This specialized Master’s Degree in Human Resource Management is comprehensive and designed to meet the needs of HR professionals to advance their career to top human resources and management positions.

To complete the degree, students need to complete three (3) courses with China Association of Labor Economics and ten (10) courses with the School of Management and Labor Relations. Students are expected to finish in six (6) terms, which takes two (2) years to complete. This MRHM program is cohort-based, and the following is the course sequence by term: 

Term 1 
  • English as a Second Language Prerequisite 
  • Labor Economics 
  • Chinese Employment Law 

Term 2
  • Linking HR to Business Strategy
  • Workforce Analytics & HR Data-Based Decisions

Term 3
  • Organizational Behavior 
  • Organizational Leadership

Term 4
  • HR Decision Making: Financial Decisions 
  • Developing Human Capital

Term 5 
  • Managing Rewards Systems
  • Managing Workforce Flow

Term 6
  • Managing the Global Workforce 
  • Capstone Project 

Course Descriptions

Linking HR to Business Strategy

This course aims to link HR to the organizational strategy, which includes adopting a systems perspective and attending to multiple stakeholders. This course emphasizes the importance of understanding the many forces that shape a firm’s approach to managing HRM and the positioning of the HR function as a strategic partner, putting the focus on the intersection of HRM, business policy, and competitive strategy.

Workforce Analytics & HR Data-Base Decisions

This course addresses research design methodology and addresses basic statistics through regression analysis. It will enable students to compile and analyze data that can be used in developing, implementing, and measuring the outcome of HR strategy.

Organizational Behavior

This course aims to address major topics in organizational behavior. Organizational Behavior is an interdisciplinary field that strives to explain and predict how individuals and groups interpret events, react and behave in organizations. The course looks at the role of organizational systems, structures and processes in shaping behavior. 

Organizational Leadership and Change Management

This course focuses on leadership theories and their application in work organizations. In addition, this course addresses the process of change management, including the rationale for change, why change succeeds or fails, effective leadership of change, and ethical concerns.

HR Decision Making: Financial Decisions

The course prepares students to assess the business implications of basic financial statements (income statement, balance sheet, cash flow statement) and to participate in the financial analysis of business strategy. Particular attention is paid to topics where finance and HR intersect (cost-benefit analysis of HR initiatives, selection of financial measures to serve as bonus drivers, alternative models for valuing employee stock options, financial and accounting aspects of pensions and other post-retirement benefits).

Developing Human Capital

Students in this course will learn how to assess and develop an organization’s human assets through training and development. The course examines both micro issues and macro issues, including the transformative nature of the “learning organization”. It will enable students to assess training needs and design effective training programs to cater to the organizational strategy and the learning needs of employees.

Managing Rewards Systems

This course focuses primarily on base pay systems, incentive pay systems and employee benefits programs. It also provides in-depth coverage of sales, executive, and advanced individual performance pay issues.

Managing Workforce Flow

This course addresses how organizations acquire and deploy human assets, both internally and through outsourcing. Issues discussed include recruiting, selection, turnover, socialization, retention, and downsizing.

Managing the Global Workforce

The aim of this course is to provide students with a robust understanding of international HR practices and issues. In addition, the course targets building awareness and appreciation of the international business context and how HR can contribute as a strategic partner to enhance multinational’s performance and competitive advantage.

Capstone Project

This course will provide students with the opportunity to apply what they have learned throughout the graduate program. By the end of the course, the student will finalize a project that addresses an HR challenge within their organization or a company of their interest.