Our online human resources management degree program can help you gain the strategic, organizational, and analytical skills that today’s employers are seeking.
If you’re a mid-career professional who wants to move from your role as a human resource generalist or functional specialist toward taking on more strategic responsibilities in your organization, this specialization may be right for you. Explore the essentials of functional human resource management combined with strategic human resource elements. Study ways to think and plan strategically as you broaden your understanding of legal and regulatory issues and acquire skills in building vibrant and diverse teams. At the culmination of the program, you can complete a capstone course that examines core management challenges faced by general human resource managers.
This specialization can help you prepare for a mid- to senior-level position in:
This sequence represents the minimum time to completion. Time to completion will vary by student, depending on individual progress and credits transferred, if applicable. For a personalized estimate of your time to completion, call an enrollment advisor at 855-646-5286.
The program’s courses are delivered online in a prescribed sequence.
|Course Code||MHRM 6100||Course||Foundations of Human Capital Development||Credits||(3 sem. cr.)|
|Course Code||MHRM 6110||Course||Talent Management||Credits||(3 sem. cr.)|
|Course Code||MHRM 6120||Course||Human Resource Metrics||Credits||(3 sem. cr.)|
|Course Code||MHRM 6600||Course||Performance Management||Credits||(3 sem. cr.)|
|Course Code||MHRM 6130||Course||Negotiation and Conflict Resolution||Credits||(3 sem. cr.)|
|Course Code||MHRM 6140||Course||Budgeting and Resource Allocation||Credits||(3 sem. cr.)|
|Course Code||MHRM 6605||Course||Strategic Human Resource Management||Credits||(3 sem. cr.)|
|Course Code||MHRM 6635||Course||Managing Business Partner Relationships||Credits||(3 sem. cr.)|
|Course Code||MHRM 6645||Course||Building Organizational Capacity Through Succession Planning||Credits||(3 sem. cr.)|
|Course Code||MHRM 6900||Course||Capstone: Human Resource Planning in Action||Credits||(3 sem. cr.)|
The field of human resource (HR) management continues to evolve and is becoming central to the strategic health of organizations. Students in this course establish a foundation of knowledge centered on the exploration of a framework of human capital development that students can use as a baseline for enhancing the practice of human resource management. Students explore keys to success in the program, including goal setting and priority establishment, time management, the basics of effective communication, the use of feedback and reflection, and effective work in group or virtual settings. Students are also provided with a brief introduction to Walden University, graduate studies at Walden and related processes and policies, the MS in Human Resource Management program, and the essentials of scholarly writing.
One of the most important assets of an organization is its talent, in other words, its human capital. However, too often there is little planning or strategy applied to the creation and management of this huge asset. In this course, students have the opportunity to develop the skills and knowledge to create and work effectively within a talent management and planning process. They explore recruiting strategies within a human capital development context and focus on building specific skills in managing an organization's talent through position planning, talent selection and placement, and retention. Using industry best practices, students also engage in applications and group projects to practice developing initiatives that align with organizational strategies.
Understanding the specific value of the human resource (HR) capital of an organization is crucial. Metrics for HR management provide the tools for both measuring human capital value and for overseeing and managing an organization’s human resources. Students in this course explore HR metrics as tools for organizational and individual performance improvement. They work toward establishing a foundation for the effective deployment of performance metrics as part of the recruitment, training and development, and retention of human resources. Students learn which metrics to employ and how to manage the results—a pivotal responsibility of HR managers. Students in this course are provided with the tools to make informed decisions required to create, apply, interpret, and manage results of appropriate metrics as an HR professional.
Performance management is a set of practices and processes that creates career opportunities to attract appropriate resources, establishes an environment that nurtures individual productivity and development, and smoothly transitions individuals to their next position or organization. Students in this course are provided with the opportunity to address these three key sets of processes. They practice writing job descriptions, selecting the right employees, developing skill-based performance standards, effecting relevant onboarding programs, and implementing educational and training programs intended to drive the success of employees and the organization as a whole. They explore how to maximize employee productivity through structured feedback, coaching, reflective performance development conversations, effective compensation models, employee recognition programs, and career development paths. Students also examine ways to improve performance management systems by integrating feedback from the exit interviews of valued employees.
Effective business practice requires the ability to handle important negotiations, from internal disputes to international mergers, as well as the knowledge of methods and tools to prevent, manage, and break inherent conflict. Students in this course explore the challenges of managing people in times of perceived conflict and dispute, and they work toward developing skills to identify different types of conflict situations. They engage in hands-on, practical exercises in general contingency thinking and action approaches, negotiation and bargaining strategies, and communication styles designed to help them resolve conflicts and move toward win-win outcomes.
Students in this course explore the role of budgeting and resource allocation along with related processes within the organizational context. Students examine processes related to managing budgets and strategies to effectively read, interpret, and communicate the often complex financial information related to both unit and organizational performance. Students also explore the implications of resource availability as well as methods to plan for and prioritize the use of resources, while considering ethical issues related to sustainability and resource scarcity.
In today’s organization, human resource management plays an important strategic role and increasingly contributes to its competitiveness. Students will explore how a more proactive and systemic approach to human resources addresses strategic business challenges throughout the organization---market positioning, talent acquisition, innovation, product development, quality, customer service, and operating functions. Students will see how results-based performance management is tied to the organization’s strategic agenda. Students will compare different theoretical perspectives of strategic human resource management and see the value of preparing employees of the future today to create sustainable competitive advantage.
Human resource departments are increasingly becoming networked organizations. Students in this course will learn the skills needed to evaluate build-or-buy alternatives for meeting human resource needs, negotiate contracts with service providers, develop service-level agreements, and track progress of ongoing contracts. Students will examine how the human resource professional can leverage systems to integrate vendor-supplied services, such as training, consulting, recruiting, assessment, coaching, and information systems.
Organizations need to identify strategic talent today for their future success. In this course, students explore the processes that define an organization’s future human resource needs, identify the gaps between today’s resource requirements and future needs of the organization, and develop strategies to meet these needs. Through interactive discussion and practical exercises, students learn how to develop internal talent profiles, define career management tracks, conduct internal recruiting, develop comprehensive succession planning strategies, and use information technology to support these activities.
Students in this integrative course synthesize knowledge gained through the program to examine how a human resource professional can direct individual and organizational performance to build an organization that delivers on its value proposition, builds sustainability, and impacts positive social change. The course is built on the fundamental idea that individual people can effect great change in organizations and communities of all sizes by changing themselves. Students will build upon this to develop an evidence-based, formally researched, annual human resources operating plan for an organization or not-for-profit with which they are familiar.
|Course Code||MHRM 6611||Course||Managing People and Promoting Collaboration||Credits||(3 sem. cr.)|
|Course Code||MHRM 6510||Course||Personal Leadership: Mentoring and Coaching||Credits||(3 sem. cr.)|
|Course Code||MHRM 6615||Course||Legal and Regulatory Environment of Human Resource Management||Credits||(3 sem. cr.)|
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. Topics include planning and executing staffing strategies, developing individuals, fostering positive work environments, creating and sustaining teams, maintaining influence in the organization, managing a global workforce, managing programs for productivity improvement, and planning and managing the human side of organizational change.
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.
Successful organizations leverage their knowledge of the legal and regulatory environment to proactively develop their human resources strategy. In this course, students explore the laws that define multiple dimensions of the employer-employee relationship, including employment agreements, pay structures, personnel policies, equity, access, and dispute resolution protocol. Engaging in a variety of assignments designed to help students apply course content to real-world issues, they work toward developing business intelligence skills to track the dynamic legal environment and work with legal partners in the organization to implement human resource strategies globally.