Human Resource Management MBA

Overview:

MBA students specializing in HR can create strategic human resource plans, initiatives, and activities to meet organizational needs and significantly impact the success of an organization. We’ve researched and designed specialized coursework covering the latest HR best practices and management strategies. Everything learned in the classroom is hands on and about applying theory. Key topic areas include creating and implementing strategic human resources initiatives; evaluating the effectiveness and financial impact of human resource activities; talent recruitment, training, development, management, reward and retention strategies; effective labor relations practices; and creating healthy, safe, and compliant work environments.

Who Will Benefit From This Program:

No matter if you’re already in an HR focused career or not, any student who is interested in making a positive strategic impact on every part of an organization will benefit from this program. If you enjoy creating systems and procedures to recruit, select, motivate, assess, grow, and retain employees, the HR specialization will take you down the pathway towards managerial or leadership positions within any company. For those interested in national HR certification examinations, this specialization prepares students to take the PHR (Professional in Human Resources) or the SPHR (Senior Professional in Human Resources) from the Human Resources Certification Institute as well as the SHRM-CP (Certified Professional) and SHRM-SCP (Senior Certified Professional) from the Society of Human Resource Management. Career opportunities for those pursuing the HR Specialization include but are not limited to private corporations, government agencies, non-profits, and colleges.

Courses & Structure:

RECOMMENDED PREREQUISITE:

• MBA 510 – ORGANIZATIONAL BEHAVIOR

REQUIRED COURSE:

• MBA 550 – FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT – 3 hours – This MBA HR course is designed to provide an in-depth examination of the issues facing the manager and his or her employees. Through text readings, case studies, experiential exercises, internet activities and research, MBA students will learn to integrate theory and application in managing Human Resources effectively in their organization.

CHOOSE 2 OF THE FOLLOWING:

• MBA 551 – LABOR RELATIONS AND COLLECTIVE BARGAINING – 3 hours – This course surveys the current field of employee-employer relations, with particular attention to union-management relations. It provides a historical perspective of the social, economic and legal factors influencing the development of unions and union-management relationships. The primary focus is the current legal framework and organizational collective bargaining in the United States. The bargaining process and negotiations are explored in the private and the public sector. The course examines many aspects of unions and the process of certifying and decertifying unions.
• MBA 552 – TRAINING AND DEVELOPMENT – 3 hours – This course is designed to familiarize you with the roles and practices of training and development in organizations. The overarching objective is to enable each student to learn how to assess, develop, execute and evaluate a training program. To reach this objective, we will review academic and practitioner oriented research in the field of training and development. This would include some basic concepts of training such as motivation and learning theory, needs assessment and evaluation of training programs. Different types of training programs will be examined including orientation, skills training, team building, management development, organizational development, multicultural and diversity training.
• MBA 553 – COMPENSATION AND BENEFITS – 3 hours – This course surveys both the theories behind employee reward, including basic compensation and the basis therefore as well as additional employee benefits provided by the company. Developing an effective and efficient system of compensation for labor and benefits created should be a principal goal of the cost-conscious organization. Consideration is made for discriminatory pay practices which may significantly play into the manager’s response to wage concerns. The course examines both processes of employee performance appraisal and administration of benefits.