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The Master of Arts degree and graduate certificate programs in Human Resource Management (HRM) help HRM professionals and other organization leaders advance their knowledge and skills in the field.
The Human Resource Management graduate program focuses upon the practice of human resource management in business, government, and not-for-profit organizations. Courses offer both concept and skill components designed to help students base practice on solid theoretical grounding. Courses are led by faculty members who have earned advanced graduate degrees and/or possess significant experience in the fields of business, organization behavior, and human resources.
The master’s degree curriculum comprises 12 courses in two areas: organization leadership studies and human resource management practice. The graduate certificate curriculum comprises 6 courses, emphasizing human resource management practice. A capstone course, which is required for the master’s degree and may be elected for the graduate certificate, provides an opportunity for students to integrate learning from previous courses by engaging in a team based HRM decision-making simulation.
All courses are offered on-line. The master’s degree can be completed in six terms (two calendar years), based upon completion of two courses each term. Most courses are offered in an accelerated seven week format. The program must be completed within six years from the time of initial enrollment.
Students and alumni are engaged in variety of organizational roles in business, government, and
not-for-profit organizations. Many are engaged in human resource management as staff specialists or managers. Others have found the program to be helpful in their careers in general supervision and management.
A candidate for admission to the master’s degree or certificate program must have earned an undergraduate degree from a regionally accredited institution of higher education. A minimum overall grade-point average of 3.0 (on 4.0 scale) is required for all previous undergraduate or graduate work. Additional requirements include submission of a current resume, two letters of recommendation from the candidate’s current employer and other work or academic setting. Standardized graduate admissions tests are not required for admission consideration.
General admissions requirements are explained in the Graduate Admissions section of this catalog and on the Marygrove College website.
In order to graduate, a student must have completed 36 hours (master’s degree) or 18 hours (graduate certificate) of work in approved courses with an overall grade point average of 3.0 (on 4.0 scale) or higher. A complete description of all applicable graduation requirements is included in the Academic Policies section of this catalog and on the Marygrove College website.
Required Courses – Master’s Degree (9 credits)
HRM 505 Managerial Finance (3)
HRM 655 Business Ethics (3)
HRM 665 Capstone Seminar and Project (3)
Electives (27 credits)
Select nine courses (27 credits) from the following:
HRM 512 Organization Theory and Change (3)
HRM 515 Leadership and Decision Making (3)
HRM 517 Communication for Managers (3)
HRM 519 Human Resource Information Systems (3)
HRM 525 Human Behavior in Organizations (3)
HRM 535 Human Resource Management (3)
HRM 555 Legal Practices in Employment (3)
HRM 565 Employee Recruitment, Selection, and Evaluation (3)
HRM 625 Labor Relations and Collective Bargaining (3)
HRM 635 Employee Development (3)
HRM 675 Compensation and Benefits (3)
Students pursuing the Graduate Certificate in Human Resource Management will select courses in conjunction with their advisor.
HRM 505: Managerial Finance 3 credits
Focuses upon the reporting of financial operations and position, the preparation and utilization of
financial data for internal applications and budget preparation, with emphasis on forecasting. Required.
HRM 512: Organization Theory and Change 3 credits
Surveys theories and principles of organization and the management of change. Focuses upon organization development—the application of behavioral science knowledge to help organizations improve productivity and the quality of work life. Stresses the role of the individual organization member, human resource practitioner, or manager as change agent.
HRM 515: Leadership and Decision Making 3 credits
Surveys leadership theories, examines interpersonal, intra- and inter-group influence processes, and assesses individual leadership and decision-making styles.
HRM 517: Communication for Managers 3 credits
Introduces concepts and skills required for professional communication in organizational settings. Explores strategies and techniques for effective communication through writing, individual interviews, and group interaction.
HRM 519: Human Resource Information Systems 3 credits
Examines the role of technology in support of strategic aspects of human resource management. Also focuses on the use of information systems and decision-making applications for data collection, retrieval, and analysis within Human Resource functional areas for human resource allocation and planning.
HRM 525: Human Behavior in Organizations 3 credits
Applies behavioral and social science theories to the analysis of individual, interpersonal and group behavior in the workplace and to the development of workforce management practice. Topics include the impact on workplace behavior of individual attitude, perception, and motivation; group dynamics; and organization and work design. Special attention is given to implications of behavioral and social science knowledge for human resource management practice.
HRM 535: Human Resource Management 3 credits
Surveys the development of human resource management as a field of practice in organizations. Explores trends and emerging issues which may shape future practice.
HRM 555: Legal Practices in Employment 3 credits
Focuses upon compliance of employment practices with laws and regulations in force.
Emphasizes implications of the Civil Rights Act of 1964 (as amended) and related laws and regulations on recruitment, selection, accommodation, evaluation, and other workforce management policies and practices.
HRM 565: Employee Recruitment, Selection, and Evaluation 3 credits
Examines the design and management of personnel recruitment, selection, and evaluation procedures as means for improving individual and organizational performance. Emphasizes tools and skills for employment and performance appraisal activities.
HRM 625: Labor Relations and Collective Bargaining 3 credits
Explores the rationale for, processes of, and environmental forces affecting union-management relations. Topics include labor law, negotiation and administration of labor agreements, and resolution of grievances.
HRM 635: Employee Development 3 credits
Surveys approaches and processes adopted by organizations to train and develop employees at all levels. Explores training design and delivery, training technology innovations, and career management.
HRM 655: Business Ethics 3 credits
Explores social responsibility theories on classical business ideology, including the influence of values on individual behavior and organizational corporate citizenship. Studies a conceptual framework for moral development and conceptual reasoning processes. Examines specific organizational ethics issues and the management of integrity. Required.
HRM 665: Capstone Seminar and Project 3 credits
Prerequisite: completion of 24 hours of approved course work with an overall GPA of 3.0 or higher.
Integrates student learning from program course work through a team-based HRM decision-making simulation requiring strategy development and operational decision making in a business setting. Required.
HRM 675: Compensation and Benefits 3 credits
Examines compensation practices and issues related to employee productivity and satisfaction. Surveys methods for determining equity of compensation and the variety of approaches for providing employee benefits.