Class Type100% online, 6 & 12-week courses
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About Start Dates
Additional future start dates include:
Spring 2024
Jan 8, 2024Feb 19, 2024
Apr 1, 2024
Summer 2024
May 20, 2024Jul 1, 2024
Fall 2024
Aug 19, 2024Sep 30, 2024
Nov 11, 2024
Start dates for individual programs may vary and are subject to change. Please request free information & speak with an admission advisor for the latest program start dates.
Cost Per Credit
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The Franklin University Tuition Guarantee locks-in your first-term tuition rate for the duration of your associate, bachelor’s or master’s degree program, for as long as you remain actively enrolled.
Employ your skills by earning a human resource management degree
To stay competitive, employers need motivated, high-performing employees to complement their organizations. HR professionals are the ones who make it happen. Franklin’s transfer-friendly B.S. Human Resources Management degree program prepares you to execute key functions, such as hiring, developing and retaining employees.
Program Availability
IACBE Accredited
Our program follows best-practice standards for business education.
A Top-40 Best
Study HR from a program ranked "best" by College Choice.
SHRM-Aligned Curriculum
Learn relevant theory and recommended HR practices.
Real-World Practitioners
Benefit from the teaching and experience of HR professionals.
100% Online Classes
Earn your degree around your schedule.
Networking Opportunities
Build contacts and enhance your professional development.
Program Overview
Advance your career while helping others advance theirs
Through our Human Resources Management degree program curriculum, you’ll gain an understanding of essential candidate analysis techniques, compensation models, and training skills and methods, which will ultimately enable you to successfully execute key functions within any HR department.
As part of your HR major area courses, you’ll learn relevant skills that will prepare you to excel in any HR department. Bachelor’s-level students in the Human Resources Management major will:
- 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 degree program has been reviewed by the Society of Human Resource Management (SHRM) and recognized as aligning with SHRM's HR Curriculum Guidebook.
Learn from accredited curriculum taught by expert practitioners
Credentialed practitioners and respected experts in human resources teach our relevant curriculum, so you’ll learn real-world lessons from their years of experience. And Franklin’s Human Resources Management bachelor's degree program is accredited by the International Accreditation Council for Business Education (IACBE), a leader in outcomes-based accreditation in business, so you know you’re earning a respected degree with value in the workplace.
Earn your degree from a university built for busy adults
Earn your degree on your terms by taking classes 100% online. 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.
Michelle
B.S. Human Resources Management '15
"Franklin's course format helped me because the assignments were laid out for me and organized. I knew what I needed to complete and by when. It helped me with my time management and helped me to be successful."

SHRM Aligned
The bachelor's in human resource management program fully aligns with the Society for Human Resource Management's (SHRM) HR Curriculum Guidebook and Templates.

IACBE Accredited Program
The Ross College of Business at Franklin University has received specialized accreditation for its business programs through the International Accreditation Council for Business Education (IACBE) located at 11960 Quivira Road, Suite 300, Overland Park, Kansas, USA. For a list of accredited programs please view our member status page.
Learn MoreFuture Start Date
Start dates for individual programs may vary and are subject to change. Please request free information & speak with an admission advisor for the latest program start dates.
Your Best Value B.S. Human Resource Management
Choose Franklin's accredited B.S. Human Resource Management and get a high-quality degree that fits your life and budget.
Keep the Credit You've Earned
On average, students transfer in 2/3 of the credits required.
Transfer MORE Credits, Pay LESS tuition*
Have Credit? Save Time!
Previously earned credit saves you time toward your degree.
Completion time is calculated based on full-time status and average transfer credits.
Full-Time, One-Class-at-a-Time
Focus on one 6-week class at a time and maintain full-time status by taking 3 courses per term.
80% of the program can be completed by taking six-week course, one class at a time
Tuition Guarantee
Inflation-proof your degree cost by locking-in your tuition rate from day one through graduation.
Highly Recommended
98% of graduating students would recommend Franklin to their family, friends and/or colleagues.
Source: Franklin University, Office of Career Development Student Satisfaction Survey (Summer 2023)
Curriculum & Course Descriptions
In this course, students acquire the writing competence necessary for conducting and presenting research. A variety of assignments, beginning with personal reflections, build upon one another, as students develop ideas that respond to, critique, and synthesize the positions of others. Students systematize and organize knowledge in ways that will help them in all of their courses. The course also emphasizes the elements of good writing style, appropriate grammar and mechanics, clarity of language, and logical and cohesive development. It culminates in submission of a documented research paper.
This course introduces the student to statistics with business applications. The course covers both descriptive and inferential statistics. Topics included are: measures of central tendency; measures of dispersion; graphical displays of data; linear regression; basic probability concepts; binomial and normal probability distributions; confidence intervals; and hypothesis testing. These topics will be covered using a basic knowledge of algebra and Microsoft Excel. Note, this course has proctored exam(s).
Choose either MATH 140 Introduction to Quantitative Reasoning or MATH 150 Fundamental Algebra as the prerequisite. Course can count as a University elective.
An introduction to economic theory involving the basic underlying causes and principles of the operation of an economic system. Emphasis is placed on studying the economy as a whole. Issues of inflation, unemployment, taxation, business cycles and growth are discussed in the context of the global economic system.
2 credits from the following types of courses:
Choose from the Anthropology, Geography, History, Political Science, Psychology, or Sociology disciplines.
6 credits from the following types of courses:
Two courses from the Science discipline. One course must have a lab component.
6 credits from the following types of courses:
Choose from the Art, English Literature, Fine Arts, Humanities, Music, Philosophy, Religion or Theater disciplines.
This course introduces students to the Franklin University community and provides strategies for successful transition to and participation in that community. Topics include University resources and procedures, strategies for advancing communication skills, the use of electronic tools to participate in virtual environments, and the development of an academic and career plan.
This course prepares students to be successful lifelong learners both academically and in their chosen careers. Franklin courses require a high level of self-directed learning and focus on skills required in the workplace and the classroom that are easily transferable between the two environments. The course includes strategies for advancing communication skills, including the use of electronic tools to participate in virtual environments. The assignments and activities in the course are created to closely simulate teamwork found in the workplace.
By using applied critical and creative thinking, students in this course will develop a set of communication skills that will enhance their personal and professional relationships and endeavors. This course will focus on skill development in key areas such as self, perception, listening, verbal messages, conversations, relationships, conflict management, persuasion, and public speaking.
This public-speaking course emphasizes the fundamentals of extemporaneous speaking. Skill-building activities and assignments focus on research, organization, reasoning, style and delivery of presentations as well as listening and audience engagement.
This is an intermediate composition course focusing on writing for business and professional purposes. Students will review the writing conventions commonly expected within business and professional environments, as well as strategies for analyzing rhetorical situations within those environments. Coursework includes analysis, revision, and research exercises, as well as substantial practice in composing business correspondence. The final project is an extensive, researched business proposal developed in stages and presented to the class. Students will be encouraged to relate course materials to their major programs and workplace experiences.
This course is an introduction to financial and managerial accounting. It is designed for non-accounting majors. Financial accounting emphasizes how general purpose financial statements communicate information about the business's performance and position for users external to management. It emphasizes how the accountant processes and presents the information. The course also examines the major elements of the financial statements. The managerial accounting portion of the course studies internal reporting and decision-making. The course assists those who wish to learn "what the numbers mean" in a clear, concise and conceptual manner without focusing on the mechanical aspects of the accounting process.
A study of the everyday legal problems encountered in business with emphasis on the areas of legal procedure, contracts, agency, employment law, business organizations and torts, with cases relating to these and other areas.
An introduction to economic theory involving the examination of how decision making by firms and individuals is shaped by economic forces. Emphasis is placed on demand, supply, market equilibrium analysis, and basic market structure models. The invisible hand as the driving force for economic decisions as well as market externalities are discussed. The class concentrates on providing a balanced approach to studying economic agents' behavior and the global implications and outcomes.
This course is designed to survey the field of finance and provide the foundation for more advanced finance coursework. Topics include sources of business and financial information, financial statement analysis, the time value of money, the nature and measurement of risk, financial institutions, investments and corporate finance.
This course explores the basic concepts and processes of management. Students will explore the functional roles and processes of planning, leading, organizing, and controlling comprising the manager role. Students develop skills related to the manager function that are required in today's competitive environment.
Theory, strategies and methods are foundational to the informed practice of marketing. Students investigate the importance of marketing to an organization or cause, the interrelationship of the difference phases of marketing, the marketing of goods versus services, analysis and identification of markets, pricing strategies and digital marketing tactics.
Completion of ACCT 215 - Financial Accounting & ACCT 225 - Managerial Accounting can fulfill the ACCT 202 requirement.
An introduction to the human resources function and related elements and activities. The course outlines the roles and functions of members of the human resources department, as well as educating others outside human resources, in how their roles include human resources-related activities. The student will learn about the evolution in human resources management as we know it today. Emphasis is placed on the modern day importance of HRM and the new "corporate view" of the function. Additionally, the student will be exposed to the view of HRM from the perception of both management and subordinate employees. The importance of maintaining fair and equitable compensation and benefit programs will be discussed. The student will be exposed to practical situations and problem solving regarding areas of employee counseling, discipline and termination. Equal Employment Opportunity will be discussed in order for the student to understand its need, importance and the legal issues surrounding it. Other critical areas of training and development, staffing and strategy will also be explored.
This course examines all aspects of getting employees into organizations. Recruitment and selection are the foci. This course covers scientific and legal issues from a managerial perspective and examines the usefulness of various methods used in job analysis, testing and measurement, and internal and external market analysis. Legislation regarding EEO and affirmative action programs are discussed.
This course covers the theories and techniques of training and development from strategic and operational perspectives. Emphasis is placed on employee needs assessment, program design, implementation and evaluation. Learning theories and long-term development for global competitiveness are discussed.
This course is an in-depth examination of pay and benefit theories and practices. The course analyzes job evaluation techniques, salary surveys, individual and group performance-based pay, as well as insurance and pension plan administration.
This course evaluates the current environment of employee and labor relations. Students will compare and distinguish the differences between employee relations and labor relations environments. Topics such as handbooks versus contracts, employee discipline versus grievance procedures, and workplace compliance laws, such as ADA, FMLA, sexual harassment, and the Civil Rights Act are discussed.
Capstone course for HRM majors. Investigates the strategic management process from the HR perspective. Topics include strategic HR, strategic alignment, balanced scorecard and competitive strategic analysis. Intensive use of case analysis, including a cross-functional senior practicum with students from Finance, Marketing and Management Information Systems majors.
At least 4 credits from the following courses:
This course focuses on the development of individual and team decision-making and problem solving skills. Real world domestic and global issues will be analyzed, diagnosed, and evaluated through the application of a variety of quantitative and qualitative tools and techniques used to arrive at effective decisions and solutions.
This course focuses on global economic integration and emerging market economies and the effects these trends have on both service and manufacturing industries in the short- and long-term. Other global business issues will include: the European Union (EU), North American Free Trade Association (NAFTA), and the World Trade Organization (WTO); environmental considerations in business operations; the influences of the political and legal environment on markets; the strategies for business entry into a global market; and the development of leadership talent in a global setting.
Foundations of Entrepreneurship is an introductory course that examines the theory, practice, and tools of entrepreneurship. Various entrepreneurship structures and how such structures result in different unique pathways to success are explored. Students will focus on the importance of developing an entrepreneurial mindset as they assess their individual values and determine their affinity for entrepreneurial thinking, while also reviewing the risks and rewards of entrepreneurial businesses in the context of their chosen entrepreneurial philosophy. Finally, students will identify and evaluate opportunities for new ventures, and consider a strategic approach for successful business plan development.
This course uses a systems perspective to identify, select, develop, and evaluate solutions to document and improve the performance of individuals, groups, and organizations. Students will learn how to analyze performance problems and make recommendations at the employee, job, and organizational level that will assist the organization and its employees in achieving organizational goals and managing change. Students will also learn how to bridge the gap between organizational strategy, individuals, and departments.
This course provides students with an overview of the emergence and development of organizational development as a field, processes for diagnosis and intervention, and basic skills needed to facilitate individual, small group, and organizational change. The course will also cover key concepts in organizational transformation, organizational development in global settings, and future directions in the field.
This course focuses on the organizational processes and theoretical constructs related to organizational behavior. The roles of leaders, followers, and teams and their influence on the culture and performance of an organization are addressed through the analysis of key organizational behavior concepts and related cases. Topics will include: values, perception, attitudes, assumptions, learning, motivation, conflict, diversity, and change.
This course is designed to introduce students to the use of coaching skills for improving the adjustment and performance of individuals in an organizational setting. Topics to be covered include: the scope of coaching practice, optimal practitioner characteristics, benefits for coaches, related organizational dynamics, and coaching interventions and resources. This course also includes an emphasis on experimental learning through coaching practice activities.
This introductory course focuses on applying information technology to business strategies using databases. The student will gain a working knowledge of current database technology, including relational database concepts, database design, data extraction, and data warehousing while working with database applications. Note, this course has proctored exam(s).
This course introduces the fundamentals of Business and Data Analytics. Students will learn the fundamentals of business problem framing, data wrangling, descriptive and inferential statistics, data visualization, and data storytelling in analytics. Not open to students with credit for INFA 300.
36 credits from the following types of courses:
Any undergraduate courses offered by the University except developmental education courses.
All students are required to pass College Writing (ENG 120), and either Basic Learning Strategies (PF 121) or Learning Strategies (PF 321) prior to enrolling in any course at the 200 level or above. Students who enroll at Franklin with 30 or fewer hours of transfer credit are required to pass PF 121 Basic Learning Strategies in place of PF 321 Learning Strategies. Interpersonal Communication (COMM 150) or Speech Communication (SPCH 100) must be taken prior to enrolling in any course at the 300 level or above. Students must also meet the University algebra competency requirement.
Microcredentials Align with Job Essentials
In today's dynamic work environments, adaptive professionals thrive. A microcredential - either as a stand-alone course or integrated into your degree program - is a short, skill-specific recognition that enables you to demonstrate your competency in a distinct area. Like Franklin's degree programs, microcredentials are aligned with market and industry demand to ensure what you learn can be put to use right away. Microcredentials are easily shared via digital badges and can be stacked to create a unique portfolio of in-demand skills.
Program Details
2023 - 2024 Tuition | Cost Per Credit |
---|---|
Standard tuition | $398 |
B.S. in Nursing | $298 |
Current service members | $250 |
International students | $526 |
See How Franklin Compares
67% LESS IN TUITION
For students taking 31 credits per year, Franklin University’s undergraduate tuition for the 2023-2024 academic year is $12,338. According to Collegeboard.org, that's about 67% less than the national average private, nonprofit four-year college tuition of $38,070.
A learning outcome map functions as a roadmap to help guide students' progress through their program of study. Click HERE to view the B.S. Human Resource Management matrix.
1. To be awarded an undergraduate degree, students must:
- Successfully complete all courses required in the major program, including:
- General Education
- Business or Professional Core
- Major Area and Elective Courses
- Technical transfer credit (for specific degree completion programs only)
2. Meet these grade point average (GPA) requirements:
- All students must attain a minimum Franklin University cumulative GPA of 2.00
- All students must attain a minimum GPA of 2.25 in the major area, and each major area course must be completed with a grade of “C” or better to count toward degree requirements
3. Complete the residency requirement
- Students seeking a bachelor’s degree must complete a minimum of 30 credit hours at Franklin University to be eligible for a degree. Students seeking an associate’s degree must earn 20 credit hours overall in residence at Franklin University to be eligible for a degree.
4. Complete the payment of all requisite tuition and fees
5. Not be under disciplinary dismissal due to academic dishonesty or a violation of the Student Code of Conduct
Program Chairs and Academic Advisors are available for consultation to provide information and guidance regarding the selection of courses, the accuracy of schedules, and the transfer process. However, students are responsible for understanding and meeting the degree requirements of their major program or degree and for planning schedules accordingly.
Overall Residency Requirements
Students seeking a bachelor’s degree must complete a minimum of 30 credit hours at Franklin University to be eligible for a degree. Students seeking an associate’s degree must earn 20 credit hours overall in residence at Franklin University to be eligible for a degree.
Course Level Requirements
A student must have 40 credit hours overall that are equivalent to 300/400 level Franklin University courses for a bachelor’s degree. A student must have a minimum of 12 credit hours of courses that are equivalent to 200 level or above for an associate’s degree.
Business Core Requirements
Majors that have Business Core requirements are Accounting, Applied Management, Business Administration, Business Economics, Business Forensics, Energy Management, Entrepreneurship, Financial Management, Financial Planning, Forensic Accounting, Human Resources Management, Information Systems Auditing, Logistics Management, Management & Leadership, Marketing, Operations & Supply Chain Management, and Risk Management & Insurance. The Business Core is the foundation of the related academic disciplines appropriate for a baccalaureate degree in business. The purpose of the Business Core is to provide students with a conceptual understanding of organizations, how the functional areas interrelate to achieve organizational goals, and how to apply professional decision-making competencies and technical skills in today’s environment. After completing the Business Core, graduates will be able to:
- analyze an organization’s accounting information in order to develop sound business decisions
- identify and apply valuation models relevant to an organization’s financial decisions
- identify the impact of forces influencing the major functional areas of business (e.g., ethical, legal, technological, economic, global and social)
- apply marketing activities to the delivery of goods and services in business-to-business and business-to-consumer markets
- apply interpersonal and resource management skills to enhance business success
Business Principles (BSAD 110) is a Business Core prerequisite. Transfer students with the equivalent of four business courses are not required to take Business Principles.
Major Area Requirements
A student must have 20 credit hours in the major area that are equivalent to 300/400 major level Franklin courses for a bachelor’s degree. A student must have 12 hours of major area courses that are equivalent to 200 level or above for an associate’s degree. A minimum 2.25 GPA is required in the major area for students enrolled in either the associate’s or bachelor’s degree programs, and each major course must be completed with a grade of “C” or better to count toward degree requirements.
Capstone Requirement
Every major has a capstone experience for which credit cannot be transferred into the University. This is a Franklin course designed to integrate and assess the learning outcomes specific to each major as a whole. This course should be taken as the last major course. If, given the academic scheduling process and the student’s projected graduation date, this is not possible, then the student should have Senior Standing (90 or more credit hours), plus the skill-based General Education courses (COMM, SPCH, WRIT, MATH, COMP), all business or professional core courses, and the capstone prerequisite courses.
Subsequent Degree Requirements
Students pursuing subsequent bachelor’s degrees must earn in residency at Franklin University a minimum of 30 credit hours at the 200 level or above, of which a minimum of 16 credit hours must be major area courses equivalent to 300/400 level courses.
Additional Degree Requirements
Students seeking an additional bachelor’s (or associate’s) degree must successfully complete a minimum of 30 credit hours (including the major requirements) beyond the first bachelor’s (or associate’s) degree. (See the “Subsequent Degree” section of the Academic Bulletin.)
Transfer Credit
Transfer credit and credit awarded on standardized exams, proficiency exams or portfolio credit awarded by another institution will not count toward the residency requirement at Franklin University. Credit awarded based on proficiency examination or portfolio evaluation conducted by Franklin University may apply as appropriate major area credit, but will not reduce the hours required toward the residency requirement.
Name | Organization | Title |
Jon Umstead | Assurant | AVP, Strategic Growth & Business Development |
Gary Stroud | Franklin University | Faculty (Retired) |
Marian Jones | Wallick Companies | VP of HR |
Carly Childress | Schoedinger Funeral and Cremation Services | HR Manager |
Kim Shemenske | Design Group | Director of HR |
Amber Cercone | BMI Federal Credit Union | HR Manager |
Chris Rutter | Mount Carmel Health Systems | CHRO |
Kim Campbell | Mount Carmel Health Systems | Director of Enrollment Management |
Hear What Our HR Graduates Are Saying

"Franklin's course format helped me because the assignments were laid out for me and organized. I knew what I needed to complete and by when. It helped me with my time management and helped me to be successful."

"It's a great feeling to accomplish this goal and set an example for my son."

"This accomplishment has brought a sense of pride as well as confidence that I can do anything I set my mind to."

"Graduating college with a bachelor's degree has been a lifelong dream of mine. I am so grateful to Franklin University for helping to make my dream come true!"

"It was important for me to feel supported during my education. The 3+1 transfer program exceeded by expectations."

“Receiving my degree is one of the happiest moments of my life, as it solidifies the hard work and time dedicated to achieving this throughout these years. I now look forward to the future and opportunities ahead of me.”

"I’m over the moon and it feels so fantastic that words can’t describe it."

"Having this education from Franklin has really allowed me to be the successful, professional I am today and without it, I would not be where I am today for sure."
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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.
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.
Human Resource Generalist
Human Resource Generalists source, recruit, and interview prospective employees; support implementation of human resources programs, and mediate employee issues.
Labor Relations Specialist
Labor Relations Specialists assist with administering labor contracts, arbitration, grievances, and interventions related to employee welfare, benefits and workplace practices.
Recruitment Specialist
Recruitment Specialists facilitate the process of screening, interviewing, and hiring candidates, as well as onboarding new hires.
Training and Development Coordinator
Training & Development Coordinators create, implement, and evaluate workshops, seminars, events, and programs to support the professional development of staff.
Employment Outlook
From 2021-2031, jobs in Human Resources Management are expected to increase by 8%
All Occupations
2021 |
3,244,241 jobs
|
2031 |
3,488,363 jobs
|
Compensation and Benefits Managers
2021 |
15,116 jobs
|
2031 |
15,939 jobs
|
Computer Systems Analysts
2021 |
583,066 jobs
|
2031 |
637,828 jobs
|
Training and Development Managers
2021 |
44,858 jobs
|
2031 |
48,259 jobs
|
Web Developers and Digital Interfae Designers
2021 |
730,427 jobs
|
2031 |
792,808 jobs
|
Compensation, Benefits, and Job Analysis Specialists
2021 |
99,925 jobs
|
2031 |
107,182 jobs
|
Training and Development Specialists
2021 |
381,154 jobs
|
2031 |
423,832 jobs
|
Source information provided by Lightcast.
Knowledge & Skillsets
Gain in-demand skills sought by employers with curriculum that teaches you:
- 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
- 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
- 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
- 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
- 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
- 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
Get College Credit for What You Already Know
The certificates and training listed below are relevant to this degree program. Search our database to view pre-evaluated credentials and see how a license, certification or professional training saves you time and money toward your degree.
Frequently Asked Questions
Congratulations on wanting to finish your degree. At Franklin, we make it easy and convenient for busy, working adults to complete their bachelor's degree program alongside other commitments. Typically, a bachelor’s degree takes about 4 years of full-time study from start to finish. However, Franklin’s generous transfer policy can help you finish faster. Visit MyTransfer Credit to see how your previously earned credits can save you time toward your bachelor’s.
Franklin makes getting started easy and convenient. We offer three trimesters every year, with start dates within each. Talk to your admissions advisor to find the start date that works best for you.
Franklin University offers a quality education at a competitive cost so you can afford to invest in your future. Our per credit hour tuition rates (vs. per year or per term rates) enable you to get a realistic estimate of exactly how much your degree will cost - especially once you've factored in transfer credit. Our 2023-2024 tuition rate is $398 per credit hour and with our tuition guarantee, you can lock-in your tuition rate from your first term through graduation. Ask our helpful staff about available financing options and financial aid programs. Visit MyTransfer Credit to see how transfer credits could help you save time and money.
This is a four-year undergraduate degree program. Franklin's B.S. Human Resources Management degree program prepares you for all aspects of workforce acquisition and management, including candidate analysis, compensation and training.
With a B.S. Human Resources Management degree from Franklin, you'll have the skill set required for a career in training and development, employee relations, compensation, benefits, performance management and organizational development.
Being a self-described "people person" isn't enough to qualify anyone for a career dealing with personnel problems. But if you're the kind of person who enjoys administering a personal touch in a professional manner, then a bachelor's degree in human resources could be for you. Franklin's B.S. Human Resources Management degree program is ideal for anyone who's personable, friendly and wants to help solve employee-related problems and staffing issues.
Franklin's B.S. Human Resources Management degree program is anchored by its highly relevant curriculum, recognized by the Society for Human Resource Management (SHRM) as recommended course content for today's HR professional. Adding to that endorsement are Franklin's HR faculty members, academically qualified and industry-experienced leaders, who teach you how to apply what you learn for on-the-job success.
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