M.S. in Human Resource Management

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Develop your own talent with a master’s in HR

Human Resources is a complex animal, impacting both organizational performance and personnel. Franklin’s M.S. in Human Resource Management prepares you to become a strategic partner to the C suite – affording you the opportunity to advance your organization’s mission as well as your career. Our online Human Resource master's program can help you advance your leadership capabilities, including overseeing complex employee benefit plans, dealing with changing labor laws, and developing a talent management strategy.

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IACBE Accredited

Our program follows best-practice standards for business education.

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.

No GMAT or GRE

Bypass expensive, time-consuming tests with a 2.75+ GPA.

16-Month Completion

Finish your master's in human resource management faster.

Master's in HR Overview

Secure top talent and lead global workforce initiatives

The transfer-friendly master's in Human Resources program from Franklin University prepares graduates for overseeing complex employee benefit plans, understanding changing labor laws, and becoming "strategic partners" to CEOs - providing an opportunity to advance your career and your organization’s mission.

Tap into the extensive real-world expertise of Franklin’s highly qualified instructors to help guide you through our HR curriculum and complete your online master's in Human Resources program in as few as 16 months.

Develop and implement training, performance management, and total reward systems
Manage change and labor-management practices in a global environment
Recognize international human resources management practices, making adjustments for cross-cultural differences
Critically analyze and recommend strategic action plans to implement strategies that foster collaboration, work/life balance, and commitment
Apply learning and new insight immediately at work

Master's in HR Courses & Curriculum

36 Semester Hours

Course Sequence (36 hours)

HRM 701 - Human Resource Management (4)

This course provides a framework for an in-depth understanding of day-to-day, practical approaches/aspects of problems/challenges that impact the human resource management field. Topics include recruiting, hiring, training, retaining, rewarding, and promoting employees; compensation and benefits; employment planning, performance management systems, and succession planning; labor relations; and managing organizational relationships.

HRM 702 - Employee Rights, Responsibilities, Discp (4)

The primary purpose of this course is to introduce the principle theories and practices in the area of employment and workplace law. Topics include the federal and state laws associated with hiring, firing and discipline, medical leave (including FMLA, ADA and worker's compensation), discrimination, harassment, immigration, labor law, unemployment compensation, workplace privacy. Additional topics may include workplace investigations, workplace violence and employment-related legal processes, including EEOC Charges and lawsuits.

HRM 703 - Labor Relations: Process & Law (4)

This course examines employment relations from a historical perspective including the creation and rise of unionism, the evolution of collective bargaining, recent civil rights acts affecting the workplace, and concludes by envisioning what the future may hold regarding employee, employer relations. Topics include the role and responsibilities of the HR manager with regard to employment relations, the legal framework of contract negotiations and administration through the lens of the National Labor Relations act and strategies and tactics used for union avoidance.

HRM 704 - Performance Appraisal Systems (4)

This course provides an in-depth understanding of performance appraisals and related issues. Topics focus on goal-setting, feedback and the rating process.

HRM 705 - Compensation Design & Administration (4)

This course examines compensation and benefits administration and design of compensation systems, job evaluation, internal and external pay equity, wage and salary surveys, pay-for-performance plans and other forms of financial and non-financial incentives. Topics include the pay model, the role of unions, benefit options, pay for performance plans, appraisals, benefit options, and legal issues surrounding wages and benefits in domestic and international settings.

HRM 706 - Organizational Development/Intervention Intervention (4)

This course addresses the need for planned change focused on an organization's ability to compete strategically. The framework of consultation as helping organizations reach a level of optimum performance will be applied. Topics addressed include individual, team, and organization-wide interventions that can raise productivity/quality, improve competitiveness, increase skills, morale, and commitment.

HRM 708 - Strategic Human Resource Planning (4)

The course will introduce students to the field of strategic human resource management (SHRM). Current topics in SHRM that have resulted from environmental and organizational challenges, e.g., technology, globalization, legislation, restructuring, work/life balance, changing labor markets, are discussed Emphasis will be placed on problem solving issues, policies, and practices affecting HR specialists, practitioners, and managers.

HRM 709 - International Human Resource Management (4)

This course examines the major factors involved in managing international assignments including strategic selection, training, organizational development, cultural adjustment, repatriation, and immigration.

HRM 710 - Capstone Project (4)

Directed research allows the students an opportunity to conduct an independent research project or examine a specific area of interest under the mentorship of a professor. This course also equips students to conduct the types of research and information-gathering projects that are a significant part of the organizational life of most HR managers and leaders. Students will submit a proposal to formulate and develop a project.

Master's in Human Resources Program Details

Tuition Costs

2019 - 2020 Tuition	Cost Per Credit
Standard tuition per credit hour	$670
Current service members	$536
Graduate Prerequisite Courses (500 level)	$398*

*effective Spring 2020

Program Learning Outcomes

A learning outcome map functions as a roadmap to help guide students' progress through their program of study. It shows where each outcome is Introduced (I), Reinforced (R), and Assessed (A) within the program's curriculum.
	1	2	3	4	5
HRM 701	I	I	I	I	I
HRM 702	R	R	R	R	R
HRM 703	R			R	R
HRM 704	R	R	R		R
HRM 705			R	R	R
HRM 706	R	R	R	A	R
HRM 707	R	R	R	R	R
HRM 708	R	R	A	R	R
HRM 709		A			R
HRM 710	A	R	A	A	A

Develop and research how to implement legal and ethical strategic HR planning and processes: recruitment, selection and retention; training; performance management; implement total reward systems; managing change; and labor-management practices in a globa
Contrast international HR practices and recognize necessary adjustments for cross cultural differences
Critically analyze and recommend strategic action plans to address HR and organizational issues
Evaluate organizational culture and understand how to implement organizational change strategies that foster collaboration, work/life balance, and commitment
Demonstrate proficiency in oral, written, and interpersonal communication including technology and presentation skills

Degree Requirements

To be awarded a graduate degree, students must:

Successfully complete all required curriculum courses.
Maintain a minimum cumulative grade point average (GPA) of 3.00.
Complete the residency requirement:
1. Master of Science – Human Resource Management students must earn in residence at Franklin University at least 24 of the 36 required credits.
Complete the payment of all requisite tuition and fees;
Not to be under disciplinary dismissal due to academic dishonesty or violation of Student Code of Conduct.

Transfer credit awarded based on experiential learning shall not count toward the residence requirement at Franklin University.

Admission Requirements

The admission process reflects Franklin University’s efforts to clearly identify the performance standards that can help predict student success in graduate level study. The selection criterion for Franklin’s graduate programs, as determined by faculty, emphasizes academic ability, contributory work experience, and personal qualities and characteristics.

Requirements for admission include having earned a bachelor's degree from a regionally accredited institution. The bachelor's degree final cumulative GPA must be at least a 2.75 on a 4.0 scale, otherwise a graduate entrance exam may be required. The candidate’s work history, references, and other personal qualities and characteristics will be considered as well if the GPA requirement is not met.

English Language Testing & TOEFL IELTS

Prospective students must demonstrate English Language Proficiency. The requirement is met through any of the following:

The applicant is a citizen of a country where English is the official language.*
The applicant has received a bachelor’s degree (or higher) from an institution located in an English-speaking country in which the courses were taught in English.*
The applicant has earned appropriate scores on language proficiency exams taken within the last two years, as listed in the Academic Catalog.

*For more information about English proficiency, including a list of English-speaking nations, please visit our International Students section.

Program Advisory Board

The University employs a team approach to planning, developing and maintaining its academic curriculum. An essential element of this process – and a key to the institution’s quality assurance practices – is the Program Advisory Board (and the associated Alumni Advisory Board). A diverse array of business and industry leaders make up these discipline-specific boards that provide guidance on theory-to-practice ideas, global business perspectives, and emerging topics in the field. Each academic year, Program Advisory Boards meet with Division Chairs and faculty for lively and engaged conversations, thus bringing members’ substantial professional experience and expertise into the classroom. In addition, some Division Chairs elect to engage Program Advisory Board members in the assessment of academic program outcomes.

Human Resource Management Programs Advisory Board
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

Human Resources Employment Outlook

10%

From 2018-2029 jobs in Human Resources Management are expected to increase by 10%

All Occupations

2018	1,355,029 jobs
2029	1,488,412 jobs

Show Details >

Compensation and Benefits Managers

2018	15,000 jobs
2029	15,935 jobs

Human Resources Managers

2018	173,525 jobs
2029	192,385 jobs

Training and Development Managers

2018	47,342 jobs
2029	51,996 jobs

Human Resources Specialists

2018	652,633 jobs
2029	714,183 jobs

Compensation, Benefits, and Job Analysis Specialists

2018	84,573 jobs
2029	93,657 jobs

Training and Development Specialists

2018	303,716 jobs
2029	346,397 jobs

Source information provided by Economic Modeling Specialists International (EMSI).

Human Resources Knowledge & Skillsets

Gain in-demand skills sought by employers with curriculum that teaches you:

Strategic Human Resource Management

Identify key forces impacting the workforce, such as skill shortages, economic conditions, and changes to business strategy
Understand the current state of the workforce in terms of metrics and trends, developing key insights into the “story behind the data”
Develop, execute, and continually improve global people strategies, human resource systems, and programs
Use workforce analytics and other business metrics to drive strategic decision making
Partner with business leaders on workforce planning strategies to address core skill gaps and resource shortages
Create an engaging work environment with a positive culture, positioning the organization as an employer of choice
Manage the human resources budget to strategically maximize funds in ways that move the organization forward
Build talent pipelines through effective employee recruiting, hiring, and retention strategies

Employment Law

Monitor human resources-related policies and procedures to ensure compliance with applicable state and federal laws
Address employee complaints, issues, and policy violations
Provide advice and counsel to management with respect to compliance with employment law
Keep abreast of legal requirements and government reporting regulations affecting human resource functions
Manage the implementation and communication of human resources policies, procedures, and processes
Understand the need, importance, and legal requirements of Equal Employment Opportunity
Protect the organization from liability and avoid legal risk before it arises through a 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 policy up to date with federal and state regulations

Compensation & Incentive Systems

Oversee the design and implementation of competitive total reward programs in order to increase employee motivation, retention, and productivity
Develop and implement benefits and compensation best practices across the enterprise
Design commission structures and incentive plans that maximize productivity and ROI
Implement a world-class performance review process that rewards appropriate behavior in accomplishing key business objectives
Ensure benefits and compensation programs are scalable and competitive in a changing business environment
Assist in the design, administration, and continuous improvement of compensation programs, including base pay, variable pay, and merit increases

Organizational Development & Intervention

Lead impactful, large scale interventions by organizing stakeholder groups, setting agenda and goals, and ensuring that outcomes produce transformative objectives
Initiate projects related to organizational design, organizational capabilities, process re-engineering, and the alignment of people with business strategy
Work with senior leadership and frontline supervisors on performance management and succession planning
Leverage workforce competencies to capitalize on emerging opportunities resulting from changing market conditions
Create new structures, roles, and processes to create speed and efficiency while supporting shifting business demands
Identify innovative ways to leverage technology and organizational design to increase productivity and efficiency
Coach top executives and grow the leadership bench to position the organization for future success
Provide consulting support to executive leadership on matters of goal setting, policy development, communication, and strategic implementation

Organizational Leadership

Build trust and confidence among employees by modeling high ethical standards and commitment toward the organizational mission
Act as a mentor to employees, keeping lines of communication open and providing opportunities for growth
Understand the strengths and weaknesses of team members, aligning them with tasks that optimize their performance
Cultivate an environment where independent thinking is valued and employees are encouraged to challenge the status quo to achieve performance gains
Lead collaborative, high performing teams that effectively meet the human capital needs of an organization
Coach other leaders in areas related to communication, decision making, performance feedback, skill gaps, and articulating a compelling vision
Provide management coaching to build leadership capabilities and resolve employee issues

International Human Resources

Perform global compensation benchmarking and administer activities related to international compensation
Research international employment laws for the establishment of offices in new countries
Attract and retain A-list employees in international markets
Administer international employee benefits and conduct research on international insurance providers
Understand cultural differences and problem solve all aspects of HR in a global environment
Implement human resources strategies, policies, and procedures internationally
Support the mobilization and demobilization of expatriates at overseas locations
Partner with key leaders on global team initiatives and projects, ensuring consistency with global processes and procedures

Master's in Human Resources Frequently Asked Questions

How long does it take to get a M.S. in Human Resource Management degree?

Franklin's master's degree programs are specifically designed for busy, working adults -- that means you could finish your degree in a as few as 16 months.

When can I start a M.S. in Human Resource Management degree?

Start taking the next step in your career. Begin your Franklin online master's degree program in February or September.

How much will my M.S. in Human Resource Management degree cost?

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. Our 2019-2020 tuition rate is $670 per credit hour. Ask our helpful staff about available financing options and financial aid programs.

What is a M.S. in Human Resource Management degree?

Franklin University's M.S. Human Resource Management (MSHRM) is a master's-level degree program designed to advance your professional qualifications and career. In this program, you'll learn more about the major aspects of human resources, including compensation and incentives, labor laws, and organizational leadership and development. Upon completion, you'll be equipped to be a more strategic partner to top-level leadership.

What can you do with a M.S. in Human Resource Management degree?

With Franklin University's M.S. Human Resources master's degree program, you'll advance your skills and competencies, qualifying you for a variety of leadership roles within the HR discipline, including compensation, benefits, performance management, training and development, and organizational development.

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Franklin University Founded in 1902, Franklin is an accredited nonprofit university offering flexible college degrees online and at locations in Ohio and the Midwest.

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Columbus, OH 43215

Local: 614.797.4700
Toll Free: 1.877.341.6300
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Franklin University is accredited by the Higher Learning Commission (1.800.621.7440) and authorized by the Ohio Department of Higher Education.

This institution is authorized by the Indiana Board for Proprietary Education, 101 W. Ohio St., Suite 670, Indianapolis, IN 46204-1984.

Franklin University is committed to being an inclusive community free from all forms of discrimination and harassment.

Develop your own talent with a master’s in HR

Take the next step toward your degree!

IACBE Accredited

Real-World Practitioners

100% Online Classes

Networking Opportunities

No GMAT or GRE

16-Month Completion

Master's in HR Overview

Secure top talent and lead global workforce initiatives

Master's in HR Courses & Curriculum

Free Report: Top 10 Master's Degrees

Master's in Human Resources Program Details

Recommended Application Deadlines

Program Prerequisites

Entrance Exam

English Language Testing & TOEFL IELTS

Human Resource Management Programs Advisory Board

Request Free Information!

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Human Resources Employment Outlook

From 2018-2029 jobs in Human Resources Management are expected to increase by 10%

Source information provided by Economic Modeling Specialists International (EMSI).

Human Resources Knowledge & Skillsets

Master's in Human Resources Frequently Asked Questions

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Develop your own talent with a master’s in HR

Take the next step toward your degree!

IACBE Accredited

Real-World Practitioners

100% Online Classes

Networking Opportunities

No GMAT or GRE

16-Month Completion

Secure top talent and lead global workforce initiatives

Free Report: Top 10 Master's Degrees

Recommended Application Deadlines

Program Prerequisites

Entrance Exam

English Language Testing & TOEFL IELTS

Human Resource Management Programs Advisory Board

Request Free Information!

Request Information

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From 2018-2029 jobs in Human Resources Management are expected to increase by 10%

Source information provided by Economic Modeling Specialists International (EMSI).

I AM A:

SHORTCUTS:

Associated Sites