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Master of Science in Human Resources Management: Curriculum

Curriculum Details

33 total credits required

Comprised of 11 courses, the Master of Science in Human Resources Management covers organizational behavior and leadership, control and budgeting systems, employee and labor relations, recruitment and staffing, ethics and more. Once you graduate, you will be eligible to apply for the SHRM-CP certification.

If you choose to study on a full-time basis you can complete the program in as few as 18 months.

Foundation Courses


Organizational behavior, theories and practices are examined from traditional and contemporary perspectives. Behavior is studied at the individual, group and organizational levels. The role of effective leadership within a changing workplace and workforce is emphasized.

This is a survey course of the various human resources functions utilized in organizations. Current human resource practices and foundational theoretical concepts are presented.

Core Courses


The functions of finance including accounting conventions, financial statements, capital budgeting and financing, revenue and expense budgets, cash flow and cash management, contract pricing, cost-benefits analysis.
The course provides a review of the strategic planning process with practical applications in environmental scanning, SWOT analysis, and strategy development. A major focus of this course is in the functions of finance, including human resource metrics as they relate to the strategic planning process.

The course examines staffing processes designed to support an organization’s business strategy and enhance its effectiveness. Contemporary methods used to move people into, through, and out of the organization are emphasized.

This course explores the concept of workplace learning at the individual, group, and organizational levels. Adult learning and development theories provide the framework to understand the elements of effectively designed learning interventions that can enhance the overall performance of the organization.

The course examines the theories and models of organizational change from a systems thinking perspective. Processes designed to help organizations become more flexible and adaptable to change are presented. The role of the human resources professional as an agent for change is explored.

Strategic and operational decisions in the design and coordination of a total rewards system are presented. Job analysis, job evaluation, pay structures, pay-for-performance plans, performance management, benefits, and legal issues in compensation are explored.

This course examines the need for development and implementation of employee relations interventions, including human resources policies and procedures and the role of organized labor and collective bargaining in the workplace.

This course provides class members with an opportunity to improve their ability to make ethical decisions by identifying, analyzing, and resolving ethical issues and to understand better how to cope with conflicts between personal values and the values of their organizations.



This course will facilitate the integration and application of previous course studies and serve as the culmination of graduate study.

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