Master of Science (MS)
Human Resources Management
Degrees and Certificates
-
Human Resources Management,
Courses
HRM5000: Strategic Human Resource Management
Credits 4The course examines the context of strategic human resource management and develops a framework and conceptual model. Trends are explored that impact strategic HRM practices, including viewing the employee as "human capital." The course also addresses the practice and implementation of strategic human resource management through discussion of issues and development of specific programs and policies. Topics include: staffing, training, performance management, compensation, labor relations, employee separation, and managing a global workforce.
HRM5010: Human Resource Planning
Credits 4This course studies theories and practices relevant to staffing work organizations including: principles of human resource strategy and the link to business strategy; fit and flexibility in the design of human resource systems; approaches to evaluating and assessing the contribution and effectiveness of human resource systems; the value and challenges of a diverse workforce, and the characteristics related to primary and secondary types of diversity.
HRM5020: Labor Laws and Ethical Standards
Credits 4This course introduces employment and labor laws for non-legal professionals in human resource management and labor relations, emphasizing the evolving nature of federal and state regulations. Key topics include family and medical leave, workplace harassment, employment-at-will, OSHA, ERISA, Title VII, and other contemporary legal issues. The course also examines ethical standards as a framework for resolving complex workplace dilemmas, including right-versus-right decisions, ethical fitness, and principled decision-making in organizational contexts.
HRM5030: Organizational Staffing
Credits 4This course examines and studies the challenges of a comprehensive staffing model that identifies the key components of staffing, including external influences (economic, laws and regulations), staffing strategy and planning, job analysis, measurement, external and internal recruitment, decision making, and selection.
HRM5040: Classification, Compensation, and Benefits
Credits 4This course provides students with the theoretical and practical knowledge to design, administer and evaluate classification, compensation and benefit systems. Emphasis is placed on linking tangible and intangible forms of compensation to attract, motivate and retain employees from a global perspective.
HRM5050: Performance Management
Credits 4This course bridges research and industry practice in training and development fundamentals. The course explores the relationship of organizational strategy, core values, goals, and execution of organization mission and vision to measuring resource effectiveness.
HRM5060: Training and Development
Credits 4This course explores the fundamental concepts and practices of training and development within organizations. Students will learn about the key factors that influence workplace learning, the design and implementation of effective development strategies, and methods for assessing learning needs and outcomes.
HRM5070: Labor Unions, Workplace Safety, and Security
Credits 4The course presents a comprehensive study of employee labor relations and processes. Topics covered include: union organizing; negotiating a labor agreement; economic issues; contract administration; labor arbitration; employee relations; and workplace health, safety, and security.
HRM5080: Internship in Human Resources Management
Credits 4The goal of this course is to provide an opportunity to the MS HRM student to gain experience toward becoming a professional who is both highly self-directing and able to use consultative supervision. The internship is designed specifically to enable the MS-HRM student to apply classroom knowledge to the work environment, and to better prepare the student to enter and progress through the Human Resource Management Industry. This course is a faculty supervised and evaluated field experience in the student's chosen domain of professional interest. Minimum 120 contact hours are required. This course is Pass/Fail (P/F).
Students will work with Career Services or the appropriate Department Chair, Program Director, or designee to identify a potential internship site location. Once an acceptable organization and site supervisor are found, South University must approve the organization to be utilized for this purpose. The Site Supervisor, student, and Faculty Coordinator, as defined in the College of Business Internship Courses Student Handbook, arrange for the student to have an opportunity to realize the goals and objectives and apply competencies of the MS HRM program to real life situations.
Please refer to the Internship Learning Agreement in the College of Business Internship Courses Student Handbook for further information regarding requirements prior to participating in an internship.
HRM5090: Internal Consulting
Credits 4Using an internal consulting approach, this course explores the processes for planning and directing organizational development and change, with consideration for the reasons behind the change. In addition, the course covers the management and leadership of organizational change in the 21st century, including issues of managing growth, resistance to change, intervention phases, crisis management, and inter- and intra-group conflict and power.
HRM6000: International Human Resources Management
Credits 4This course examines how human resources management practices within a global context are distinctive from domestic human resources management. Students will analyze the challenges that multinational corporations are confronted with, which include cultural, political, social, and legal issues; the level of managerial skills and education; and technological development in the host country. Issues such as expatriation versus local management, selecting and preparing for international assignments, cultural adaptation at the individual and system level, and the influence of globalization on future HRM practices are also examined.
HRM6010: Metrics and Measurement of Human Resources Management
Credits 4This course explores the theory and practice of choosing, implementing and using metrics to improve decision-making, optimize organizational effectiveness and maximize the value of HR investments. The "LAMP" methodology (Logic, Analytics, Measures and Process) is used to demonstrate how to manage, measure, and analyze the value of every area of HR that impacts strategic value. Topics include: hiring, training, leadership development, health and wellness, absenteeism, retention and employee engagement.
HRM6999: Capstone in Human Resources Management
Credits 4This capstone course integrates subject matter from specialized human resources management (HRM) courses in the program. Major topics include the strategic role of HRM, managing HR within a strategic framework, HR operations within an organization and the application of legal requirements related to HRM. Use of the case method will draw significantly on students' prior management HRM study and experience. As part of the course requirements, students will take a SHRM-CP certification practice test.