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M.S. in Human Resource Management

Develop your own talent with a master’s in human resources

Human Resources is a complex animal, impacting both organizational performance and personnel. Franklin’s Master of Science 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 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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On Site

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.

Program Overview

Secure top talent and lead global workforce initiatives

The transfer-friendly Master of Science in Human Resource Management (MSHRM) 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 MSHRM curriculum and complete your HR master's degree 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
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Curriculum & Course Descriptions

40 Semester Hours
Course Sequence (40 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, AND DISCIPLINE (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 AND 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. Please note: A book fee will be included in your tuition charges for required course materials. Please see http://www.franklin.edu/financial-aid/tuition-fees /e-textbooks for specific charges.
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 AND 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 AND 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 707 - ORGANIZATIONAL LEADERSHIP (4)
This course explores the elements of leadership and delineates the principles necessary for success in a global environment. Discussion of the role and function of leadership will include an in-depth analysis and study of needs impacting individuals, organizations, and society. This course provides students with leadership skills and competencies on which to build an individual model for effective leadership.
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.

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Program Details

Employment Outlook

Compensation and Benefits Managers

2015
684 jobs
2025
767 jobs

Human Resources Managers

2015
5,495 jobs
2025
6,259 jobs

Training and Development Managers

2015
1,324 jobs
2025
1,495 jobs

Human Resources Specialists

2015
17,581 jobs
2025
19,605 jobs

Compensation, Benefits, and Job Analysis Specialists

2015
2,624 jobs
2025
2,897 jobs

Labor Relations Specialists

2015
1,365 jobs
2025
1,375 jobs


Source information provided by Economic Modeling Specialists International (EMSI) - June 2016

Knowledge & Skillsets

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