Offered at Austin, Online Programs and Tampa.

Note: Not all Online Program offerings are available to residents of all U.S. states. Please contact an admissions representative for further information.

The Masters of Science in Human Resource Management (HRM) degree program explores the multiple roles of HR practitioners, as well as the concepts, strategies and structures that impact and constraint organizations and its stakeholders.  The graduate program examines the functional areas of HRM, employment and labor laws, generally accepted business practices, ethical principles, HR metrics and measurement and change management using consultative approaches through effective organizational leadership.  Emphasis is placed on managing human capital and applying best-practice tools to meet organizational mission, goals and objectives.  The program is identified as being aligned with the Society for Human Resource Management recommended minimum standards for degree-based coursework in human resources and integrates the Human Resources Competency Model components.

The Master of Science in Human Resources Management program is delivered in two modalities: fully online and blended. Students enrolled in the blended modality meet face-to-face in the classroom and asynchronously online on alternating weeks over the 11-week quarter. 

Program Student Learning Outcomes

Graduates will be able to:

1. Evaluate strategic HRM practices and procedures in a systematic manner, including employee and labor relations, workplace safety, health and security, and global programs in terms of human and financial impact (direct and indirect) on the organization and in consideration of  the local, national and global environment.
2. Apply ethical principles, generally accepted business practices, and employment and labor laws with stakeholders in the decision- making process about HR policies, practices, or initiatives.
3. Demonstrate the contribution of human resource planning, management and diversity initiatives to organizational stakeholders using generally accepted HR metrics and measurements.
4. Define staffing (recruitment and selection), training and development, retention and performance management concepts, processes and policies as part of an integrated whole, and not as an isolated functional area of HRM to develop programs that meet broader organizational needs and enable the organization to maintain a competitive advantage.
5. Develop classification, compensation, and benefits both direct and indirect that meet the strategies and constraints of the organization and its environments.
6. Analyze organizational development and change management principles using consultative approaches to realize the Human Resources vision through effective organizational leadership.