Online MHRM Curriculum

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.

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.

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.

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.

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.

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 tothe organizational strategy and the learning needs of employees.

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-benefitanalysis 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).

This course covers principles of law associated with the employment relationship. The focus is on understanding the legal process as it relates to employment issues, and developing the ability to research legal issues effectively.

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.

This course provides a foundation for understanding diversity and inclusion in the workplace and the implications of working in diverse organizational environments in the United States. Specifically, this course is designed to help students understand why diversity, equity, and inclusion are essential to organizations using a human resources lens. Further, students will consider how HR partners with the business to create strategies and execute various DEI initiatives (e.g., recruiting, interviewing, mentoring, managing internal talent, and training and developing employees).

The course focuses on strategic HR practices and organizational development tools and techniques to provide a methodology to improve a company's organizational capability, competitive advantage, and quality of work life. Using lectures, case studies, exercises, and two projects, students will learn to plan, execute, and evaluate organizational change programs.

This course introduces students to the fundamental logic, metrics, and methods necessary to conduct HR analytics. Organizations are increasingly relying on HR Analytics to improve decision-making in human resources, and ultimately contribute more effectively to organizational effectiveness. HR practitioners need to be skilled in understanding (1) the types of problems that can be addressed using HR analytics, (2) how to analyze and interpret human resource data, (3) how to evaluate the validity of those analyses, and (4) how to communicate analytical and statistical results in a way to influence decisions. The course is designed to teach basic HR Analytics skills and critical thinking skills concerning HR decision-making. The course will involve data analysis and statistics, but its emphasis is on application and real-world problem-solving.

This course develops students' ability to strategically apply analytics to address HR-related challenges and improve organizational performance. By emphasizing data-informed decision-making, the course ensures students build the confidence to lead data-driven HR initiatives in professional environments. The curriculum covers essential analytical skills and practical knowledge, guiding students through the process of implementing HR analytics as part of a structured project planning approach. The course explores the three levels of analytics: descriptive (analyzing past performance), predictive (forecasting future trends), and prescriptive (recommending data-based actions).

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.

Human Resources Management in Healthcare will introduce students to human resources practice in the nation's largest and fastest-growing industry. Initially, students will be introduced to healthcare operations. The course will then explore HRM functions (staffing, DEI, compensation and benefits, employee relations, and labor relations) as they impact the performance of healthcare entities. The course will also examine the implications of the unique regulatory environment governing healthcare workers.

This course focuses on the operation of the labor market, and how economic forces and demographic trends affect a firm, its workforce, and the employment relationship. Topics will include economic reasoning and current research on labor demand, labor supply, demographic trends and projections, education and training, unions, discrimination, and unemployment.

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.

Leadership theory and its application to work organizations, including unions, non-profits and businesses. Leadership of small groups and large organizations; leadership diversity and development.

Negotiation strategy and tactics including positional, interest-based, and other theoretical approaches; rights, power, leverage, concessions, and commitment; applications include business and labor contexts; negotiation skill development.

This course addresses how to achieve an inclusive workplace; issues related to race, ethnicity, age, gender, religion, sexual orientation, disability, and other aspects of diversity in work organizations.