M.S. in Human Resource Management
36
Credit Hours
16
Months (Avg.)
Class Type
Next Start Date
Sep 27, 2021
Placement Tests
GMAT/GRE not required for admission
Accreditation
IACBE

Put your career in motion with a master’s in human resources

Human Resources is a complex profession, impacting both organizational performance and personnel. Franklin’s M.S. in Human Resource Management degree 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 degree 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.

Program Availability

On Site

IACBE Accredited

Our program follows best-practice standards for business education.

No GMAT or GRE

Bypass expensive, time-consuming tests and get started sooner.

16-Month Completion

Finish your master's in human resource management faster.

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.

Master's in Human Resources Program Overview

Learn how to grow organizations and individuals to greatness

The top-down, hierarchical mindset of old industrial bureaucracies doesn’t provide the flexibility, creativity and empowerment that define today’s high-performing workforces. Franklin’s transfer friendly M.S. in Human Resource Management (MSHRM) program focuses on key issues such as the role of people in driving a global competitive business, developing the leadership skills and knowledge of all employees, appreciating the diverse nature of today’s workforce, and creating cultures that reward, recognize and appreciate all employees.

Build your HR knowledge with hands on assignments  

As a working professional, you’ll draw on your own experiences as well as those of your classmates. Most assignments in the master’s in HR program are applied so you’ll bring work challenges to your classwork and take solutions to your workplace. You’ll research and solve case examples related to the content of the course, or write about real-time issues happening in your work setting. Assignments will prompt you to examine leadership, team operations, restructuring, enhancing organizational culture, ensuring fair pay and benefits and other prevalent HR topics. 

Gain knowledge and skills aligned with industry best practices 

Franklin’s 16-month MSHRM program is recognized by the Society of Human Resource Management for offering a complete curriculum to provide students with the skills they need to excel in HR roles. Adding to the industry-aligned curriculum is the extensive real-world expertise of Franklin’s highly qualified instructors who will help you understand and appreciate the significant competitive, technical, legal and cultural issues of the workplace.  

Learn to bring out the best in individuals at every level 

While organizations struggle with escalating demands for high-quality goods and services and increasing global competition, most organizations already have the resources they need to succeed. Where many organizations struggle is not in available resources and infrastructure; it is with the leadership, management and employees that comprise the organization. In the MSHRM program, you’ll understand the importance of providing great services to employees and creating an organizational culture that encourages dignity, respect, safety, a high level of skill and knowledge, and the ability to be flexible and build deep organizational trust. 

Get credit for what you know – before you even take your first class

Franklin demonstrates its commitment to ambitious adults by honoring their previous professional experiences and credentials, which includes national certifications. If you have earned certifications through professional organizations including the Society of Human Resource Management (SHRM) and HRCI, you may be able to get course credit toward your master’s degree. 

The SHRM SCP (Senior Certified Professional) and the HRCI-SPHR (Senior Professional in HR) are both equivalent to HRM 701 (Human Resource Management), a 4-credit hour course. The HRCI-GPHR (Global Professional in HR) is equivalent to HRM 709 (International Human Resource Management), which is also 4 credit hours. To leverage your certification for course credit to satisfy degree requirements, you’ll need to submit your credential documentation. Your admissions advisor will be happy to assist you in any way.  

Earn your Human Resources master's online from a university built for busy adults

Earn your Human Resources master's on your terms by taking classes 100% online. 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.

Read more >

Angela B.

M.S. Human Resource Management '20

"I'm overjoyed. In just a short time, I was able to transition from my previous job, to a career in HR. Make a plan and turn it into reality."

SHRM Aligned

The master'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 11374 Strang Line Road in Lenexa, Kansas, USA. For a listing of accredited programs, click here.

Master's in Human Resource Management Courses & Curriculum

36 Semester Hours
Major Area Required
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 (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.

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.

fafsa_ebook_image_open_460x302.jpg

Free Master's Toolkit

Eliminate guesswork by comparing schools and calculate the ROI of a master’s degree.

Download Now >

Master's in Human Resources Cost, Requirements & More

Request Free Information!

Want to learn more about Franklin University? Complete the simple form - it just takes a minute!

  • Invest in yourself by finishing your degree.

  • Take classes online, on campus, or both.

  • Finish faster. Save more. Franklin fits your life.

  • Top employers hire Franklin grads to provide relevant industry knowledge.

Request Information

In submitting my contact information, I understand that I will receive phone calls, text messages and email about attending Franklin University. I may opt out of these communications at any time.

Your privacy is important to us. Privacy Policy
Loading...

Human Resources Career Opportunities

Learning and Development Manager

Learning and development managers work with senior leaders to develop and implement learning strategies and programs that are aligned with the organization’s objectives. 

Organizational Development Specialist

Organizational development specialists are responsible for coordinating employee development, implementing new IT systems, and leading team-building initiatives to facilitate the continuous improvement of a business or organization. 

Compensation Director

Compensation directors design and implement compensation programs, including base pay, incentive pay and performance management processes, while ensuring that an organization’s compensation strategy and programs align with business objectives and meet legal requirements. 

Benefits Manager

Benefits managers administer employee benefit programs and ensure that the plans are cost effective, meet employee needs and comply with legal requirements.

Recruiting Director

Recruiting directors plan, develop, and direct recruitment processes and employment programs to meet current and future workforce needs. 

Human Resources Employment Outlook

8%

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
Show Details >

Compensation and Benefits Managers

2021
16,183 jobs
2031
17,152 jobs

Human Resources Managers

2021
178,831 jobs
2031
191,405 jobs

Training and Development Managers

2021
49,017 jobs
2031
52,899 jobs

Human Resources Specialists

2021
730,427 jobs
2031
792,808 jobs

Compensation, Benefits, and Job Analysis Specialists

2021
92,655 jobs
2031
101,228 jobs

Training and Development Specialists

2021
343,067 jobs
2031
378,298 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:

Master's in Human Resources Degree Frequently Asked Questions

Back to College Blog

Related Programs