M.S. Human Resource Management Curriculum

M.S. Human Resource Management Curriculum

Curriculum in the M.S. Human Resource Management Program

The CCU Master of Science in Human Resource Management curriculum includes 10 courses designed to equip students with the knowledge and tools necessary to become an integral part of organizational leadership and the decision-making team. Each course in the online M.S. Human Resource Management degree is typically taken over a five-week time period. Weekly assignments are required, but the course design generally allows participants to complete coursework at the times and places that work best for them (prior to scheduled deadlines).

For Organizational Leadership online courses, CCU students utilize Blackboard Learn, a leading solution in electronic education, to participate in Master of Organizational Leadership classes that blend the latest in eLearning technology with the latest business theory and practice. Students attend classes electronically, do research using the Internet, exchange email, and participate in online discussions. Even assignments and tests are submitted online.

Highlighted courses

Students are required to complete 10 courses for the Master of Science in Human Resource Management. Some of the foundational courses include:

  • Organizational Systems and Change Management (HRM 512). This course covers a range of traditional and alternative organizational systems approaches that support enterprise-wide collaboration for enabling innovation as a strategic objective, leading organizational change from the inside out, fostering an entrepreneurial spirit and servant leadership. This course dovetails evidence-based systems analysis with Biblical principles applying a socio-technical framework for evaluating, initiating and managing organizational-wide business process improvement.
  • Compensation and Benefits Strategies (HRM 518). This course will expound upon the total rewards strategy which drives employee performance and aligns with organizational objectives. The course will cover both compensation and non-compensation elements and will explore cost/benefit analyses, outsourcing of compensation and benefits, special compensation circumstances such as workforce adjustments, employee separations, compensation structure changes, pay-for-performance, merit pay and salary survey designed and management.
  • Recruitment, Selection and Retention (HRM 525). This course will encapsulate recruitment both internally and externally, selection, testing, interviewing, entry, development, retention and succession planning. Students will be exposed to tools and methodologies such as needs assessments, gap analysis and emerging trends.
  • Labor Relations: Negotiation and Dispute Resolution (HRM 545). This course will review, disciplinary issues and procedures, legal, practical and psychological issues when counseling or disciplining an employee, collective bargaining, grievances, negotiations, union relations, conflict management, mediation and alternative dispute resolution. Students will be exposed to how the use of distributive and integrative techniques, holistic approach, and Christian based values, can defuse negative emotions, build rapport and trust, reduce conflict and establish mutual goals.

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