I served for two years as the
College Relations Director for
WISHRM, which gave me the
opportunity to interact with
HR students in Wisconsin and
surrounding states. While I
no longer serve in this role, I

am still contacted regularly
by students and professionals
that I have met as a result
of my involvement. Even if
you dont have the time to
volunteer in a position within
the organization, attend the
events and get as involved as
you are able. I have found this
to be invaluable in my career.
These are not the only
lessons Ive learned during my
short career in HR, but they
are some of the most important. As young HR professionals, I urge you to find your
passion in life and work that
into your career. Make your
career work for you. If you do
something you arent passionate about or something you
dont enjoy, your professional
years will be much less than
you dreamed them to be. My
passion is working for people
in the field of human resources. Whats yours? SF
Callie Zipple is the HR generalist

for Adelman Travel in Milwaukee. Her past professional
positions include Staffing Consultant at Landmark Staffing in
Appleton, Wis., and HR Generalist at Krueger International
in Bonduel, Wis. Callie has also
volunteered with WISHRM as
the College Relations Director
and with SHRM headquarters
on the Young Professionals
Advisory Council.
MBA VS. HRM

SHOULD YOU PURSUE A MASTERS IN
HR MANAGEMENT OR AN MBA?
What is the difference between the two? Where will the different degrees
lead you? Read on for valuable advice and insights on this issue from grad
students, professors, and HR practitioners across the country. The following
comments were taken from a discussion on the SHRM Student Union, an online bulletin board open to SHRM members. For more information on specific
universities and programs, visit SHRMs Directories of HR Programs page.
GRADUATE STUDENT PERSPECTIVES

Dennis Berger: The difference is very fundamental. An
MBA gives one a thorough
grounding in all aspects of
the business profession. An
individual may concentrate in
a particular area, but will still
be required to take a certain
number of core courses in
finance, economics, accounting, marketing, MIS,
and management. Electives
will be used for your concentration. In the MS in HRM
degree you will spend all your
time on the principles of HR,
from org design, to training,
to everything else the HR
profession covers. Are you a
business major? If not, you
will be required to take leveling courses to get you up to
speed. If your undergraduate
degree is in management or
HR, the MBA would do you a

world of good. Also, more and
more of the trade journals
are showing that HR professionals need to get an MBA
to have any clout in the firm
(that way they know about
the financial and business
aspects of the firm). If you are
getting a degree in something
else it may be best for you to
pursue the HRM degree and
after working for a while go
back for the MBA. My MA is
in HRD, but after being in an
MBA program for a while I can
definitely say that my eyes
have been opened.
Timothy Kresge: Im going

to stick my neck out, here it
goes. An MBA concentrates
on the bottom line. People
are secondary. The concern

for people and the concentration in HR will probably
not consider issues of right
and wrong, good versus bad
practices. HR Management
also cares about the bottom
line but takes a much more
people centric view. The
individuals who make up an
organization are our charges.
We must balance the good of
the organization with the good
of the workforce. In HR we
are advocates for employees
and representatives of the
company.
Having never gone for my
MBA I can only make conjecture as to the actual differences between an MBA with
HR concentration and a MS
in HR. But I am pretty sure an
MBA will get you more money.
But I still chose to go for a

MS in HR. Talk to professionals working in the field ask
them what they perceive to
be the difference.
Doug Peterson (Ph.D.

candidate, Nebraska):
Essentially, it depends on
your program of studies.
There is no real agreement
as to content of the degree
between schools as long as
the content meets a minimum
set by the accrediting body.
The best in the US is the
AACSB (the American Association of Collegiate Schools of
Business), so I recommend
you start by choosing an
accredited program. Most major schools of business are
accredited these days, but
the minor schools, some of

the church affiliated schools,
and most regional schools
are not; they usually dont
have the resources to muster
95% faculty with Ph.D.s, the
library holdings, and the research support. Examples of
accredited schools by league
affiliation: all Big 10, all
Big 12, and PAC 10. Most
Ivy League schools, most
Atlantic Coast and Southwest
and Southeast conference
schools too.
In accredited schools, the MS
in HRM is designed to provide
a more explicit coverage of
HR topics and specialties
with the intention of preparing
the student for a more quantitative and research-oriented
focus, probably opening the
way to enrollment in a Ph.D.
program. Most MS programs
have a thesis requirement.
The MBA, on the other hand,
is more generalistic in its
orientation designed to prepare business practitioners
(or people who want to be...)
for career ladder succession.
With that out of the way, the
only thing else to say is that
content then belongs to the
school. Better HRM schools
(Purdue, Cornell, Iowa,
Wisconsin, Kansas, UCLA)
probably with also have a
very rigorous content in the
MBA curriculum related to
HRM. You may notice very
little difference in the MS
content of some schools and
the better MBA schools then.
Ask for the required courses
you have to take, apply to
the programs that meet your
objectives best, accept offers
from the best programs you
can get into.
Annette Betka: I have just

completed my first course on
my way to an MSHR. I chose
Loyola Universitys Institute of
Human Resources and Industrial Relations (Chicago), and
the degrees they offered were
MSHR (Human Resources) or
MSIR (Industrial Relations).
Every course required for the
degree is either HR- or IR-related. There are no Project
Management or general
management classes, as
you would find in an MBA
program. Economics is not
just a general economics, its
a Labor Economics. Law
class is either Labor Law
or HR Law. In an MSHR(M)
degree program, the entire
focus is on HR, and you can
concentrate in Comp & Benefits, Global HR, Organizational
Development, Labor Relations, etc. vs. an MBA with a
concentration in HR, where
only a few of the classes were
truly HR-focused.
Take a look at the course descriptions, required classes,

and electives to find out what
curriculum will best serve
your career objectives. I believe that the complete focus
on HR vs. general business
management/administration is the major difference
between the two types of
degrees. Its my opinion that
if you have a choice, and your
career goals definitely lie only
in the HR arena, then choose
the MSHR, IR, HRM (or whatever they happen to call it at
the school). However, whether
the company you work for, or
hope to work for, identifies
the difference in your choice
is another matter. Managers
may simply see a Masters
degree as a sign of your intelligence, initiative, and desire
to advance professionally,
regardless of the curriculum
required to obtain it.
Sheila Russ I am currently

working on my MS in HRM at
Virginia Commonwealth University in Richmond. I started
in the MBA with a concentration in HR, then switched to
the MS in HRM. My reasoning for switching programs
is simply because the MS
offered more opportunity
for me to take the classes I
wanted. The MBA program
will offer you a better overall
knowledge of business. For
instance, our MBA program
is 12 classes - only four of
which are electives. If you
have a concentration, those
four classes are chosen for
you. With the MS we have
to take 10 classes - only 4
of which are chosen for us,
those being the HR classes.
3 of the other electives must
be in certain areas (i.e. economics, a quantitative class,
and an operations class). The
other 3 electives can be chosen in a variety of areas.
In making my decision to
switch programs I spoke with
several HR professionals I
know through our local professional SHRM chapter. They,
my advisor, and our dean of
business graduate studies,
all gave me the same advice.
In a nutshell, what they told
me was that if HR is really
what you want to do, then the
MS is your best option. If you
do not have a background in
business, then the MBA w/
HR might be better for you. I
have a BS in Business Mgmt,
I went with the MS. Also,
(and this is no reflection on
any MBA program, and I only
quote someone else) a lot of
schools have MBA programs,
an MS is something that can
set you apart in the industry.
ACADEMICIANS ADVICE
Debra J. Cohen (SHRM,
Chief Knowledge Officer,
formerly George Washington
University): An MBA will give
you a very broad business
background. You will be
required (at most schools) to
take courses in all areas of
business, such as accounting, marketing, finance, management, statistics, etc. You
will be able to take at most, 4
maybe 5 courses in HR. The
degree will probably be anywhere from 48 to 60 credit
hours, depending upon the
school. An MS in HR is much
more focused to HR. It is usually shorter, 36 to 48 credits.
Most of your courses will be
in HR or in a related discipline. You might have to take
a statistics course, but you
will generally not be required
to take a lot of other courses
in outside disciplines such
as accounting, finance, etc.
So, which you go for depends
on what you want to be able
to do. If you are positive you
want HR and you want to be
a generalist, the MS degree
may be the way to go. If you
want to explore HR as well as
other areas of management,
the MBA may be the way to
go. Each degree has its pluses and minuses. In addition,
your background (i.e., whether
or not your undergrad degree
is in business) will also make
a difference as to what you
do.
La Verne Hairston Higgins

(Le Moyne College): An MBA
program with a concentration
in HRM provides a broad
spectrum of coursework on
general business practices with some coursework
(generally about 4 courses)
on basic HRM issues/practices. In contrast, an MS/MAHRM (or MS/MA-IR) program
provides a broad spectrum of
coursework on general HRM
issues with some coursework
(generally about 4 courses)
on basic business issues/
practices.
Steve Thomas (Southwest

Missouri State University):
The answer to the differences between the MBA with HR
emphasis and the MS in HRM
depends at least somewhat
on the particular program in
which you are interested. In
general, however, the HRM
emphasis in an MBA program
requires far fewer specialized
courses in HRM, normally
three to four courses is
sufficient for an emphasis. In
an MS program, you will take
30-35 hours of classes that
are all in HRM. In addition,
you generally must have an
undergraduate degree in
business from an accredited university in order to be
admitted to the MS in HRM
program. The MBA admission
is open to any major.
There is some disagreement
regarding which program
is more marketable. In my
opinion, if you are certain that
you want a career in HRM, a
MS in HRM from a top school
such as Cornell is the best
way to go. This top tier school
has excellent placement rates
and good salaries for graduates. On the other hand,
its difficult to get in. Many
other MS programs also have
successful graduates and
good placements, but then so
do the best MBA programs.
Many feel that the MS is not
as flexible as the MBA and
that may be true. However,
all MS graduates do have a
broad exposure to business
since they receive the business core at the undergraduate level.
In sum, its a tough decision,
and one that depends on
your selection of program and
career goals. Successful HR
managers have come from
both tracks. Whatever you
choose, good luck!
Mark J. Keppler (California

State University-Fresno): I
wanted to pass along some
advice (I get this question
on a regular basis from my
students). An MBA/HR concentration means that you will
take between 11-14 classes,
only 2-4 of which are HRM
classes. The rest are general business classes (like
accounting, yech!). An M.S.
in HR or Industrial Relations
will allow you to take 10-12
out of 14 classes in HRM. As

you can see, there is quite a
difference. In addition, I think
you will find it easier to get an
HR job with an M.S. -- particularly if you get a degree from
one of the top five programs
(Cornell, Univ. of Wisconsin,
Univ. of Illinois, Univ. of Minn.
and Michigan State Univ.)...
Mitchell Adrian (Longwood

College): Well, as best
I understand it, An MBA
is a Masters in Business
Administration - meaning a
general business degree.
The concentration in HR is
nice, but that only indicates
that most of your free or
elective choices were in
HR fields. The MS in HR is a
Masters of Science geared
specifically toward HR. In this
case, your electives will be
in other business fields and
your primary concentration
will be in HR. How does that
affect you later? Well that
depends. I have an MBA with
an emphasis on HR. From
there I went on the get my
DBA. Youll have to examine
your specific needs and
aspirations to determine what
would be best for you.
Dr. Alan Fish (International

MBA Program, Charles
Stuart University, NSW
Australia): I am replying to
you from Australia, hence my
response is in the context
of the design of courses

here. I can only assume a
similar situation would occur
in the States. An MBA with
a specialization in HR would
include material that is broad
based management in context. That is you would likely
cover Marketing, Finance,
Strategic Management,
Economics, TQM, etc., in
addition to your specialization
in HR. Hence with the MBA
you are receiving a generalist business education with

a particular specialization.
Some would suggest that this
is preferable for HR specialists as they have traditionally
(here in Australia anyway)
lacked a business focus to
their operations.
An MSc specifically in HR
would include nothing but
HR subjects. At the end of
the day, you need to deter-
mine which is best in terms

of your career. If you had
an undergraduate degree in
HR, I would be inclined to go
for the MBA. If your undergraduate degree was in a
specialist field other than HR,
say Economics, Accounting or
other business field I would
go for the specialist degree
i.e., the MSc. If your undergraduate degree was in say
Psychology, Sociology, etc., I
would be inclined to the MBA.

I suppose what I am saying to
you is, to what extent do you
lack knowledge in particular
areas? Make your decision on
that basis. But make sure you
have some business education at the end of the day. If
I can offer any further advice
please let me know.
HR PRACTITIONERS PERSPECTIVES
Karen Aleck (Staff Recruiter
for a leading healthcare
company): I received my
MBA from the University
of Chicago in 1993, with
concentrations in HR and
Marketing, and have been
very happy with my choice. My
HR and case-study oriented
marketing classes taught me
about the regulations you
need to know to be effective
in HR, and helped develop the
soft skill of decision-making
when a situation is not black
and white. These are the
skills that Im sure a good
MA HR program teaches.
The MBA program teaches
the hard skills of accounting,
finance, and statistics.
The things a good HR professional will need to know to
a) understand the business
in order to b) impact the

business and c) communicate
HRs impact on the business.
In a world where HR still
struggles for respectability, these are the skills that
will help you gain credibility
and allow you to effectively
communicate with peers in
other functions. Only then
(IMHO), can you put your
other HR skills to good use.
Im not convinced that the MA
program teaches these skills.
Ive seen too many MA people
who think their role as HR
professional is to make sure
managers abide by FLSA.
Puhleese. What the MBA
probably does not offer is the
more technical HR skills (i.e.
how to do a salary survey,
behavioral based interviewing
technique, expatriate administration, etc.). I have had no
problem picking these skills

up on the job, though. If at
all possible, find a company,
benefactor, long-lost-relative,
ANYONE to pick up the tab for
your degree...student loans
are great when the money is
coming in, but hell when you
are paying them off!
Gary Garber: As a graduate of Cornells Masters in

Industrial and Labor Relations
(MILR), I have some insight
that might be helpful. The
main difference between MBA
with a HR concentration and
a Masters of Science in HR
Mgmt. or a Masters in Labor
Relations (which in todays
world can be almost totally
HR-based and not traditional
mgmt.-union focused) is this:
an MBA has a ton of general
business courses and only a

few HR ones. The MILR has a
ton of HR courses and a few
general business ones. Employers go to both schools,
but I think the national recruited MILR schools are limited
(Cornell, Minnesota, Michigan
State, Illinois are the ones I
ran across). Also, if you have
a geographic preference,
there may be a local school
(MNA or Masters) that is recruited heavily by companies
in that area. SF
HOW TO
STUDY LIKE AN
Honor Student
By Daniel D. Young
y story of how
to study like an
honor student is
unique and all my own. Ever
since the fifth grade, I have
been passionate about being
an honor student. As an adult,
I realized it was my destiny
to become one, because its
attached to my values, which
are hard work and determination. From there, I made
a personal choice to have a
living legacy that encompasses being an honor student.
This was also brought on by
my vision for my life, which is
to be successful.
I came to these realizations after I was laid off from
the company I was working
for due to a reorganization. I
had to decide what I was going
to do with my life. I decided

to pursue higher education
and inspire my peers through
this achievement. If I were to
mentor a class of incoming
freshmen, the advice I would
give them would include
a discussion of the guidelines, strategies, techniques,
philosophy and habits that
I personally formulated and
currently follow.
Guidelines are my road
map. I always start by being
as attentive as possible and
identifying any weaknesses
that could hinder my progress
toward the completion of any
task. For instance, if the telephone rings, I avoid the call. I
try to minimize multitasking
and focus all of my attention
on the task at hand. I apply
Guidelines are my road map. I

always start by being as attentive as
possible and identifying any weaknesses that could hinder my progress
toward the completion of any task.
resolutions to my work based
on constructive feedback
from professors or tutors. In
addition, I assess how much
time there is to complete tasks
so that I dont miss any deadlines. Through these actions,
I have developed the ability to
focus, which keeps my eye on
the primary goal of studying.
Strategies give you a good
plan of action to follow. Managing a weekly schedule will
facilitate optimal study time.

Furthermore, I make sure all of
my work is of high quality. Due
to a full-time job and heavy
course load, Ive committed
myself to ensuring that I use
study time wisely. Also, I learn
from prior experiences to make
wise decisions. For instance, I
do not recommend spending
four hours at a party and allowing 30 minutes of study time for
a huge final exam.
Subsequently, I have created my own set of mentor techniques to follow. The first is
readiness. For example, when
a professor asks the class
to write something down, I
immediately begin jotting
down the lecture. Second, Im
always prepared to take on
knowledge. I make sure that
I have a pen and pad available at all times, even when
Im going to lunch. Being
passionate about the subjects
Im studying makes me more
dedicated to course work.
Another technique I follow is
escaping procrastination. I
use this technique in order to
avoid putting minuscule tasks
in front of urgent ones. Lastly,
motivation fuels me to continue following honor student
techniques. With motivation, I
have achieved proven results,
such as making the deans list
and earning good grades.
Next, I have a philosophy

of being a model student: I
lead by example. If I need
to see change, I become the
change that I want to see. I
take on leadership roles to
gain quality experience. My
integrity keeps me grounded,
so I can always adhere to a
high degree of honesty. I believe honesty is the best policy,
which brings me to my characterit speaks a lot about the
positive choices I make.
Most important, my
superior habits keep me
aligned with my goal of being
an honor student. Being
ethical brings out a sense of
responsibility in me. I always
take ownership of what I say
I will do. As a result, I solve
problems, always coming
up with quick and effective
solutions. Adequate sleep
plays a huge part in my daily
routine; I wake up fresh and
ready to learn new material.

My best routine is to try and
finish school work early; doing
so means I avoid feeling rushed
and I have ample time to fix any
mistakes. Have you ever written
a paper and the teacher has
deducted points for misspelling
words, quoting instead of paraphrasing, or putting in a wrong
date? Revising your work will
help minimize such errors.
If anyone is thinking about
being an honor student for the
first time in their life, especially
freshmen, these steps will aid
in that decision:
Form your own ideas of your
lifes story.
Set and follow guidelines.
Make strategies that work for
you.
Create long-lasting mentor
techniques.
Stick to your philosophy.
Develop quality habits.
The results speak for
themselves. I achieved an A
in my statistics class, which
allowed me to meet my goal of
inspiring fellow classmates to
study like an honor student.
As you can see from my story,
this is what makes me stand
out and makes others see the
most in me! SF
Daniel D. Young is a senior

attending Keller Graduate School
of Management in Orlando, Fla.,
pursuing a masters in human
resource management and a
student member of the Greater
Orlando Society for Human
Resource Management.
STU DE NT CHAPTE R
FO C U S
IMPROVING CHAPTER ENROLLMENT

By Patricia Gillespie
If
you are at all like

most student clubs
and organizations,
recruitment can prove to be
very difficult, time-consuming, frustrating and disappointing. The California State
University, San Bernardino
student affiliate chapter of the
Society for Human Resource
Management (SHRM) was
struggling to get new members. With much of the board
graduating in June, we were
worried about not having
strong, new board members
to leave the club to. We had
tried recruitment strategies
such as tabling and passing
out informational flyers in
various classrooms. While
these strategies did generate
a small amount of interest, we
were not getting the active,
involved membership that
we hoped for. Tabling is very
time-consuming and out of
the dozens of e-mail addresses we received we were lucky
if we got one new member.
The problem we found
is that most students do not
realize how valuable it is
to be involved in a club or
organization specific to their
concentration. They dont
have knowledge of the many
benefits that being a member

of SHRM can provide. Trying
to convey our personal experiences with SHRM onto a short
flyer or a spam e-mail was not
working. We needed a way to
reach out to other management students that enabled us
to tell them about the various
ways SHRM has helped us as
students. We needed face-toface interaction, but we had no
idea how to get them to come
to a meeting.
We were in our last
meeting of the winter quarter
discussing this problem and
trying to come up with new
recruitment approaches
when the simple suggestion of going into a human
resources management class
to talk about SHRM with the
students turned into our most
well-received and successful
recruitment idea to date. From
that discussion, Crash-aClass was born.
The way Crash-a-Class
works is we first talked to the
professor of the class we wanted to crash, and we selected
a date and time that worked
with the professors lecture
schedule. We asked that he or
she not inform the students
that we were coming. Then we
created a short PowerPoint

presentation with the following talking points:
What is SHRM?
The benefits of being a
SHRM member:
Networking.
Internship opportunities.
Access to research, articles,
new laws and policies,
and how they affect the
industry.
Events, workshops and
guest speakers our chapter
of SHRM has had and
how those have helped
our members. We have
had LinkedIn workshops,
various speakers from all
areas of HR, mock interviews, and negotiation and
resume workshops.
SHRM Conferences and
Case Competitions.
Our PowerPoint presentation included pictures of
our different activities and
events. We did not include a
lot of words on the slides as
we wanted to be able to speak
to the class based on our own
knowledge and experience
we wanted it to be personal.
On the day of the Crasha-Class, we bought pizza
and bottled water. When
we walked into the class the
students were pleasantly
surprised, mainly because we
had food. Three of us began
passing out the pizza and
water while the fourth person
set up the PowerPoint. Once
everyone had been served,
we began the presentation.
We started by introducing
SHRMStudent
FOCUS
Student F O C U S
Student F O C U S
SHRM
SHRM
Founded in 1948, the Society for

Human Resource Management
(SHRM) is the worlds largest HR
SHRM
membership organization devoted
FOCUS
to human resource management.
Representing more than 275,000
members in over 160 countries,
the Society is the leading provider
of resources to serve the needs of
HR professionals and advance the
professional practice of human
resource management. SHRM
has more than 575 affiliated
professional chapters and 200
student chapters within the United
States and subsidiary offices
in China, India and United Arab
Emirates. Visit us at shrm.org.
Student
ourselves and our positions

on the board. After that, we
all took turns covering a
specific area of the presentation. We each shared our
personal stories about how
being a member of SHRM
has benefited us as students
and as future professionals.
We told the class about the
internships we have gotten as
a direct result of being active
SHRM members. We also
told them about the different
workshops we have had and
how those helped us improve
our resumes, perform better
in interviews, and even how
to navigate and effectively use
LinkedIn.
In addition, we had cards
printed with step-by-step
instructions on how to join
SHRM, which were passed out
to each student. At the end of
the presentation we asked the
students various questions
about what we had told them.
This was a way for us to test
editors
Laurie L. McIntosh
SPHR, CAE
Robert Lagow
Rachel Rosen
how well we did in explaining the information and how

interested the students actually were. Each student who
answered correctly was given
a prize. There was not one
student who gave a wrong answer, in fact they began asking
more questions and several
students used their laptops to
join right away.
The professor was extremely pleased with the way
the event went and allowed
us to crash one of his other
HR classes, which was also a
success.
Crash-a-Class is a successful recruitment technique
because students already have
to be in class, they are relieved
by the interruption of the
everyday lecture which seems
to make them more interested
and engaged in the presenta-
tion, and they get pizzawhat

student doesnt love pizza?
Since having our first
Crash-a-Class, we have
had several new faces at our
general meetings; in fact, all
of our new board members for
the upcoming year came from
those Crash-a-Class events.
Last quarter we were lucky
if the entire board showed
up. Since we began this new
recruitment technique, participation in the meetings has
more than doubled.
Like us on Facebook for
updates on this and other
events: https://www.facebook.
com/pages/SHRM-atCSUSB/161768610548846. SF
Meredith Berman
designer
Jezrehiah Towner
internet
www.shrm.org/students
e-mail
Laurie.Mcintosh@shrm.org
2014 Society for Human

Resource Management
1800 Duke Street
Alexandria, VA 22314 USA
800-283-7476 (U.S. only)
+1-703-548-3440 (Intl)
+1-703-548-6999 TTY/TDD
+1-703-535-6490 Fax
Patricia Gillespie is a human

resources student in the College
of Business and Public Administration at California State
University, San Bernardino.
STU DE NT CHAPTE R
FO C U S
201
STU 3-14
DEN
ME
T
R
IT
AW
AR
DS
The annual Student Chapter Merit

Award program recognizes chapters for
outstanding activities and projects in
the following areas: Student Chapter
Requirements, Chapter Operations,
Chapter Programming and Professional
Development of Members, Support of the
Human Resource Profession, and SHRM
Engagement. Congratulations to all the
recipients for their hard work!
Learn more at: http://www.shrm.org/
communities/studentprograms/pages/merit.
aspx#sthash.z670UwE1.dpuf
OUSTANDING CHAPTERS
Chapter Name
Chapter #
Area of Influence
Temple University - Main Campus
5118
Innovation/Technology
Southeastern Lousiana University
5479
New York University
5570
Programming/Education
Middle Tennessee State University
5009
Eastern Michigan University
5041
Campus/Community Service
University of South Carolina
5117
Recruitment
West Virginia University
5127
Illinois State University
5162
Recruitment
Meredith College
5177
University of Northern Iowa
5244
University of Toledo
5245
Recruitment
University of Tennessee - Knoxville
5254
North Carolina AT&T State University
5260
University of Texas - Arlington
5293
Villanova University
5323
University of Puerto Rico - Mayaguez
5333
University of Guam
5356
Promotion of Assurance and

Learning
McNeese State University
5393
New York Institute of Technology
5460
Wayland Baptist University - Anchorage
5583
Chapter Name
Chapter #
Area of Influence
Bryant and Stratton College - Virginia Beach
5633
Blackhawk Technical College
5669
San Diego State University
5676
Athens State University
5695
Rutgers, The State University of New Jersey Graduate Chapter
5154
St. Cloud State University
5388
SUPERIOR MERIT
Chapter Name
Chapter #
Chapter Name
Chapter #
Alvernia University
5169
Portland State University
5243
Boise State University
5123
San Jose State University
5062
Briar Cliff University
5478
Seton Hill University
5434
California State Polytechnic University Pomona
5498
Sioux Empire Student Chapter
5496
St. Norbert College
5516
California State University - Fresno
5251
SUNY - Geneseo
5242
Central Michigan University
5086
Texas A&M University
5054
Central Washington University
5201
University of Akron
5035
Cumberland County College
5536
University of Alabama - Huntsville
5038
Indiana Institute of Technology
5192
University of Buffalo
5091
Indiana University - South Bend
5311
University of Hawaii at Manoa
5061
Lake Washington Institute of Technology
5207
University of New Haven
5360
Louisiana State University
5300
University of Puerto Rico - Aguadilla
5437
Michigan State University
5094
University of Puerto Rico - Rio Piedras
5129
Mount Mercy University
5688
University of Wisconsin - OshKosh
5130
Murray State University
5446
University of Wisconsin - Whitewater
5249
Nicholls State University
5431
Weber State University
5391
North Carolina State University
5100
Winthrop University
5074
MERIT AWARD
Chapter Name
Chapter #
Chapter Name
Chapter #
Arkansas State University
5155
Franklin Pierce University
5657
Ashland University
5462
Georgia Southern University
5187
Bemidji State University
5689
5577
Indiana University of Pennsylvania

Graduate Chapter
5182
Bridgewater College
California State University - Long Beach
5234
5404
California State University - Stanislaus
5324
Indiana University/Purdue University Indianapolis
STU DE NT CHAPTE R
FO C U S
MERIT AWARD
Chapter Name
Chapter #
Chapter Name
Chapter #
Kansas State University
5148
University of Northern Florida
5098
Minnesota State Community & Technical

College
5571
University of Puerto Rico Bayamon
5152
University of Scranton
5037
Northern Illinois University
5124
University of South Dakota
5283
NOVA Southeastern University - Jacksonville
5618
University of West Florida
5180
Polytechnic Institute of NYU
5358
University of Wisconsin - Green Bay
5380
Shippensburg University
5454
Utah State University
5172
SUNY - Oswego
5210
Webster University - North Florida
5256
Texas A&M University - San Antonio
5681
Western Michigan University
5364
University of Central Florida
5170
University of North Carolina - Chapel Hill

Undergraduate
5274
HONORABLE MENTION
Chapter Name
Chapter #
Chapter Name
Chapter #
Argosy University
5656
Rider University
5198
Baker College of Allen Park
5617
Rowan University
5076
Ball State University
5081
Texas State University - Sans Marcos
5355
Baylor University
5189
Towson University
5051
California State University Bakersfield
5012
Troy University - Montgomery
5227
California State University, San Bernardino
5651
University of Colorado - Boulder
5043
Chippewa Valley Technical College
5672
University of Colorado Denver
5211
Cleveland State University
5113
University of Nebraska at Omaha
5141
Colorado State University
5194
University of Nevada, Reno
5506
East Carolina University
5710
University of North Carolina at Charlotte
5042
Goldey-Beacom College
5521
University of North Texas
5017
HR Tampa Student Chapter
5568
University of Puerto Rico - Humacao
5399
Indiana State University
5499
University of Wisconsin - Madison
5164
Liberty University
5342
University of Puerto Rico - Ponce
5229
Loyola University Chicago
5246
Utah Valley University
5484
Marian University - Indianapolis
5606
Valley City State University
5684
Marquette University
5236
Vanderbilt University
5343
Marshall University
5615
Virginia Commonwealth University
5027
New Mexico State University
5319
Washington State University - Vancouver
5503
North Carolina Central University
5682
Willamette University - Atkinson
5414
Oklahoma State University
5114
Wright State University
5204
Old Dominion University
5224
Youngstown State University
5153
Regis University
5574

SHRM Fall Student Mag Daniel Young

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SHRM Fall Student Mag Daniel Young

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Student F O C U S

13 Things I Wish Id Known

Words of Advice from a

Slashing the Tuition Bill: There May Be

13 Things I Wish Id Known Before I

10 Resumes, Interviews, and Cover

11 Responding to Tough Interview

12 Words of Advice from a Young HR

14 MBA vs. HRM: Should You Pursue a

18 How to Study Like an Honor Student

22 Student Chapter Awards

2 SHRMStudent Focus / Fall 2014

ith summer vacations and beach trips at an end,

Internship and Job Resources

Fall 2014 / SHRMStudent Focus 3

4 SHRMStudent Focus / Fall 2014

THERE MAY BE MORE TO YOUR EMPLOYEE

mous tuition bill, I trashed

over half of all companies are

continue their education.

Fall 2014 / SHRMStudent Focus 5

Affordable Colleges Online

to provide employees with an

bill if they know their contribution directly benefits their

Offering to teach other employees what youve learned in

Meredith Berman is a rising

lmost three decades have passed

Seasoning is embracing the

I was recently talking

that they were mainly hiring

the bull by the horns and made

Forgive and move

spilled milk. It happened. Let it go and

Fall 2014 / SHRMStudent Focus 7

development experts advising

Every day is an interview. People are sizing

you up in three seconds.

Smile. Be nice. Say hello to the

before I was thirsty, there was

Dont get a job.

We are living in a world where

ing after a paycheck. I made

Find your lane and

have the ability, talent, or

meme is a piece of cultural

an idea, thats passed on from

By the time you

session for 40 executives of a

In the scientific field, a pattern, example, or sample is

plus days after 9/11 we were

In his latest book David and

moving almost 98% of the

Republished with permission

results. Gone are the days

WHAT DO EMPLOYERS LOOK FOR IN

TOP RESUME MISTAKES

PREFERRED RESUME FORMAT

and chronological (32%)

Missing detailed job history

Missing employment dates

Functional (Lists skills and

experience by types) (4%)