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Human Resources Management

Program banner: Human Resources Management bachelor's degree at Franklin University
Program OverviewProgram DetailsWhy Choose Franklin

Advance your career while helping others advance theirs

Today's competitive job market requires human resources (HR) professionals who can help businesses select, develop, and retain employees that complement the organizational culture.

Through our Human Resources Management curriculum, you will be well qualified to execute key functions within the HR department, understanding essential candidate analysis techniques, compensation models, training skills, and methods. Plus, you'll find plenty of opportunities to network with fellow HR students and professionals in the field.

  • Discover ways to allow appropriate staffing
  • Encourage and initiate employee training and development
  • Apply organizational team-building concepts
  • Research compensation and benefits options spanning multiple industries
  • Learn to collaborate with employee and labor relations


Franklin's Human Resources Management Major has been reviewed by the Society of Human Resource Management (SHRM) and recognized as aligning with SHRM's HR Curriculum Guidebook and Templates.

Earn your degree from a university built for busy adults

Earn your degree on your terms by taking classes 100% online or pursue available coursework at one of our eleven Midwest locations. Regionally accredited and nonprofit, Franklin was built from the ground-up to satisfy the needs of adult learners. Our seamless transfer process and team of academic advisors will help ease your transition to becoming a student, while our flexible course schedules help to balance your education with work, family, and life. Get started on your future today!

Gain The Skills Employers Desire

  • Performance Management
    • Create strategic roadmaps to maximize employee performance and create business value
    • Manage difficult employee situations, including discipline and termination
    • Investigate employee issues and recommend solutions
    • Provide leadership and counsel on performance and development issues
    • Maintain and document performance management practices, ensuring organization-wide consistency
  • Talent Management
    • Attract, recruit, manage, and inspire A-list employees who move organizations forward
    • Drive best-in-class talent management and succession planning processes, ensuring the right talent, for the right roles, at the right time
    • Leverage social media to recruit and retain top talent
    • Use innovative assessment tools to assist in making optimal hiring decisions
    • Review and assess evaluations, salary surveys, and individual and group performance-based pay
    • Design and develop competitive compensation and reward strategies
    • Establish and maintain fair and equitable compensation and benefit programs
    • Assess and recommend insurance and pension plan packages
    • Create long-term human capital development initiatives to establish global competitiveness
  • Workforce Planning
    • Identify key forces impacting future workforce, such as skill shortages, economic conditions, and business strategy changes
    • Understand state of the workforce in terms of metrics and trends, developing key insights into the “story behind the data”
    • Partner with business leaders on workforce planning strategies, addressing core skill gaps, and resource shortages
    • Prepare personnel forecasts in order to project future employment needs
    • Build comprehensive, measurable action plans to close workforce gaps
  • Legal Compliance
    • Ensure HR functions are in compliance with company policies and procedures, as well as federal, state, and local laws
    • Understand the need, importance, and the legal requirements of Equal Employment Opportunity laws
    • Protect organizations from liability and avoid legal risk through comprehensive understanding of labor legislation
    • Adhere to workplace compliance laws, such as ADA, FMLA, sexual harassment, and the Civil Rights Act
    • Conduct compliance reviews to keep HR policies current with federal and state regulations
  • Organizational Development
    • Facilitate seamless change within organizations, while minimizing adverse impact on employees
    • Systematically diagnose organizational issues and develop appropriate solutions
    • Design organizational structures and processes to promote efficiency and employee commitment
    • Work with functional leaders to design processes that ensure the success of organizational business strategies
    • Evaluate and implement corporate-wide development, training, and change initiatives in support of business strategies
  • Employee & Labor Relations
    • Implement and manage labor relations strategies and plans
    • Create programs that foster communication and favorable work environments
    • Ensure individual and collective relationships between business and people are healthy, open and collaborative through appropriate organizational and management communication

Career Opportunities

  • Compensation Analyst

    Compensation Analysts assess salary ranges and increases, and classify job responsibilities to ensure alignment with market changes and compliance with regulations.

    View Salary Trends
  • Employee Relations Supervisor

    Employee Relations Supervisors act as liaison in the resolution of issues and concerns regarding compensation and benefits, workplace safety, training, recruitment, and development.

    View Salary Trends
  • Human Resource Generalist

    Human Resource Generalists source, recruit, and interview prospective employees; support implementation of human resources programs, and mediate employee issues.

    View Salary Trends
  • Labor Relations Specialist

    Labor Relations Specialists assist with administering labor contracts,  arbitration, grievances, and interventions related to employee welfare, benefits and workplace practices.

    View Salary Trends
  • Recruitment Specialist

    Recruitment Specialists facilitate the process of screening, interviewing, and hiring candidates, as well as onboarding new hires.

    View Salary Trends
  • Training & Development Coordinator

    Training & Development Coordinators create, implement, and evaluate workshops, seminars, events, and programs to support the professional development of staff.

    View Salary Trends

Employment Outlook

From 2010-2020 jobs in Human Resources Management are expected to increase by 19%.

In 2010 there were 44,894 job openings related to Human Resources Management. That same year, 13,913 students completed programs in Human Resources Management.

In 2010 there were 44,894 job openings related to Human Resources Management. That same year, 13,913 students completed programs in Human Resources Management.
Occupations Job Openings (2010) Expected Growth
(2010-2020)
Compensation and Benefits Managers 1,119 2.9%
Human Resources Managers 5,842 18.6%
Training and Development Managers 1,498 13.4%
Human Resources, Training, and Labor Relations Specialists, All Other 22,311 19.2%
Compensation, Benefits, and Job Analysis Specialists 3,080 3.1%
Training and Development Specialists 11,043 28.4%

Source information provided by Economic Modeling Specialists International (EMSI)

Our Recipe For Your Success

Academic & Industry Experts

Classes are taught and designed by credentialed professionals with real-world experience.
 

  • Programs are designed by combining the insight of industry leaders with the academic expertise of our faculty, ensuring what you learn translates into on-the-job success.

  • Academic concepts and theories are brought to life through our teaching faculty’s professional expertise, and can be immediately applied in your career.

  • Faculty with industry experience teach our courses, not graduate students or life-time academics, so you learn not only the theories behind the practice but also how to apply them in real-world situations.

Relevant & Consistent Curriculum

What you learn is a reflection of the program you choose, not the format in which it’s applied.
 

  • All programs are designed for learning outcomes to flow from the program level into actual coursework.

  • This top-down approach allows credentialed professionals to customize assignments based on trending industry topics without deviating from a program’s core outcomes.

  • Regardless of your professor or the format of your class, you receive the same quality education.

Hands-On Learning Experience

Franklin's coursework teaches not only theories and concepts, but also how they apply to practical situations.

 

  • Professional course designers ensure that class activities such as learning simulations, case studies, interactive videos, and group exercises are relevant and appropriate.

  • A curriculum development team is dedicated to making sure all courses are intuitively designed so content is taught in a logical manner that facilitates your success in the classroom and beyond.

Continuously Evolving Programs

Consistent program reviews ensure our programs stay at the forefront of industry trends.
 

  • Survey results and feedback from student and faculty assessments are reviewed regularly so that our programs are always improving and up-to-date.

  • A structured review process helps identify industry gaps that guide curriculum enhancements allowing our academic and industry experts to regularly implement new industry trends.

  • Regular assessment provides hard data that is used to improve student learning and teaching methods.

Get the details

Read course descriptions, learn about degree options, and meet program faculty.

View Program Details