MS in Human Resource Management, General Human Resource Management
School of Business, Technology, and Health Care Administration
The General Human Resource Management specialization provides learners with the knowledge and skills to lead and manage strategic and operational human resources management (HRM) functions in organizations. Learners select courses based on their individual professional needs to gain knowledge of specific areas in the discipline and profession of HRM and develop their ability to effectively address real-world HRM challenges to deliver business results.
HRM5002 |
Survey of Human Resource Management in Practice
This course is a survey of contemporary perspectives in the field of human resource management. Learners apply competencies developed by the Society for Human Resource Management (SHRM) in order to support people, the workplace, and an organization. Learners integrate legal and ethical standards into human resource policies and practices. Learners also address the role of the HR practitioner in the alignment of operational and strategic approaches. Must be taken during the first quarter by learners who have been admitted to the MS in Human Resource Management degree program or Human Resource Management graduate certificate program. Cannot be fulfilled by transfer or credit for prior learning. | 4 quarter credits |
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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 |
HRM5060 * |
Sourcing and Managing Talent in the Workplace
Learners in this course examine contemporary perspectives in recruiting, talent mobility, workforce planning, and performance management. Learners select and develop approaches which support employee mobility and performance to advance organizational goals. Prerequisite(s): Completion of or concurrent registration in HRM5002; or HRM5310. | 4 quarter credits |
HRM5065 * |
Employment Law in the Successful Workplace
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 identify 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 |
HRM5070 * |
Workplace Learning in the Digital Age
Learners in this course gain an understanding of the role of the HR professional in talent development, theories and models of learning, learning styles, and ways to design and manage the learning process. Learners apply a strategic approach to workplace learning to align the organization’s strategy with learning programs and demonstrate learning strategies and practices which meet the needs of employees and the organization. Prerequisite(s): HRM5002. | 4 quarter credits |
HRM5080 * |
Evidence-Based Decision Making for HR Professionals
In this course, learners apply evidence-based models of decision making to advocate and support HR strategies and practices. Learners use qualitative and quantitative data in HR decision making to influence organizational stakeholders and incorporate storytelling to provide compelling advocacy for HR programs, practices, and projects. Prerequisite(s): HRM5002. | 4 quarter credits |
HRM5090 * |
Retaining and Engaging Employees for the Modern Workforce
In this course, learners apply models of employee motivation, thriving, and engagement in the workplace to create the employee experience. Learners also analyze the ways in which culture, employee and leader behavior impact strategic retention. Finally, learners assess the influence of technology and evidence-based practices on employee lifecycle, engagement, and positive employee and organizational outcomes. Prerequisite(s): HRM5002 or HRM5310. | 4 quarter credits |
In addition, choose three from the following courses AND the
capstone course:
ED7631 |
Introduction to Training and Performance Systems
This course is an overview of training and human performance improvement (HPI). Learners review the evolution of HPI through the introduction of associated theories, concepts, and processes. Learners experience the power and value of HPI in organizations by reviewing and assessing real-world projects that include business, performance, gap and cause analyses, intervention selection and implementation, and change and evaluation plans. Prerequisite(s): ED5010 or EDD8010 or HRM5002. Cannot be fulfilled by credit for prior learning. | 4 quarter credits |
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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 |
HRM5100 * |
HRM Professional Internship
This course provides learners with an optional, experiential opportunity to complete up to 400 hours of applied service in an industrial or organizational work-related setting of their choosing. Learners may engage in human resource management roles, including recruitment and selection, talent development, employee engagement and retention, and compensation. Throughout the course, learners participate in supervised training at a pre-approved internship site and engage in concurrent online courseroom activities that emphasize increased self-awareness, self-reflection, and self-evaluation of workplace skills and leadership behaviors; application of evidenced-based practice; ability to practice within diverse populations; and practice within professional and ethical standards. For MS in Human Resource Management learners only. Grading for this course is S/NS. Prerequisite(s): HRM5002, HRM5060, HRM5070, HRM5090, HRM5065. Approval of internship application is required one quarter prior to course start. Cannot be fulfilled by transfer. | 4 quarter credits |
HRM5112 |
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 scenario-based
questions, and develop test-taking strategies for passing these exams.
Cannot be fulfilled by transfer or credit for prior learning.
| 4 quarter credits |
HRM5115 |
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 test-taking
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 credit for prior learning.
| 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 investigate the nature of and
strategies for addressing workplace legal actions in order to create a
legally compliant workplace. Learners develop 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 |
HRM5401 * |
The Legal, Ethical, and Regulatory Environment of Health Care
Learners in this course study the legal, ethical, and regulatory environment of health care and the impact on human resource management. Learners examine health care delivery systems, revenue sources, laws, regulations, ethics, and compliance requirements, including ways to support and mitigate risk in the complex health care environment. Prerequisite(s): HRM5002, HRM5065. | 4 quarter credits |
HRM5402 * |
Planning, Sourcing, and Developing Talent in Health Care Organizations
In this course, learners examine talent acquisition, employee development, and workforce planning in health care organizations. Learners analyze, develop, and apply models and approaches for the unique needs of health care talent management. Prerequisite(s): HRM5002, HRM5060, HRM5401. | 4 quarter credits |
HRM5403 * |
Transforming the Employee Experience in Health Care
Learners analyze human resource (HR) practices to retain and engage the health care workforce. Learners investigate HR's role in organizational transformation and supporting positive patient outcomes by creating a culture of quality, high performing, and engaged employees. Learners also strengthen their understanding on how HR supports employee health and wellness. Prerequisite(s): HRM5002, HRM5090, HRM5401. | 4 quarter credits |
LEAD5210 |
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 |
LEAD5220 |
Leader as Change Agent
Learners evaluate leaders as architects of change in organizations
and environments. Learners investigate 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 |
PM5018 |
Project Management Foundations
In this cross-disciplinary course, learners analyze the fundamentals of project management and gain an overview of project management standards and their applicability to managing projects, with an emphasis on management methodologies and frameworks, including those defined by the Project Management Institute (PMI®). Learners have the opportunity to participate in experiential learning by bringing in a workplace project, or they may use the project provided in the course. Learners cultivate effective project management leadership skills, including project politics and ethics and collaboration. | 4 quarter credits |
PSY6710 |
Principles of Industrial/Organizational Psychology
In this course, learners identify and confirm theories and research
of industrial/organizational psychology. Learners examine and explain
the various psychological constructs affecting individuals, groups,
teams, and organizations in the workplace and assess diversity and
ethical principles as they relate to decision-making processes.
Learners also evaluate the differences between industrial and
organizational psychology and implement various assessment methods,
models, and interventions applicable across workplace settings. | 5 quarter credits |
Taken during the learner’s final quarter:
HRM5960 * |
HRM Capstone: Improving and Transforming HR 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 apply models and best practices in human resource management to achieve desired project outcomes. Prerequisite(s): Completion of all required coursework. Cannot be fulfilled by transfer or credit for prior learning. | 5 quarter credits |
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Total
At least 45 quarter credits
* Denotes courses that have prerequisite(s). Refer to the descriptions for further details.
Learners who do not complete all program requirements within quarter credit/program point minimums will be required to accrue such additional quarter credits/program points as are associated with any additional or repeat coursework necessary for successful completion of program requirements.