Changes in technology, the mobilization of a multigenerational workforce and a rapidly changing economic landscape are evolving the role that human resources professionals play. Southern New Hampshire University’s online Master of Science in Human Resource Management is designed to equip managers with the creative problem-solving skills, data-driven decision-making, strategic management skills, empathy and ethics they need to forge a path for themselves and the organizations they represent.
The master’s in human resources online program aligns with the Society for Human Resource Management’s (SHRM) guiding principle – that human resource professionals must be prepared to be a key part of the success of today’s agile companies. This degree focuses on the critical competencies identified by SHRM, including employee and labor relations, legal and ethical issues, recruitment and technology, and the changing workforce.
In the master's in human resources online program, you’ll learn to plan, implement and evaluate the effectiveness of HR programs and align these programs to the organization's missions and goals. You’ll also be able to:
The online MS in Human Resource Management provides an in-depth study of the HR field purpose-built to SHRM standards. Choose to go further and establish yourself as a globally recognized human resource expert by earning the new standard in HR certification: SHRM Certified Professional (SHRM-CP™) and SHRM Senior Certified Professional (SHRM-SCP™). These professional certifications can open doors for professional advancement, serve to harmonize standards with changing expectations and signal to employers advanced professional development. Learn more about how SHRM HR Certification coupled with a master’s degree in human resources best positions you for career success.
As a private, nonprofit university, SNHU has one mission – to help you see yourself succeed. The benefits of earning your HR degree online at SNHU include:
Acceptance decisions are made on a rolling basis throughout the year for our five graduate terms. You can apply at any time and get a decision within days of submitting all required materials. To apply, simply contact an admission counselor, who can help you explore financial options. Your counselor can also walk you through the application process, which involves completing a graduate application ($40 fee) and providing undergraduate transcripts.
Candidates must also submit a professional resume.
The Society for Human Resource Management (SHRM) has acknowledged that SNHU's BS in Business Administration, Human Resource Management fully aligns with SHRM's HR Curriculum Guidebook and Templates. Throughout the world, only 344 programs at 258 educational institutions meet SHRM's strict competency standards.
According to the U.S. Bureau of Labor Statistics, employment for human resources, training, and labor relations managers and specialists will grow by 13 percent through 2022. These in-demand roles have consistently been included on CNN Money's Best Jobs in America list since 2009.
Earning a master’s in HR degree puts you on a path to join one of the fastest-growing job markets in today's workforce. SNHU's MS in Human Resource Management prepares you to take on leadership roles in public, private, government and nonprofit organizations such as:
The master’s in human resources online curriculum emphasizes the importance of ethics, legal practice and a global outlook on human resources and talent development. The combination of specialty HR classes with management courses provides an in-depth study of human resources. Graduates will learn to approach HR initiatives from a strategic, data-driven, programmatic perspective and understand how HR impacts organizations systematically.
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.
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.
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.
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.
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.
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.
Information systems and data management are essential components 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.
Organizations increasingly rely on an international workforce and global markets to succeed. As the workforce has become increasingly diverse, 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.
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.
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.
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.
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.
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.
Tuition rates for SNHU's online degree programs are among the lowest in the nation. We offer a 30 percent tuition discount for active-duty service members and their spouses.
Application Fee ($40), Graduation Fee ($150), Books (course-by-course)
Southern New Hampshire University is a private, nonprofit institution accredited by the New England Association of Schools and Colleges as well as several other accrediting bodies. More...