Request Info
MBA in Human Resources Courses & Tuition
Master of Business Administration <br />

Master of Business Administration

Human Resources Concentration

MBA in Human Resources Coursework

Required program courses (30 credit hours)

We've designed the core program courses in our Human Resources MBA to provide you with the fundamentals to make an impact in the business world. See MBA Required Program Courses for a list of required coursework.

Human Resources concentration courses (12 credit hours)

The concentration coursework is designed to further focus your Human Resources MBA curriculum to better prepare you for success in a specific field or industry. To add a concentration to your MBA degree program, you may choose courses totaling 12 credit hours from the following list:

Click on a course name below for its full description.

Human Resources and Technology

Managing Global Diversity

Managing International Human Resources

Labor Relations

Managing Organizational Change

Human Resource Management

Training and Development

Employment Law

Strategic Staffing

Negotiation Skills

Compensation

Benefits

Human Resources and Technology
HRM530 – 3 credit hours
This course surveys current trends and best practices in use of technology in the human resources field. Topics include strategic use of human resources information systems, web-based human resources and other technological applications used in various functional areas of human resources.
Prerequisite: HRM590, or previous human resources experience, and MIS535
Managing Global Diversity
HRM582 – 3 credit hours
This course examines benefits and challenges of managing diversity in the workplace, as well as methods for using diversity to create a competitive advantage. Students analyze ways in which to develop a supportive, nondiscriminatory and productive work environment. Additionally, coursework focuses on specific workplace issues related to differences in gender, race, cultural ethnicity, age, sexual orientation, physical/mental ability, social class and religion.
Prerequisite: None
Managing International Human Resources
HRM584 – 3 credit hours
This course examines strategy and tactics that make up the global human resources management field. The course provides a broad overview of how global human resources functions differ from those of domestic human resources, helps students develop an understanding of how global human resources strategy is crafted and shows how such strategy is put into effect. Particular emphasis is placed on staffing, compensation, training, performance management, labor relations, communication and regulatory compliance within the global business environment.
Prerequisite: None
Labor Relations
HRM586 – 3 credit hours
Labor Relations focuses on the interaction of management and labor in the corporation. The course discusses the history of the American labor movement, federal and state labor laws, collective bargaining, mediation and work stoppage. Contract administration and interpretation, and the relationship between management rights and employee discipline are discussed.
Prerequisite: None
Managing Organizational Change
HRM587 – 3 credit hours
This course addresses concepts and techniques required to successfully implement change across an organization. Coursework focuses on identifying an organization's vision as well as opportunities that can align the vision with the organization's structures, processes, culture and orientation to the environment. Also addressed are opportunities for, and problems in, managing human dynamics in organizations, including intervention techniques, models, principles and values that indicate how to take charge of planned change efforts in order to achieve success.
Prerequisite: None
Human Resource Management
HRM590 – 3 credit hours
This course surveys contemporary techniques for managing a strategically oriented human resources function. Topics include planning, staffing, rewarding, developing and maintaining organizations, jobs and people.
Prerequisite: None
Training and Development
HRM592 – 3 credit hours
This course surveys training, employee and organizational development techniques organizations use to build group and individual skills while tying anticipated results to improvements in organizational effectiveness. Topics related to creating such a development strategy include conducting needs analyses, linking identified needs to business objectives, developing an implementation plan, implementing the plan using a variety of modalities and best practices, and assessing results. These aspects are covered for both individual and group enhancement.
Prerequisite: None
Employment Law
HRM593 – 3 credit hours
Employment Law provides a comprehensive analysis of federal and state laws as they affect the human resource function, including equal employment opportunity, wage/overtime payment, employment agreements and other restrictions on management's rights. Emphasis is placed on applying employment laws to develop programs that enable organizations to be proactive in meeting both company and work force needs, with an eye to resolving workplace disputes, preventing litigation, and implementing and administering personnel policies and practices in compliance with applicable law.
Prerequisite: None
Strategic Staffing
HRM594 – 3 credit hours
This course develops a strategic framework for providing corporations with the human resources needed to achieve corporate goals. The course focuses on policies and procedures for short- and long-range human resource planning, recruiting and selection. Rightsizing, employee separations and retention are also included.
Prerequisite: None
Negotiation Skills
HRM595 – 3 credit hours
This course introduces general business negotiation techniques, strategies and tactics. Strategies focus on approaches to negotiation situations; tactics focus on moves effectuated during negotiations. In addition to developing and enhancing students' negotiating proficiency, the course emphasizes processes and methods of conflict resolution. Topics include preparing for negotiations; distributive and integrative bargaining; resolution of impasse; ethics; the roles of power, personality and dispute resolution processes; and communication processes. Students use developed skills in the classroom, electronically and through telephonic negotiation situations.
Prerequisite: None
Compensation
HRM598 – 3 credit hours
Compensation focuses on how organizations use pay systems as strategic tools for improving organizational effectiveness. Major systems of the design of pay, paying for performance, and administering and applying pay systems are appraised and assessed.
Prerequisite: None
Benefits
HRM599 – 3 credit hours
This course examines, in-depth, employee benefits including legally required benefits (social security, worker compensation and unemployment compensation), as well as voluntary programs (health, disability, life, retirement, time-off, educational, work/life and others). The strategic importance of using employee benefits as part of the total compensation package is emphasized. In addition, financial, actuarial, administrative and legal implications of benefit plans are discussed.
Prerequisite: None

Elective courses (6 credit hours)

You can take your electives in a variety of career fields. Students may choose any electives for which they meet the prerequisites. Download the Academic Catalog and view "Course Offerings" for a complete list of courses that could satisfy your elective requirements.

FINANCING OPTIONS

There are many scholarships and other financial aid options available for qualifying students that may help make your graduate education more affordable. Click one of the links below for more info.