About The Curriculum

Developed by a team of accomplished industry experts and world-class academic leaders, the goal of our 10 course/30 credit program is to equip rising professionals with knowledge of advanced practices in critical HRM areas, an understanding of how those practices affect organizational success, and the ability to influence that success.

Curriculum

Courses in Our Program

Take a core curriculum aligned with SHRM standards, then specialize your degree with elective courses that suit your interests and goals.

How does effective leadership materially contribute to the achievement of strategic organizational objectives? This class explores individual and group behavior and the means through which leaders can influence that behavior. Students will be exposed to research on drivers of employee performance and commitment – both direct (e.g., employee attitudes, motivation) and indirect (e.g., organizational culture, climate, leadership) – and learn about their practical application in the workplace. Emphasis will be placed on improving self-awareness to facilitate the positive workplace experiences of employees.

What is a human resource management strategy and how does effective strategy affect an organization’s long-term performance? Given the direct impact of HRM on cost, quality, and productivity, the success of any organization — traditional or virtual– depends on the effectiveness of its managers’ strategic human resource decisions. This course examines contemporary best practices through the lens of business strategy. It utilizes readings, case studies, and group projects to help students to improve the quality of their strategic HR decision making. Throughout the course, students will review how organizations strategically consider such HR issues as work system design, talent acquisition and management, compensation, and change management.

Do you want to build your personal communication capabilities? How about learning to leverage strategic conversations for impactful leadership in your organization? Students in this course apply theoretical knowledge and empirical research for practical purposes using case analysis and class discussion. Varied assignments will enhance student perspective and skills in employee/relationship management, writing and editing, oral presentation, coaching and performance feedback, crisis communication, persuasion and influence, and managing emotional expression.

Do you want to build your personal communication capabilities? How about learning to leverage strategic conversations for impactful leadership in your organization? Students in this course apply theoretical knowledge and empirical research for practical purposes using case analysis and class discussion. Varied assignments will enhance student perspective and skills in employee/relationship management, writing and editing, oral presentation, coaching and performance feedback, crisis communication, persuasion and influence, and managing emotional expression.

Throughout this course, students examine how power, influence, and negotiation support effective leadership. Students will explore ethical and practical strategies for handling organizational disputes and conflicts; identify sources of power in complex interpersonal situations; examine influence strategies; employ appropriate negotiation tactics; and develop a problem-solving style that is value-based and authentic.

This course highlights employee training and development as a mechanism to enhance organizational effectiveness and innovation. Using reflections, projects, readings, and group discussion, this course examines ways to transform a company’s most valuable asset – the skills and talents of its people. This is a transformation that will build effective organizational culture to sustain high performance and promote individual growth.

How do organizations acquire the talent to deliver on business strategy? This course focuses on building and implementing hiring systems that align with the strategy, competitive advantage, and culture of the organization, and that deliver measurable return on investment. How do we forecast supply and demand? What tools do we use for sourcing active job seekers as well as passive candidates who are not looking for opportunities? How are recruiting and assessment tools validated and what ethical and legal standards must be monitored?  Through the course, students will become acquainted with the state-of-the-art practices in this key HR area.

How do organizations build reward systems to attract, engage, reward, and retain talent? This course exposes students to compensation systems and how they contribute to organizational success. Through readings, discussions, case studies, written assignments, and group projects, students will understand how to design systems that reflect current knowledge of motivation and trends in organizational design and strategy, addressing both financial and non-financial rewards.

What are the contemporary legal and public policy issues facing organizational leaders and HR partners? How can these business leaders remain compliant in this dynamic regulatory environment? How can they ensure that their decisions consider public policy implications? Students will focus on the issues and challenges associated with talent-related practices, such as employment opportunity, compensation, employee relations, job safety and health, and leave and benefits. Readings, videos, debates, and projects will expose them to public policy frameworks and the foundational legislation of these areas.

Organizations transform, or they struggle. This course focuses on the transformation process – what motivates it, what it looks like, and how to lead it.  Students will focus on key issues challenging businesses today to better understand the impacts on their organizations and the marketplace. They will evaluate the drivers for change, the risks and/or rewards of transformation, and the potential impacts to their workforce, culture, brand, policies and practices.

This course focuses on building practical skills and knowledge that can be applied directly to Talent Management consulting opportunities. Students will learn how to deliver and measure consulting solutions that meet or exceed business goals. They will examine how and where Talent Management consultants add value to organizations in diverse industry sectors and participate in developing and managing TM consulting proposals and projects.

Leaders who can think strategically are critical to business success. This course builds on foundational leadership concepts and explores a broad range of thought from strategic and organizational perspective with the goal of driving organizational results and supporting individual success. Students will take a focused, hands-on look at trending topics such as real-time feedback, personalized micro-learning, artificial intelligence, digital leadership, and generational leadership.

What are the ethical and social responsibilities of business decision making, policy formulation, and implementation? This course examines an organization’s ethical and social responsibilities to various stakeholders, including owners, consumers, the community, and especially employees. Utilizing individual readings, written assignments, group discussion, and group projects, it provides students tools for critical thinking strategies and approaches that will help them raise questions and make decisions regarding appropriate ethical actions.

Virtual organizations are complex systems; Business leaders and HRM partners must be able to navigate that complexity. Virtual organizations can arise if the environment calls for greater supply flexibility or when the preferences of the workforce shift. They encompass the gig workforce and remote working arrangements – situations in which technology links individual effort. Topics will include the business need for virtual organizations, work system structuring, independent contractor relationships, and talent management and rewards. Students will explore the challenges of this form through readings, case studies, discussion boards, and presentations.

Timeline & Schedule

The Master of Science in Human Resource Management offers an accelerated completion pathway with the ability to fit the schedules of busy professionals thanks to its online format.

Program Start

Multiple entry points:
Fall semester (August)
Spring semester (January)

Course Length

Each course is delivered online over five weeks. Live and collaborative web conferencing sessions with faculty and classmates are held one evening per week; additional coursework and activities will be required throughout the week.

Semester Structure

Take just one course at a time and complete up to three courses per semester. Courses can be taken in any order, and there is no capstone.

Get Started Now

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