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MS in Human Resource Management
Request InformationGain the expertise you need to help drive your HR career forward with our contemporary master’s in human resource management program.
Next start dates
- Course-Based Courses with a set schedule September 27, 2021
- Tempo Learning® Go at your own pace October 04, 2021
Transfer Credits
- Up to 15 Credits
Expand Your Potential With a Master’s in Human Resource Management
Do you want to grow as an HR strategist and pursue higher-level roles in the field? Unlock your future with Walden’s MS in Human Resource Management program.
Our online master’s in human resource management program is focused on helping you graduate with the confidence to excel in your career. Explore the latest human resource (HR) strategies with SHRM- or HRCI-certified faculty who are current in the field. Use cutting-edge tools that empower you and practice tough conversations you may face in the workplace.
A master’s degree in human resource management focuses on leadership development and HR strategy to help students prepare for real-world HR challenges.
Train With Realistic Scenarios
Benefit from a digital program design that incorporates AI-driven simulations to help you build practical, applicable skills.
Prepare for SHRM Certification
Get all of the necessary materials to prepare for this career-boosting industry credential at no additional cost.
Learn From HR-Certified Faculty
Most of our instructors have SHRM or Human Resource Certification Institute (HRCI) credentials and are ready to help you prepare for certification.
Program Savings
*Course-Based: Receive up to a $3,000 grant if you reside in the U.S. and start this program on September 27, 2021. Contact one of our Enrollment Specialists to learn more.
Get Started NowTwo Ways to Learn
Choose from two degree completion options that are both designed for working nurses.
The course-based format may be a good option for you if you prefer an instructor-led approach and learning on a predetermined schedule.
Tempo Learning® is an alternative way to earn your Walden degree. It’s different from our standard course-based learning because you can work at a pace that makes sense for you, and progress once you’ve shown you understand a subject. With Tempo Learning®, you have the flexibility of online learning, plus the ability to personalize and control the length, cost, and pacing of your program.
Choose the learning path that fits your life and experience. Here are the two ways to earn your degree:
| Course-based learning |
Tempo Learning® |
|
|---|---|---|
| The standard, guided pace to earn your degree |
The flexible pace, ideal for some students |
|
| Time | Structured schedule |
Flexible schedule |
| Pace | Deadlines to make steady progress |
Set your own pace, and speed up or slow down when needed |
| Tuition | Pay by the course |
All-you-can-learn subscription fee |
| Support | Faculty guide you through your courses as you earn your degree |
Faculty support when you need it and a personal academic coach |
| Expert Walden Faculty |
✔ |
✔ |
| Payment Plans and Scholarships* |
✔ |
✔ |
*May not be available for all programs
Choose the Track That Is Right for You
TRACK I: Choose this track if you do not have a recognized human resource professional certification.
TRACK II: Choose this track if you’re an experienced HR professional and would like to tailor your program to your goals and interests.
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Curriculum
Minimum Degree Requirements
- 30 semester credits:
- Core courses (27 sem. cr.)
- Capstone (3 sem. cr.)
Courses
Course Code Title Credits CORE COURSES
MHRM 6101 Foundations of Human Resource Management
Students are offered a comprehensive overview of human resource management (HRM) as a strategic function, laying a foundation for the detailed course study that follows. Students explore the role of human resource professionals as strategic partners who focus on the mission and goals of an organization. Students examine traditional topics, such as organizational effectiveness and development, workforce management, employee and labor relations, and technology management. They also explore transformational topics such as HRM in a global context, diversity and inclusion, risk management, corporate social responsibility, and U.S. employment law. The course also includes an examination of talent acquisition, employee engagement and retention, learning and development, and total rewards in the context of the employee life cycle.
(3 sem. cr.) MHRM 6201 Individual and Organizational Performance Management
Performance management involves the ongoing activities of employee evaluation and development focused on achieving the organization's short- and long-term goals. Performance management also is required to meet ethical and statuary requirements. Looking at the continuous nature of performance management underscores the importance of identifying and supporting talent development. Students assess performance management systems within the context of the defined system metrics supporting the organization's goals, and they assess the role of performance management in strengthening the organization through diversity and inclusion.
(3 sem. cr.) MHRM 6301 Legal and Regulatory Environment
Successful organizations leverage the unique understanding of the legal and regulatory environments held by the human resource (HR) department to guide and advise the organization. In this course, students explore the laws that define and regulate multiple dimensions of the employer-employee relationship and the compliance requirements of the organization. This includes ethical behavior, employment agreements, pay structures, personnel policies, equity, access, dispute resolution protocol, hiring practices, and discrimination policies.
(3 sem. cr.) MHRM 6401 Human Resource Analytics
Understanding the value of an organization's human capital is crucial to its continuing success. Human resource (HR) management metrics provide the tools both for measuring value and for managing an organization's human resources. Students in this course explore HR analytics and metrics as tools for organizational and individual performance improvement. These tools establish a foundation for the effective deployment of performance metrics as part of the recruitment, talent development, and retention of human resources. They also facilitate alignment of the HR strategy with the business strategy. Students examine the power of analytics and an HR metrics dashboard. In addition, students investigate the role of human resource information systems (HRIS) and the importance of working with internal business partners from areas such as information technology, finance, and the executive team.
(3 sem. cr.) MHRM 6501 Conflict Management and Negotiation
Negotiation and conflict management are core responsibilities of human resource (HR) professionals and having the HR function as the conflict resolution facilitator is critical to employee/employer relationships. Taking a leadership role in facilitating conflict is critical to assuring employment law and regulatory compliance. In organizations with unionized workforces, the HR role in conflict resolution tactics may be constrained by collective bargaining agreements. Students in this course explore the challenges of conflict and dispute and work toward developing skills to identify different types of conflict solutions. Students engage in hands-on, practical exercises in negotiation and bargaining strategies as well as communication styles.
(3 sem. cr.) MHRM 6601 Benefits, Compensation, and Resource Allocation
An organization deploys compensation and benefits as part of its total rewards strategy to build relationships with employees and increase their engagement, which can help the organization to sustain a competitive advantage. At the same time, competitive pressures may result in the total rewards strategy becoming a cost issue for the organization. In this course, students explore both the technical and strategic aspects of overall compensation. Students examine legally required and discretionary benefits at the individual and group level as well as the societal implications of the total rewards strategy. With compensation and benefits representing the largest components of the human resource (HR) budget, students also explore the role of budgeting and resource allocation along with related processes within an organizational context.
(3 sem. cr.) MHRM 6701 Strategic Positioning and Social Change
In today's organizations, human resource management (HRM) plays an important strategic role and increasingly contributes to organizations' competitiveness and global presence. Students explore how more proactive and systemic human resource practices address strategic business challenges and opportunities throughout an organization. This may include talent acquisition and retention, innovation, and social change. Students build theory-based but strategic perspectives of HRM's organizational role and impact in creating a sustainable competitive advantage in a global economy.
(3 sem. cr.) MHRM 6751 Global and Cultural Effectiveness
The global landscape touches every organization in some manner, either directly through its employees and products or indirectly through its supply chain, strategic partners, and customers. The reality of a global workforce strengthens yet challenges an organization because of its diversity in areas such as cultures, social norms, practices, and beliefs. The human resource (HR) function works on behalf of the organization, its employees, and its leadership to achieve a unified and inclusive work environment by understanding and addressing the unique challenges of a globally diverse workforce, including legal and regulatory constraints. Students in this course analyze the potential for building an integrated, globally-diverse workforce that will effectively improve the organization's capacity and ability to thrive within this unique global landscape.
(3 sem. cr.) MHRM 6801 Organizational Effectiveness and Leadership
Achieving measurable progress toward the organization's goals, or the degree to which the outcomes are achieved, is the meaning of organizational effectiveness. It is a key responsibility of human resource (HR) departments to plan for and support the organization's ability (both in terms of capacity and agility) to achieve the goals. HR has a leadership position in building organizational effectiveness, since capacity is directly proportionate to people and talent, and agility is directly related to how well an organization and a team responds to the need for change. Having the right people in the right positions and anticipating and filling gaps in key talent areas collectively lead to an organization's success. This course prepares the student with the skills to design and lead key organizational initiatives that both build its capacity and competitively position it for success.
(3 sem. cr.) CAPSTONE
Choose one course from the following courses:
MHRM 6901 Capstone: Strategic Human Resource Management
The human resource (HR) management function has evolved into a strategic-partner role due to its broad organizational impact and potential for strategically advancing the organization's business agenda. As a strategic partner, the HR function is a part of the executive strategic planning team and can drive elements of the strategic plan. In this course students can develop a strong understanding of strategic planning as a key process and have the opportunity to develop critical knowledge and tools for understanding the organizational challenges for which the HR function can develop support. Students also explore how to align ethics and values with the strategy formulation process, align human resource strategies to the organization's strategies, and drive organizational success by helping create a competitive advantage.
(3 sem. cr.) MHRM 6902 Capstone: Meeting SHRM Competencies
In this capstone course, students evaluate the human resource (HR) content outlined in the SHRM Body of Competency and Knowledge (BoCK)®. The capstone challenges students to demonstrate proficiency in all SHRM competencies within the four SHRM Certified Professional modules: HR Competencies, People, Organization, and Workplace. Within each of these four professional modules, students critically examine issues related to HR's strategic role and responsibilities in a global environment. Specifically, students focus on laws and regulations, talent recruitment, management, retention, and rewards, as well as corporate social responsibility in the context of Walden's positive social change commitment. The capstone course content covers all of the SHRM competencies. Assessments include discussions, written assignments, and sample exams reflecting actual SHRM certification examinations.
(3 sem. cr.) VIEW ALL COURSES Tuition and Fees
Curriculum Component Requirements Cost amount Tuition 30 semester credit hours $955 per semester hour $28,650 Technology Fee Per semester $210 $1,050
$29,700*
*Tuition reflects the minimum time to completion. Time to completion varies by student, depending on individual progress and credits transferred, if applicable. Tuition and time to complete may be reduced if transfer credits are accepted, or if you receive grants, scholarships or other tuition reductions. Walden may accept up to 30 transfer credits. For a personalized estimate of the number of your transfer credits that Walden would accept, call an Enrollment Specialist at 855-646-5286.
Tuition and fees are subject to change. Books and materials are not included and may cost between $1,000 and $1,400.
- 30 semester credits:
-
Courses
Course Code Title Credits CORE COURSES
MHRM 6101 Foundations of Human Resource Management
Students are offered a comprehensive overview of human resource management (HRM) as a strategic function, laying a foundation for the detailed course study that follows. Students explore the role of human resource professionals as strategic partners who focus on the mission and goals of an organization. Students examine traditional topics, such as organizational effectiveness and development, workforce management, employee and labor relations, and technology management. They also explore transformational topics such as HRM in a global context, diversity and inclusion, risk management, corporate social responsibility, and U.S. employment law. The course also includes an examination of talent acquisition, employee engagement and retention, learning and development, and total rewards in the context of the employee life cycle.
(3 sem. cr.) MHRM 6201 Individual and Organizational Performance Management
Performance management involves the ongoing activities of employee evaluation and development focused on achieving the organization's short- and long-term goals. Performance management also is required to meet ethical and statuary requirements. Looking at the continuous nature of performance management underscores the importance of identifying and supporting talent development. Students assess performance management systems within the context of the defined system metrics supporting the organization's goals, and they assess the role of performance management in strengthening the organization through diversity and inclusion.
(3 sem. cr.) MHRM 6301 Legal and Regulatory Environment
Successful organizations leverage the unique understanding of the legal and regulatory environments held by the human resource (HR) department to guide and advise the organization. In this course, students explore the laws that define and regulate multiple dimensions of the employer-employee relationship and the compliance requirements of the organization. This includes ethical behavior, employment agreements, pay structures, personnel policies, equity, access, dispute resolution protocol, hiring practices, and discrimination policies.
(3 sem. cr.) MHRM 6401 Human Resource Analytics
Understanding the value of an organization's human capital is crucial to its continuing success. Human resource (HR) management metrics provide the tools both for measuring value and for managing an organization's human resources. Students in this course explore HR analytics and metrics as tools for organizational and individual performance improvement. These tools establish a foundation for the effective deployment of performance metrics as part of the recruitment, talent development, and retention of human resources. They also facilitate alignment of the HR strategy with the business strategy. Students examine the power of analytics and an HR metrics dashboard. In addition, students investigate the role of human resource information systems (HRIS) and the importance of working with internal business partners from areas such as information technology, finance, and the executive team.
(3 sem. cr.) MHRM 6501 Conflict Management and Negotiation
Negotiation and conflict management are core responsibilities of human resource (HR) professionals and having the HR function as the conflict resolution facilitator is critical to employee/employer relationships. Taking a leadership role in facilitating conflict is critical to assuring employment law and regulatory compliance. In organizations with unionized workforces, the HR role in conflict resolution tactics may be constrained by collective bargaining agreements. Students in this course explore the challenges of conflict and dispute and work toward developing skills to identify different types of conflict solutions. Students engage in hands-on, practical exercises in negotiation and bargaining strategies as well as communication styles.
(3 sem. cr.) MHRM 6601 Benefits, Compensation, and Resource Allocation
An organization deploys compensation and benefits as part of its total rewards strategy to build relationships with employees and increase their engagement, which can help the organization to sustain a competitive advantage. At the same time, competitive pressures may result in the total rewards strategy becoming a cost issue for the organization. In this course, students explore both the technical and strategic aspects of overall compensation. Students examine legally required and discretionary benefits at the individual and group level as well as the societal implications of the total rewards strategy. With compensation and benefits representing the largest components of the human resource (HR) budget, students also explore the role of budgeting and resource allocation along with related processes within an organizational context.
(3 sem. cr.) MHRM 6701 Strategic Positioning and Social Change
In today's organizations, human resource management (HRM) plays an important strategic role and increasingly contributes to organizations' competitiveness and global presence. Students explore how more proactive and systemic human resource practices address strategic business challenges and opportunities throughout an organization. This may include talent acquisition and retention, innovation, and social change. Students build theory-based but strategic perspectives of HRM's organizational role and impact in creating a sustainable competitive advantage in a global economy.
(3 sem. cr.) MHRM 6751 Global and Cultural Effectiveness
The global landscape touches every organization in some manner, either directly through its employees and products or indirectly through its supply chain, strategic partners, and customers. The reality of a global workforce strengthens yet challenges an organization because of its diversity in areas such as cultures, social norms, practices, and beliefs. The human resource (HR) function works on behalf of the organization, its employees, and its leadership to achieve a unified and inclusive work environment by understanding and addressing the unique challenges of a globally diverse workforce, including legal and regulatory constraints. Students in this course analyze the potential for building an integrated, globally-diverse workforce that will effectively improve the organization's capacity and ability to thrive within this unique global landscape.
(3 sem. cr.) MHRM 6801 Organizational Effectiveness and Leadership
Achieving measurable progress toward the organization's goals, or the degree to which the outcomes are achieved, is the meaning of organizational effectiveness. It is a key responsibility of human resource (HR) departments to plan for and support the organization's ability (both in terms of capacity and agility) to achieve the goals. HR has a leadership position in building organizational effectiveness, since capacity is directly proportionate to people and talent, and agility is directly related to how well an organization and a team responds to the need for change. Having the right people in the right positions and anticipating and filling gaps in key talent areas collectively lead to an organization's success. This course prepares the student with the skills to design and lead key organizational initiatives that both build its capacity and competitively position it for success.
(3 sem. cr.) CAPSTONE
Choose one course from the following courses:
MHRM 6901 Capstone: Strategic Human Resource Management
The human resource (HR) management function has evolved into a strategic-partner role due to its broad organizational impact and potential for strategically advancing the organization's business agenda. As a strategic partner, the HR function is a part of the executive strategic planning team and can drive elements of the strategic plan. In this course students can develop a strong understanding of strategic planning as a key process and have the opportunity to develop critical knowledge and tools for understanding the organizational challenges for which the HR function can develop support. Students also explore how to align ethics and values with the strategy formulation process, align human resource strategies to the organization's strategies, and drive organizational success by helping create a competitive advantage.
(3 sem. cr.) MHRM 6902 Capstone: Meeting SHRM Competencies
In this capstone course, students evaluate the human resource (HR) content outlined in the SHRM Body of Competency and Knowledge (BoCK)®. The capstone challenges students to demonstrate proficiency in all SHRM competencies within the four SHRM Certified Professional modules: HR Competencies, People, Organization, and Workplace. Within each of these four professional modules, students critically examine issues related to HR's strategic role and responsibilities in a global environment. Specifically, students focus on laws and regulations, talent recruitment, management, retention, and rewards, as well as corporate social responsibility in the context of Walden's positive social change commitment. The capstone course content covers all of the SHRM competencies. Assessments include discussions, written assignments, and sample exams reflecting actual SHRM certification examinations.
(3 sem. cr.) VIEW ALL COURSES Tuition and Fees
Progress at Your Pace. Control Your Cost.Walden’s Tempo Learning® programs follow a subscription-based pricing format. Students are billed a flat-rate for each 3-month subscription term. All pricing is represented in U.S. dollars and is subject to change.
Program Subscription Period Tuition Subscription Period Technology Fee Subscription Period Time Frame MS in Human Resource Management $2,700 $75 3-month subscription period
Financial Aid
Financial aid is available for this program. Our financial aid advisors can help you identify funding opportunities to help you pay for your education. -
Course Code Title Credits CORE COURSES
MHRM 6101 Foundations of Human Resource Management
Students are offered a comprehensive overview of human resource management (HRM) as a strategic function, laying a foundation for the detailed course study that follows. Students explore the role of human resource professionals as strategic partners who focus on the mission and goals of an organization. Students examine traditional topics, such as organizational effectiveness and development, workforce management, employee and labor relations, and technology management. They also explore transformational topics such as HRM in a global context, diversity and inclusion, risk management, corporate social responsibility, and U.S. employment law. The course also includes an examination of talent acquisition, employee engagement and retention, learning and development, and total rewards in the context of the employee life cycle.
(3 sem. cr.) MHRM 6201 Individual and Organizational Performance Management
Performance management involves the ongoing activities of employee evaluation and development focused on achieving the organization's short- and long-term goals. Performance management also is required to meet ethical and statuary requirements. Looking at the continuous nature of performance management underscores the importance of identifying and supporting talent development. Students assess performance management systems within the context of the defined system metrics supporting the organization's goals, and they assess the role of performance management in strengthening the organization through diversity and inclusion.
(3 sem. cr.) MHRM 6301 Legal and Regulatory Environment
Successful organizations leverage the unique understanding of the legal and regulatory environments held by the human resource (HR) department to guide and advise the organization. In this course, students explore the laws that define and regulate multiple dimensions of the employer-employee relationship and the compliance requirements of the organization. This includes ethical behavior, employment agreements, pay structures, personnel policies, equity, access, dispute resolution protocol, hiring practices, and discrimination policies.
(3 sem. cr.) MHRM 6401 Human Resource Analytics
Understanding the value of an organization's human capital is crucial to its continuing success. Human resource (HR) management metrics provide the tools both for measuring value and for managing an organization's human resources. Students in this course explore HR analytics and metrics as tools for organizational and individual performance improvement. These tools establish a foundation for the effective deployment of performance metrics as part of the recruitment, talent development, and retention of human resources. They also facilitate alignment of the HR strategy with the business strategy. Students examine the power of analytics and an HR metrics dashboard. In addition, students investigate the role of human resource information systems (HRIS) and the importance of working with internal business partners from areas such as information technology, finance, and the executive team.
(3 sem. cr.) ELECTIVE COURSES (Choose Five)
MHRM 6501 Conflict Management and Negotiation
Negotiation and conflict management are core responsibilities of human resource (HR) professionals and having the HR function as the conflict resolution facilitator is critical to employee/employer relationships. Taking a leadership role in facilitating conflict is critical to assuring employment law and regulatory compliance. In organizations with unionized workforces, the HR role in conflict resolution tactics may be constrained by collective bargaining agreements. Students in this course explore the challenges of conflict and dispute and work toward developing skills to identify different types of conflict solutions. Students engage in hands-on, practical exercises in negotiation and bargaining strategies as well as communication styles.
(3 sem. cr.) MHRM 6601 Benefits, Compensation, and Resource Allocation
An organization deploys compensation and benefits as part of its total rewards strategy to build relationships with employees and increase their engagement, which can help the organization to sustain a competitive advantage. At the same time, competitive pressures may result in the total rewards strategy becoming a cost issue for the organization. In this course, students explore both the technical and strategic aspects of overall compensation. Students examine legally required and discretionary benefits at the individual and group level as well as the societal implications of the total rewards strategy. With compensation and benefits representing the largest components of the human resource (HR) budget, students also explore the role of budgeting and resource allocation along with related processes within an organizational context.
(3 sem. cr.) MHRM 6701 Strategic Positioning and Social Change
In today's organizations, human resource management (HRM) plays an important strategic role and increasingly contributes to organizations' competitiveness and global presence. Students explore how more proactive and systemic human resource practices address strategic business challenges and opportunities throughout an organization. This may include talent acquisition and retention, innovation, and social change. Students build theory-based but strategic perspectives of HRM's organizational role and impact in creating a sustainable competitive advantage in a global economy.
(3 sem. cr.) MHRM 6751 Global and Cultural Effectiveness
The global landscape touches every organization in some manner, either directly through its employees and products or indirectly through its supply chain, strategic partners, and customers. The reality of a global workforce strengthens yet challenges an organization because of its diversity in areas such as cultures, social norms, practices, and beliefs. The human resource (HR) function works on behalf of the organization, its employees, and its leadership to achieve a unified and inclusive work environment by understanding and addressing the unique challenges of a globally diverse workforce, including legal and regulatory constraints. Students in this course analyze the potential for building an integrated, globally-diverse workforce that will effectively improve the organization's capacity and ability to thrive within this unique global landscape.
(3 sem. cr.) MHRM 6801 Organizational Effectiveness and Leadership
Achieving measurable progress toward the organization's goals, or the degree to which the outcomes are achieved, is the meaning of organizational effectiveness. It is a key responsibility of human resource (HR) departments to plan for and support the organization's ability (both in terms of capacity and agility) to achieve the goals. HR has a leadership position in building organizational effectiveness, since capacity is directly proportionate to people and talent, and agility is directly related to how well an organization and a team responds to the need for change. Having the right people in the right positions and anticipating and filling gaps in key talent areas collectively lead to an organization's success. This course prepares the student with the skills to design and lead key organizational initiatives that both build its capacity and competitively position it for success.
(3 sem. cr.) MHRM 6510 Personal Leadership: Mentoring and Coaching
Mentoring requires an understanding and integration of many theories, including leadership, interaction, and communication, that support the development of effective leaders. Students in this course understand and apply skills of effective mentoring, such as active listening, learning, empowering, and enabling change. Students engage in practical exercises, such as using feedback to create interactive dialogue and asking questions to acquire a deeper understanding of mentoring and coaching processes. In consideration of modern and virtual environments, students explore the challenges of mentoring or coaching individuals in a virtual or team setting.
(3 sem. cr.) MHRM 6610 Aligning Human Resources With Business Operations
Contemporary organizations typically strive to align human resources with their functional strategies and business units, lending to the fulfillment of the short- and long-term goals of the organization. In this course, students explore the role of effective human resource (HR) professionals, who engage with colleagues that lead these operating areas and develop HR solutions that support their success. Students identify and discuss the key drivers and metrics that managers in accounting, finance, information systems, sales, marketing, distribution, regulatory, supply chain, and other operating areas within the organization employ to craft their functional-level strategies. Students discover that this knowledge is what provides HR professionals the credibility to be valued partners with functional management figures, thus helping to prepare students for the inherent challenges of the HR manager role.
(3 sem. cr.) MHRM 6611 Managing People and Promoting Collaboration
Contemporary business environments are increasingly competitive, global, fast paced, and knowledge intensive. In these environments, effective use of human capital is vital to an enterprise's success and survival. In this course, students will explore practical issues related to developing individuals and managing collaboration and will examine the skills and strategies necessary to address them effectively. Students will examine ethical and legal implications of managing a diverse workforce including issues that arise from cross-cultural differences and virtual work settings. The importance of communication as a tool to manage internal and external relationships is emphasized as it relates to the effectiveness of managing people to achieve organizational goals.
(3 sem. cr.) MHRM 6625 Building Human Capital Through Training and Development
Training and development provides an organization's workforce the tools it needs to contribute to success. Students explore the processes of conducting a needs assessment and developing a training proposal that builds the business case for a training intervention for both individuals and groups, creating the basis for an annual training and development plan. Integrating adult and workplace learning theory into the development of training solutions, students learn how to design, implement, and evaluate the effectiveness of a training solution.
(3 sem. cr.) MHRM 6640 The Role of Human Resources in Mergers and Acquisitions
An integral component of the value created in mergers and acquisitions (M&A) is through human resources. Human resource professionals partner with senior management to support the organization before, during, and after an M&A event. Students in this course work toward developing the skills to analyze how cultural fit between organizations can impact M&A success, manage redundancy, recommend appropriate organizational structures, assess IT implications of combined payroll and benefits systems, design reward systems, and map professional development paths to retain valued resources. Students engage in a variety of application-based assignments to learn how to design and implement the communications strategy that is necessary to facilitate all M&A activities in a structured time frame.
(3 sem. cr.) CAPSTONE
Choose one course from the following courses:
MHRM 6901 Capstone: Strategic Human Resource Management
The human resource (HR) management function has evolved into a strategic-partner role due to its broad organizational impact and potential for strategically advancing the organization's business agenda. As a strategic partner, the HR function is a part of the executive strategic planning team and can drive elements of the strategic plan. In this course students can develop a strong understanding of strategic planning as a key process and have the opportunity to develop critical knowledge and tools for understanding the organizational challenges for which the HR function can develop support. Students also explore how to align ethics and values with the strategy formulation process, align human resource strategies to the organization's strategies, and drive organizational success by helping create a competitive advantage.
(3 sem. cr.) MHRM 6902 Capstone: Meeting SHRM Competencies
In this capstone course, students evaluate the human resource (HR) content outlined in the SHRM Body of Competency and Knowledge (BoCK)®. The capstone challenges students to demonstrate proficiency in all SHRM competencies within the four SHRM Certified Professional modules: HR Competencies, People, Organization, and Workplace. Within each of these four professional modules, students critically examine issues related to HR's strategic role and responsibilities in a global environment. Specifically, students focus on laws and regulations, talent recruitment, management, retention, and rewards, as well as corporate social responsibility in the context of Walden's positive social change commitment. The capstone course content covers all of the SHRM competencies. Assessments include discussions, written assignments, and sample exams reflecting actual SHRM certification examinations.
(3 sem. cr.) VIEW ALL COURSES Tuition and Fees
Curriculum Component Requirements Cost amount Tuition 30 semester credit hours $955 per semester hour $28,650 Technology Fee Per semester $210 $1,050
$29,700*
*Tuition reflects the minimum time to completion. Time to completion varies by student, depending on individual progress and credits transferred, if applicable. Tuition and time to complete may be reduced if transfer credits are accepted, or if you receive grants, scholarships or other tuition reductions. Walden may accept up to 30 transfer credits. For a personalized estimate of the number of your transfer credits that Walden would accept, call an Enrollment Specialist at 855-646-5286.
Tuition and fees are subject to change. Books and materials are not included and may cost between $1,000 and $1,400.
FINANCIAL AID
Many Walden degree-seeking students—67%—receive some form of financial aid.* Create a customized plan that makes sense for you.
*Source: Walden University’s Office of Financial Aid. Data reports as of 2018.
Find Ways to SaveProgram Savings
*Course-Based: Receive up to a $3,000 grant if you reside in the U.S. and start this program on September 27, 2021. Contact one of our Enrollment Specialists to learn more.
Get Started NowAdmission Requirements
Program Admission Considerations: A bachelor's degree or higher.
General Admission Requirements: Completed online application and transcripts. Please note that the materials you are required to submit may vary depending on the academic program to which you apply. More information for international applicants.
Choose From Two Capstone Options
You’ve got choices with Walden’s MS in Human Resource Management program. If you’re looking for hands-on experience as an HR strategist, opt for our traditional capstone format. If your focus is pursuing SHRM certification, the Meeting SHRM Competencies capstone can help set you up for success.
Capstone Option 1: Strategic Human Resource Management
Learn how today’s HR leaders can make significant contributions to the executive strategic planning process. Discuss how to align human resource strategies with the organization’s overarching business goals. Examine how HR can help create a competitive advantage in order to drive organizational success.
Capstone Option 2: Meeting SHRM Competencies
Explore the content outlined in the SHRM Body of Competency and Knowledge (BoCK)™. Work on mastering all SHRM competencies within the four SHRM Certified Professional modules: HR Competencies, People, Organization, and Workplace. Take a sample exam reflecting actual SHRM certification exams.
Become an Impactful HR Leader
Walden’s MS in Human Resource Management program can empower you to go beyond the transactional HR role and make a strategic contribution to your organization’s success. Learn from curriculum that is aligned with the SHRM competency model1 and explore key HR topics such as conflict resolution, workforce training and development, and organizational development. Practical learning experiences and expert instruction can potentially position you for the next level of your career.
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Jack McDonald
Program DirectorDr. McDonald has held a variety of managerial positions in marketing and marketing research consulting fields, including being the president and partner in a large, closely held firm. His experience includes all facets of marketing as well as strategic management and operational roles.
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Shannon Lynch
Academic CoordinatorA certified human resources professional through SHRM, Dr. Lynch has served in various capacities at Walden for more than 17 years. Having also been a school administrator for a number of years, she has the unique background of being both an educator and a human resource practitioner.
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Lila Jordan
Contributing FacultyDr. Jordan has been teaching in higher education for more than 10 years. She holds a Senior Professional in Human Resources Certification (SPHR) and an SHRM Senior Certified Professional certification (SCP). She is also a Certified Coach Practitioner (CCP) and a licensed school counselor.
Gain In-Demand Skills and Credentials
Whether you want to be a functional specialist or HR leader, Walden’s master's in human resource management program can help position you for the next level of your career. We’ve combined practical learning experiences and SHRM-aligned coursework to help put you at the forefront of an evolving field. Gain the advanced skills you need to be a business change-maker and blaze a path forward.
Learning Outcomes
Graduates of Walden’s online MS in Human Resource Management program will be prepared to:
- Demonstrate human resources knowledge in relation to being an internal strategic partner.
- Evaluate the strategic role of human resources in creating organizational capacity and agility.
- Examine the role of human resources in legal and regulatory compliance of an organization.
- Appraise the role of human resources in change management.
- Evaluate the role of human resources in facilitating social change opportunities.
- Demonstrate an understanding of human resource leadership responsibilities as an internal strategic partner.
Between high-tech advances, changing workforce demographics, and fluctuating economic conditions, the human resources field is undergoing a tremendous transformation. There is significant opportunity for those with the specialized knowledge and skills to lead global organizations through these changes. HR professionals with certification or a master’s degree are expected to have the best job prospects.2
An online master’s in human resource management can also potentially lead to higher earnings. According to the U.S. Bureau of Labor Statistics (BLS), the median annual wage for human resource managers was $116,720 in May 2019, with overall salaries ranging from $68,300 to $205,720 depending on skills and years of experience.2
An MS in Human Resource Management degree can prepare you to pursue career options such as:3
- Human resources/labor relations specialist
- Human resources manager
- Training and development specialist
- Compensation/benefits analyst
According to the BLS, employment of human resource managers is expected to grow
6%
through 2029—faster than average for all occupations.2
According to the BLS, the median annual wage for human resource managers was
$116,720
in May 2019.2An MS in Human Resource Management degree can prepare you to work in settings such as:
- Healthcare and social assistance
- Finance and insurance
- Educational services
- Manufacturing
Career options may require additional experience, training, or other factors beyond the successful completion of this degree program.
Resource Articles
What Is Human Resource Management?
Resource Articles
More than 6.5 Million Reasons to Get a Master’s in Human Resources
FAQ About Walden’s Online MS in Human Resource Management Program
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Human resource management is the business of managing an organization’s most valuable asset: people. If a business has employees, there is likely a human resource professional to help recruit, develop, and retain them. And many of these HR professionals, especially at the mid- and senior-management levels, hold a master’s degree in human resources, education and training that helps them provide value to both their organization and its employees.
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Among the options available to you when deciding where to earn your MS in Human Resource Management are your alma mater, a local college, or an online university. Unfortunately, you may not live near your former university. And attending classes on a local campus often means commuting and being obligated to a fixed time frame. Many working adults and those with other time demands choose an accredited online institution like Walden University to earn their master’s and further their HR career.
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According to the Bureau of Labor Statistics, demand for human resource professionals is on the rise. Between 2019 and 2029, more than 10,400 human resource managers and about 46,900 human resource specialists will be needed.* That’s a lot of opportunity, particularly for anyone who holds the right degree and credentials. Candidates with certification or a master’s degree—particularly those with a concentration in human resource management—should have the best job prospects.
*Bureau of Labor Statistics, Occupational Outlook Handbook, Human Resources Managers and Human Resources Specialists. National long-term projections may not reflect local and/or short-term economic or job conditions, do not guarantee actual job growth, and are subject to change.
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When looking to enroll in an HR management master’s program, you want to make sure it meets the requirements outlined by the Society for Human Resource Management (SHRM). Walden’s MS in Human Resource Management program fully aligns with the SHRM’s HR Curriculum Guidebook and Templates, which helps define HR education standards and helps business schools develop degree programs that follow these standards.
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An advanced degree can be an asset. Degree programs go into much more breadth and depth of content than a certification course requires. In the competitive environment we all face today, having a graduate degree may be the differentiator for career advancement or new opportunities. Many programs offer course credit in recognition of an active certification from SHRM, HRCI, or IPMA-HR. Walden recognizes certification from all three, which can potentially save you time and money in the completion of the MS in Human Resource Management program.
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There are many different careers and roles in human resource management, and most positions fall into one of two categories—HR generalist or HR specialist. The generalist’s role covers a wide range of responsibilities, including:*
- Staffing
- Training and development
- Workforce diversity
- Compensation management
- Personnel and workplace policies and procedures
Large organizations require an HR specialist with knowledge in specific areas of human resources. Some of the more common HR specialist roles include:*
- Workforce planning and employment
- Talent management
- Compensation and benefits manager
- Employee and labor relations
- Risk management
Questions about our MS in Human Resource Management?
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