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Courses MS in Human Resource Management

Master of Science in Human Resource Management

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Twelve Required Courses



48 quarter credits

Survey of Human Resource Management in Practice

Learners in this first course acquire a comprehensive understanding of the key functions of human resource management. Learners gain the tools and knowledge to understand the strategic contributions made by HRM as a partner in the organization’s success. The course also addresses the different roles that HRM professionals perform in maintaining a strong ethical environment for all members of the organization. For MS in Human Resource Management and Human Resource Management Certificate learners only. Must be taken during the learner’s first quarter. Cannot be fulfilled by transfer or prior learning assessment.

4 quarter credits
HRM5015 *
Leading and Managing Workplace Learning

In this course, learners focus on the theories and application of training to include needs assessment, program design and implementation, and the evaluation of training programs, including return on investment. Learners also study career planning and succession planning. Finally, learners review the strategic role of development in the long term functioning of the organization. Prerequisite(s): HRM5002.

4 quarter credits
HRM5025 *
Talent Acquisition and Workforce Planning

In this course, learners analyze approaches for forecasting staffing needs, and attracting and retaining talent. Learners evaluate the metrics used to measure the effectiveness of both recruiting and staffing needs and processes. Learners also examine the impact of laws and technology on the staffing environment. Prerequisite(s): MBA learners must have completed HRM5310. MS in Human Resource Management learners must have completed HRM5002. 

4 quarter credits
HRM5035 *
Analytics, Metrics, and Decision Making for Human Resource Management

In this course, learners gain an understanding of the role of measurements and metrics in making informed decisions and aligning HRM strategies with business objectives. Learners examine Human Resource Management Systems (HRMS), performance management, and HRM Analytics, and the ways in which the HRM professional can utilize these tools to effectively contribute to their organizations. Prerequisite(s): HRM5002.

4 quarter credits
HRM5045 *
Enterprise-Aligned Human Resource Management Strategy

In this course, learners analyze the concept and process of strategic human resource management (HRM). Learners also evaluate how HRM strategy can guide an organization’s human resource function through reviewing external employee market conditions and how leveraging internal HRM capabilities support proactive and responsive human capital initiatives. Learners examine HRM strategy using the perspective of human capital management and development and analyze how these components influence an organization’s human resource strategy. Prerequisite(s): HRM5002.

4 quarter credits
HRM5055 *
Comprehensive Reward Systems

In this course, learners examine compensation models and their application in organizations, which includes both direct and indirect rewards. Learners also discuss compensation strategies and their link to designing an effective organization. Learners further explore how compensation structures are developed and applied as well as the different strategic roles of rewards in developing an effective workforce. Prerequisite(s): HRM5002. 

4 quarter credits
HRM5065 *
Employment Law in the Successful Workplace

In this course, learners gain an understanding of the application of U.S. law and legislation to human resource management theory and practice in the modern workplace. Learners evaluate historical perspectives on law and labor relations and the impact of context on practice. Learners focus on the value of aligning organizational mission, legal compliance, and ethical practices. Learners also assess methods by which the HRM professional can resolve conflict and defuse or mitigate potentially litigious situations while enhancing productivity. Prerequisite(s): HRM5002.

4 quarter credits
HRM5075 *
Leading and Influencing for the Human Resource Practitioner

This course helps guide learners through an analysis of their own leadership strengths and capabilities, preparing them to develop skills to become an influential HR practitioner. The course emphasizes understanding the human resource professional choices in leadership theories and models, awareness of the learner's leadership strengths, tools to build trust and relationships, and clarity of the learners continued need to develop as a leader.  Prerequisite(s): HRM5002.

4 quarter credits

In addition, choose three from the following courses AND the capstone course:

Enhancing Business Acumen for Human Resource Management Professionals

In this course, learners develop an understanding of the business principles, functions, and operations of an organization to develop business acumen. Learners analyze case studies and apply business principles and practices to understand the interaction of HRM within an organization. Learners also focus on the HRM business partner role, and how this role functions within a larger organization.

4 quarter credits
Certification Examination Preparation for the aPHR, PHR and SPHR

In this course, learners review the current HRCI® Exam Content Outlines to prepare for the aPHR™, PHR® and SPHR® certification exams. Learners apply their critical thinking skills to scenariobased questions, and develop test-taking strategies for passing these exams. Cannot be fulfilled by transfer or prior learning assessment.

4 quarter credits
Certification Examination Preparation for the SHRM-CP and SHRM-SCP

In this course, learners review the current body of competency and knowledge in the HR management field and prepare for the SHRM-CPSM and SHRM-SCPSM certification exams. Learners apply their critical thinking skills to behavioral competencies in leadership and navigation, ethical practice, business acumen, relationship management, consultation, critical evaluation, and global and cultural effectiveness and communication. Learners also develop testtaking strategies to help aid them in taking these exams. Learners are encouraged to contact the Society for Human Resource Management (SHRM) prior to registration for specific eligibility requirements for SHRM-CP and SHRM-SCP exams.  Cannot be fulfilled by transfer or prior learning assessment.

4 quarter credits
Human Resource Professionals as Internal Consultants

Learners are introduced to the concept of building consultative relationships with clients through the examination of the theories, models, and tools of organization development and consultation. Learners apply methods for working with clients, which support organizational development, employee engagement, and organizational effectiveness. The course emphasizes ways in which organization development and process consultation strategies can increase organizational performance and productivity.

4 quarter credits
HRM5118 *
Human Resource Legal Challenges and Solutions

This is an advanced course designed for HR professionals who seek to prepare themselves for the complex challenges of legal employment issues in the workplace. Learners study the nature of and strategies for addressing workplace legal actions in order to create a legally compliant workplace. Learners focus on developing action plans and management strategies for minimizing risk. Prerequisite(s): HRM5065.

4 quarter credits
HRM5120 *
Global Human Resource Practice

In this course, learners navigate the global legal and regulatory environments and their application to HR practices. Learners apply HR principles and models to multiple contexts within the global environment. Learners develop an awareness of global cultures and best practices for working across cultures. Prerequisite(s): HRM5002.

4 quarter credits
HRM5122 *
Developing an Effective Workplace

In this course, learners focus on the role of the HR professional in creating effective workplaces that support the needs of a diverse workforce and contribute to alignment with organizational strategy. Learners examine the elements of the organization which contribute to leading and managing today’s workforce and learn the essential skills for cultivating organizational commitment and facilitating employee engagement in the workplace. Prerequisite(s): MBA learners must have completed HRM5310. MS in Human Resource Management learners must have completed HRM5002.

4 quarter credits
Leading Global and Diverse Cultures

In this course, learners analyze aspects of leading and working in global and diverse environments. Learners gain an understanding of the personal and professional role of leadership in diverse cultures, core strategies used to lead more effectively within those cultures, and their own capacities as global leaders.

4 quarter credits
Leader as Change Agent

In this course, learners focus on leaders as architects of change in organizations and environments. Learners study the nature of leadership in complex and dynamic settings; theories of change at the individual, group, and organizational level, and leadership practices that guide and sustain complex change. 

4 quarter credits

Taken during the learner’s final quarter: 

HRM5900 *
HRM Capstone: Creating an Effective Human Resource Practice

This is an integrative course for learners in the MS in Human Resource Management degree program. Learners synthesize and integrate the knowledge, competencies, and skills acquired throughout the program by developing and implementing a final project that demonstrates critical thinking, creativity, and practical application of program content. Learners create and customize project plans and strategies to achieve desired project outcomes. Cannot be fulfilled by transfer or prior learning assessment.

4 quarter credits






48 quarter credits

* Denotes courses that have prerequisite(s). Refer to the descriptions for further details.

What Can I Expect?

Most students take one to two courses at a time. One course typically requires 10 to 12 hours of study per week.

Courses are divided into 10 weekly units. Each unit consists of readings, discussions, and other activities you will be expected to complete throughout the week. Assignments are due on Sundays, though not every course requires an assignment each week.

In each course, you will receive a detailed scoring guide that describes expectations for every graded assignment.

Grades are based on your participation in weekly reading discussions and completion of assignments. You will also be assessed on your ability to demonstrate the expected outcomes for your program or specialization. These outcomes are based on the needs and performance standards of your field or discipline.

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