Prepare for Strategic Human Resources Leadership
The Masters in Human Resource Management curriculum emphasizes the importance of ethics, legal practice and a global outlook on human resources and talent development. Graduates will learn to approach HR initiatives from a strategic, data-driven, programmatic perspective and understand how HR impacts organizations systematically.
Masters in Human Resource Management Learning Outcomes
Online MS in Human Resources will learn to plan, implement, and evaluate the effectiveness of HR programs and align these programs to the organization's missions and goals. Courses in the HR management program will enable graduates to:
- Leverage customer service and negotiation strategies to relationships with stakeholders that are based on trust, teamwork and direct communication
- Implement talent development and workforce planning strategies to align employee skills with business goals
- Communicate the vision, practices and policies in a way that promotes human resources as a business partner
- Protect the integrity of the business, its employees and its management practices through risk management and legal and ethical practices
- Recommend evidence-based strategies that integrate sound, data-driven analysis and critical decision-making to support the goals of the organization
- Articulate the importance of a global outlook and cross-cultural approach for human resource professionals in the interest of improving cultural competence and valuing the commonalities, values, and individual uniqueness of organizational members
- Promote an organization’s vision through effective leadership strategies that foster collaboration and promote consensus
- Design, implement and evaluate strategic human resource programs that deliver the right solutions to organizational challenges and contribute to business success
MS in Human Resource Management Required Courses
MKT-690: Corporate Communications
This course provides students with an understanding of contemporary issues facing corporations, including consumerism, environmentalism and globalism, and the role of public relations in helping an organization thrive in its environment. The four-part public relations process of research and fact-finding, planning and programming, implementing and communicating and evaluating is reviewed.
OL-600: Strategic Human Resource Management
This course emphasizes the strategic role of the human resource manager in performing functions of recruitment, hiring, training, career development and other contemporary processes within the organizational setting. It serves as an introduction to the areas of compensation, collective bargaining, affirmative action and other regulatory procedures and requirements as they relate to contemporary applications in organizations.
OL-620: Total Rewards
This course examines the compensation and benefits functions within the organizational structure and ways they impact the management function. Topics include job analysis, surveys, wage scales, incentives, benefits, HRIS systems and pay delivery administration. Students design a compensation and benefits program as a course outcome.
OL-500 and OL-600
OL-645: Law, Ethics, and Politics in HR
This course contends with the question, "Is legal compliance synonymous with ethical behavior in HR?" The interrelationship of legal governance, ethical practice, and political influence in human relations management are a central focus of the course. Students will develop relevant expertise in employment law and HR ethics by actively applying their knowledge to vexing issues facing HR professionals today. Topics related to employment law, workplace health, safety, and security, corporate social responsibility, and ethical guidelines and conduct for HR professionals will be addressed in the course.
OL-655: Talent Development and Workforce Planning
Organizations are engaged in continual and dynamic changes in today's business environment, increasing the demand for Human Resource Professionals to leverage strategies to recruit, train, develop, and support a diverse workforce. This course integrates advanced talent management and development skills with strategic workforce planning, asking students to analyze gaps in employee competencies, plan strategic talent development strategies, and forecast workforce needs. Issues such as employee engagement, creating an employment brand, supporting talent through career development, and creating effective succession plans will be emphasized.
OL-663: Leading Change
This course focuses on transforming organizations by introducing Kotter's eight processes by which leaders effect change. Because organizations, leaders, and employees differ, various techniques and strategies are examined. The course integrates Kotter's processes for leading change, organizational development and transformation theory and practice, and analysis of an organization which has effected systematic change. The use of work teams as a key change factor will have special emphasis.
OL-667: Human Resource Information Systems
Information systems and data management are an essential component of an effective human resource management plan. This course introduces students to the process for researching information systems technology, conducting needs assessments of the organization, selecting an appropriate HR information system (HRIS), and integrating the system effectively. Additionally, a large focus of the course is on the analysis, use, and protection of data in an HRIS. The goal of this course is to provide the necessary skills for students to effectively research, integrate, and leverage various HR information systems for a variety of purposes in and beyond the course.
OL-600 and OL-620
OL-668: Human Resources in Global Contexts
Organizations are increasingly interdependent on an international workforce and global markets to succeed. Additionally, the workforce has become increasingly diverse and cultural competence is a necessary component of any HR strategy. This course situates strategic human resource management in the global stage, focusing on a wide range of issues related to global markets, global security, managing an international workforce, effective cross-cultural management and communication, and diversity in the workplace. The emphasis is placed on how businesses can become more competitive by leveraging an effective HR plan for diversity and international business.
OL-751: Human Resource Management Capstone
The capstone course for human resource management integrates the knowledge, skills, and dispositions of the graduate curriculum into the development of a comprehensive human relations plan for an authentic business context. Students will need to draw upon the content and competencies of previous coursework to demonstrate the necessary outcomes in their plan. The capstone will ask students to make a business case that supports their project and emphasize how HR can become a strategic partner with the organization.
QSO-500: Business Research
This course presents an overview of the various primary and secondary research methodologies used in the business world and the application of statistical techniques to those strategies. The focus of this course is the design and execution of a practical, primary research. It is recommended that this course be one of the first three taken in degree programs in which it is required. Background preparation: 3 credit hours in statistics.
WCM-510: Negotiation/Advocacy in the Workplace
This course introduces the processes and practice of negotiating and advocating effectively in settings where continuation and strengthening of the relationship matter. Course content will include the uses, strengths, and weaknesses of distributive and integrative bargaining; the sources and uses of power in negotiation; and gender and cultural influences on negotiation style and practice.
WCM-620: Managing Difficult Conversations at Work
The art and practice of dialogue building is the act of engaging conflict effectively and transforming difficult conversations into better decisions, healthier work relationships, and stronger organizations. This course examines approaches for de-escalating conflict conversations, choosing if and when to intervene, tapping the creative potential in conflict, and creating workplace environments that foster constructive conflict engagement.
For those who do not meet the minimum requirements, the following courses may be required:
OL-501: Business Foundations
This course is a foundational survey of the principles, vocabularies, and mechanics of how business firms function. The course is designed to give students with little or no business background the exposure and acumen necessary for advanced coursework in business-related topics and to appreciate the complex interactions of markets and firms. Financial aspects of business including the accounting system, financial statements, and financial reporting are covered in addition to the major macro- and micro-economic theories and market concepts that influence business.