Michael Sheppeck

Associate Professor, Management

masheppeck@stthomas.edu

(651) 962-5485

2115 Summit Ave
McNeely Hall 324
St. Paul, MN 55105

B.A., Psychology, Slippery Rock University
M.A., General Psychology, Statistics, Western Washington University
Ph.D., Industrial/Organizational Psychology, University of South Florida

See publications in UST Research Online

Mick Sheppeck received his Ph.D. in industrial and organizational psychology from the University of South Florida. He teaches various human resource courses in the undergraduate business school, the Health Care UST MBA program, the Executive UST MBA program and the Evening UST MBA program. His teaching style is interactive and focused on applied issues in business, nonprofit and government organizations. He worked in various human resource jobs at Honeywell, Inc., Assessment Designs International and the National Bank of Detroit. His research activities are focused on the integration between an organization's marketplace customer strategy and its workforce strategy. Together with Jack Militello, he received the Ulrich-Lake Award in 2001 for the best applied paper in the journal Human Resource Management. He consults in the areas of human capital management, talent/succession management, competency modeling, employee selection and assessment, performance management, training and development, and employee attitude surveying.

Fall 2016 Courses
Fall 2016 Courses
Crs - Sec Title Days Time Location
MGMT 362 - 01 Attract and Reward Talent M - W - - - - 1525 - 1700 MCH 115
Description of course Attract and Reward Talent : CRN: 42974
This course focuses on the theories, concepts, research and practice of staffing and compensation/reward programs that impact organizational employee behavior. Topics include, law , labor markets, human resource planning, including recruiting, hiring and layoffs, job analysis, staffing and selection, compensation strategy, policies and practices and benefits programs. Prerequisite: MGMT 305
Schedule Details
Location Time Day(s)
MGMT 610 - 422 Human Resource Management See Details * *
Description of course Human Resource Management : CRN: 43085
The purpose of this course is to help managers, and those hoping to become managers, use human resource practices and theories to build effective workplaces. To do this, the course covers human capital management, global HR, diversity and equal employment, employment law, staffing, talent management, compensation and benefits, and labor relations. Prerequisite: Standard core courses
Schedule Details
Location Time Day(s)
TMH 3010800-170016 Sep '16
TMH 3010800-120017 Sep '16
-- - - - - - -
J-Term 2017 Courses
J-Term 2017 Courses
Crs - Sec Title Days Time Location
Spring 2017 Courses
Spring 2017 Courses
Crs - Sec Title Days Time Location
MGMT 364 - 01 Employee and Labor Relations - T - R - - - 1330 - 1510 MCH 236
Description of course Employee and Labor Relations : CRN: 21985
This course is designed to prepare students to be successful human resource generalists, general managers or entrepeneurs. These careers require both HR knowledge and interpersonal skills. Thus, this course focuses on the concepts, research and practice of employee and labor relations and related organization processes that impact employee behavior. Topics include leadership, worker representation, conflict resolution and negotiation, employee counseling and discipline, global and workplace diversity, and health and safety. Prerequisite: MGMT 305 and junior standing. Offered Spring semester.
Schedule Details
Location Time Day(s)
MGMT 460 - 01 Human Resource Strategy M - - - - - - 1730 - 2115 MCH 236
Description of course Human Resource Strategy : CRN: 21990
This course focuses on the theories, concepts, research, and practice of human capital management that impacts organizational employee behavior. Topics include systems theory, human capital strategy, human resource best practices, configurations or market and human capital practices, human metrics and ROI analysis, and the evolving role of the human resource function in contemporary organizations. Offered spring semester. Prerequisites:MGMT 360 or 390 and MGMT 362 or 420
Schedule Details
Location Time Day(s)
MGMT 746 - 367 Lead Strat Change&Hum Cap Inve See Details * *
Description of course Lead Strat Change&Hum Cap Inve : CRN: 22113
The ability to adapt an organization in response to environmental market, and internal changes, pressures and opportunities is a crucial capability for maintaining competitive advantage. The capability requires alignment of employees and key organizational systems with evolving market strategies and customers, which is a complex activity that emerges over time. This course explores how leaders align their workforce strategy with evolving market strategies to sustain retention, engagement, and performance of high talent employees. Topics covered may include: system dynamics, effective change management strategies and approaches, identify and develop high talent employees and succession, strategic redesign of work and the organization, and measuring the return on investment of investing in people.
Schedule Details
Location Time Day(s)
SCH 4070800-170006 Jan '17
SCH 4070800-170010 Feb '17
SCH 4070800-170010 Mar '17
SCH 4070800-170007 Apr '17
SCH 4070800-170005 May '17
MGMT 746 - 368 Lead Strat Change&Hum Cap Inve See Details * *
Description of course Lead Strat Change&Hum Cap Inve : CRN: 22515
The ability to adapt an organization in response to environmental market, and internal changes, pressures and opportunities is a crucial capability for maintaining competitive advantage. The capability requires alignment of employees and key organizational systems with evolving market strategies and customers, which is a complex activity that emerges over time. This course explores how leaders align their workforce strategy with evolving market strategies to sustain retention, engagement, and performance of high talent employees. Topics covered may include: system dynamics, effective change management strategies and approaches, identify and develop high talent employees and succession, strategic redesign of work and the organization, and measuring the return on investment of investing in people.
Schedule Details
Location Time Day(s)
SCH 4210800-170010 Feb '17
SCH 4210800-170010 Mar '17
SCH 4210800-170007 Apr '17
SCH 4210800-170005 May '17
Academic and Professional Positions
  • Associate Professor, University of St. Thomas, St. Paul / Minneapolis (1996 - present)
  • Assistant Dean, Division of Executive and Professional Development Organization: College of Business, University of St. Thomas, St. Paul / Minneapolis (2004 - 2007)
  • Invited Lecturer, University of the West Indies - Mona School of Business, Kingstown (2005 - 2005)
  • Assistant Professor, University of St. Thomas, St. Paul / Minneapolis (1991 - 1996)
  • Director, Organization Development Department, Honeywell Inc., Corporate Headquarters, Minneapolis (1987 - 1991)
  • Adjunct Instructor, College of St. Thomas, St. Paul / Minneapolis (1985 - 1991)
  • Manager, Systems & Planning Department, Honeywell Inc., Corporate Headquarters, Minneapolis (1985 - 1986)
  • Senior Human Resource Development Specialist, Honeywell Inc., Corporate Headquarters, Minneapolis (1985 - 1985)
  • Project Director, Assessment Designs Inc. (now a part of Wilson Learning), Orlando (1984 - 1984)
  • Manager, Human Resources Research Department, Honeywell Inc., Corporate Headquarters, Minneapolis (1980 - 1984)
  • Adjunct Instructor, College of St. Thomas, St. Paul / Minneapolis (1980 - 1983)
  • Human Resource Specialist, Honeywell Inc., Aerospace Division, Clearwater (1979 - 1980)
  • Adjunct Instructor, Wayne State University, Detroit (1978 - 1978)
  • Manager, Personnel Research & Planning Department, National Bank Of Detroit, Detroit (1977 - 1978)
  • Adjunct Instructor, University of South Florida, Tampa (1976 - 1977)

Professional Memberships
  • Society for Human Resource Management
  • Society for Industrial/Organizational Psychology
  • The Academy of Management
  • Twin Cities Human Resource Association

Professional Service
  • Academy of Management, Reviewer
  • SIOP - Society for Industrial and Organizational Psychology,

Publications
  • Sheppeck, M. A., & Militello, J. F. (2014). An exploratory study of market strategy configurations in for-profit health care clinics. Journal of Health and Human Services Administration, (37)(1), pp. 4-36
  • Militello, J. F., Sailors, J. J., & Sheppeck, M. A. (2010). The equifinality of success in the operational excellence market discipline. Journal of Business and Behavioral Sciences, (22)(1), pp. 2-24
  • Militello, J. F., & Sheppeck, M. A. (2008). Strategic focus/core assets relational analysis: Aligning the firm for competitive advantage. Journal of Business and Behavioral Sciences, (16)(3),
  • Sheppeck, M. A., & Militello, J. F. (2008). The mediating effect of strategic processes in affecting firm market performance. Journal of Business and Behavioral Sciences, (19)(2), pp. 180-198
  • Militello, J. F., & Sheppeck, M. A. (2007). Determining organizational alignment: A research model. Journal of Business and Behavioral Sciences, (15)(1), pp. 128-143
  • Ramlall, S. J., & Sheppeck, M. A. (2007). Educating highly competent and principled HR professionals in the 21st century. International Journal of Human Resource Development and Management, (7)(3/4), pp. 215-226
  • Ramlall, S. J., & Sheppeck, M. A. (2006). Increasing the relevance of graduate HR education. (29)(2), pp. 6-11
  • Militello, J. F., & Sheppeck, M. A. (2003). Making the right match: Finding a consulting style that fits your firm. (1)(10),
  • Sheppeck, M. A. (2000). Strategic HR configurations and organizational performance. Human Resource Management Journal, (39)(1), pp. 5-16

Books and Chapters

Research Interests
  • Careers
  • Employment
  • Human Resources
  • Leadership
  • Workforce Readiness
  • The interaction of market and workforce strategy

Presentations
  • "Alignment for strategy execution: Start seeing patterns" Conference of the Twin Cities Human Resource Association, Minneapolis, Minnesota, May 01, 2015
  • "HHRAM high talent and succession planning practices" Conference of the Healthcare Human Resource Management Association, Excelsior, Minnesota, May 01, 2015
  • "Create talent "success"ion plans: Build a succession plan the business wants, needs, and uses" Twin Cities Human Resource Association, Minneapolis, Minnesota, February 13, 2014
  • "Talent management and succession planning" Association of Physician Executives, Minneapolis, Minnesota, February 05, 2014
  • "Alignment for strategy execution" SHRM - Society of Human Resources and Management, Duluth, Minnesota, October 01, 2013
  • "Making metrics matter: Connecting human capital metrics to the business" Twin Cities Human Resource Association, Minneapolis, Minnesota, February 01, 2013
  • "Project management essentials to successfully run or rescue your projects" Minnesota Government Information Technology Symposium, Saint Paul, MN, December 06, 2011
  • "Improving project performance: Keeping projects healthy" Minnesota Government Information Technology Symposium,, St. Paul, MN, December 07, 2010
  • "Dimensions for project success enabled by the sponsor / P3M relationship" Project Management Institute Conference, Washington, District of Columbia, July 01, 2010
  • "Manager development over time" Minnesota Medical Group Management, Saint Paul, MN, March 01, 2010
  • "Organization and workforce strategy" Society for Human Resource Management, Minneapolis, Minnesota, March 01, 2009
  • "Mediating effect of strategic processes in affecting firm market performance" American Society of Business and Behavioral Sciences Conference, Las Vegas, Nevada, February 01, 2009
  • "Research findings that challenge current alignment models" American Society of Business and Behavioral Sciences Conference, Las Vegas, Nevada, February 01, 2009
  • "Strategic focus/core assets relational analysis: Aligning the firm for competitive advantage" American Society of Business and Behavioral Sciences Conference, Las Vegas, Nevada, February 01, 2007
  • "Organizational configurations and firm performance: A research model" Academy of Management, Philadelphia, Pennsylvania, January 01, 2007
  • "Strategic alignment: Health care configurations" American Society of Business and Behavioral Sciences Conference, Las Vegas, NV, January 01, 2007
  • "Educating highly competent and principled HR professionals in the 21st century" Southern Management Association, Clearwater Beach, Florida, October 01, 2006
  • "Determining organizational alignment: a research Model" American Society of Business and Behavioral Sciences Conference, Las Vegas, Nevada, February 01, 2006
  • "Configurations and organizations performance: A model and case study" European Applied Business Research Conference, Venice, Italy, January 01, 2005
  • "Organizational Alignment and Competitive Advantage: a Model and Research Report" American Society of Business and Behavioral Sciences Conference, Edinburgh, Scotland, June 01, 2004
  • "Re-thinking the SWOT analysis: Testing an analytical framework for competitive advantage" International Applied Business Research Conference, Acapulco, Mexico, March 01, 2003
  • "HR practice configurations" International Applied Business Research Conference, Acapulco, Mexico, March 01, 2003
  • "Configuration Models and Case Studies" International Applied Research Conference, Venice, Italy, January 01, 2003
  • "

    Strategic business configurations

    February 20, 2003.

    " Minnesota Professional Psychologists At Work Meeting, Minneapolis, Minnesota, January 01, 2003
  • "Human resource wildcard trends that might conflict with standard legal advice. January 30, 2003." Minneapolis Institute of Legal Education Conference, Minneapolis, Minnesota, January 01, 2003
  • "Making the right match: Finding the consulting style that fits your firm" International Business & Economics Research Conference, Las Vegas, Nevada, October 01, 2002
  • "Does pay attract, retain, and improve employee performance? February 21, 2002." Rocky Mountain, Denver, Colorado, January 01, 2002