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College of Management and Human Potential - Master's Programs:
MS in Human Resource Management

The MS in Human Resource Management (HRM) program has been designed for learners who may want to pursue a career in HRM as well as HRM professionals who choose to expand their skills and knowledge. The program offers two tracks: Track 1 is designed for those who are newer to the HRM field and need a comprehensive perspective on HRM, while Track 2 is intended for those with more experience who want to customize their program of study to align with this experience and their career interests.

The program adopts a human capital perspective throughout. Learners prepare to oversee, develop, and manage the human capital of small to large organizations, thereby addressing the vital roles of the human resource (HR) professional in both operational and strategic settings. Students have the opportunity to develop and enhance critical management, strategic, organizational, and analytical skills. Through simulation experiences of reality-based scenarios as well as traditional curricula, learners consider best practices and emerging trends in the specializations found within HRM. The program of study aligns with the competencies curriculum specified by the Society for Human Resource Management (SHRM).

 

Note: The MS in Human Resource Management program is offered in two different learning modalities: the course-based modality and the competency-based modality, Tempo Learning®.

Learning Outcomes

  1. Demonstrate human resources knowledge in relation to being an internal strategic partner.
  2. Evaluate the strategic role of human resources in creating organizational capacity and agility.
  3. Examine the role of human resources in legal and regulatory compliance of an organization.
  4. Appraise the role of human resources in change management.
  5. Evaluate the role of human resources in facilitating social change opportunities.
  6. Demonstrate an understanding of human resource leadership responsibilities as an internal strategic partner.

Note on Accreditation

At the master’s level, Walden University’s Master of Business Administration (MBA), MS in Accounting, and MS in Finance are the only programs accredited by the Accreditation Council for Business Schools and Programs (ACBSP). The MS in Human Resource Management program is not accredited by the ACBSP. Please visit our Accreditation page to see the list of Walden accreditations.

Course-Based Program

For students beginning their program May 27, 2024 or later.

Track 1

Degree Requirements

  • 50 total quarter credits
  • Core courses (45 quarter credits)
  • Capstone course (5 quarter credits)

Curriculum

Core Courses (45 quarter credits)

  • Students may take this a non-degree course.
  • Students may take this a non-degree course.
  • Students may take this a non-degree course.
  • Students may take this a non-degree course.
  • Students may take this a non-degree course.
  • Students may take this a non-degree course.
  • Students may take this as a non-degree course.
  • Students may take this as a non-degree course.
  • Students may take this as a non-degree course.

Capstone Course (5 quarter credits)

  • Choose one of the options below.

Course Sequence (Track 1)

The recommended course sequence is as follows:

Quarter Course Credits
Quarter 1

MSHR 6101 - Foundations of Human Resource Management*

 5 quarter credits

MSHR 6201 - Individual and Organizational Performance Management

 5 quarter credits
Quarter 2

MSHR 6301 - Legal and Regulatory Environment

 5 quarter credits

MSHR 6401 - Human Resource Analytics

 5 quarter credits
Quarter 3

MSHR 6501 - Conflict Management and Negotiation

 5 quarter credits

MSHR 6601 - Benefits, Compensation, and Resource Allocation

 5 quarter credits
Quarter 4

MSHR 6701 - Strategic Positioning and Social Change

 5 quarter credits

MSHR 6751 - Global and Cultural Effectiveness

 5 quarter credits
Quarter 5

MSHR 6801 - Organizational Effectiveness and Leadership

 5 quarter credits

MSHR 6901 - Capstone: Strategic Human Resource Management
OR
MSHR 6902 - Capstone: Meeting SHRM Competencies

 5 quarter credits

* Students enrolling in a midterm start date will take MSHR 6101A, a 6-week version of this course by itself in their first term.

For students beginning their program May 27, 2024 or later.

Track 2 (for certified HR professionals)

Degree Requirements

  • 50 total quarter credits
  • Core courses (20 quarter credits)
  • Elective courses (25 quarter credits)
  • Capstone course (5 quarter credits)

Curriculum

Core Courses (20 quarter credits)

  • Students may take this a non-degree course.
  • Students may take this a non-degree course.
  • Students may take this a non-degree course.
  • Students may take this a non-degree course.

Elective Courses (25 quarter credits)

Select five courses from the list below.

  • Students may take this a non-degree course.
  • Students may take this as a non-degree course.
  • Students may take this a non-degree course.
  • Students may take this as a non-degree course.
  • Students may take this as a non-degree course.
  • Students may take this as a non-degree course.
  • Students may take this as a non-degree course.
  • Students may take this as a non-degree course.

Capstone Course (5 quarter credits)

Choose one of the options below.

Course Sequence (Track 2)

The recommended course sequence is as follows:

Quarter Course Credits
Quarter 1

MSHR 6101 - Foundations of Human Resource Management*

 5 quarter credits

MSHR 6201 - Individual and Organizational Performance Management

 5 quarter credits
Quarter 2

MSHR 6301 - Legal and Regulatory Environment

 5 quarter credits

MSHR 6401 - Human Resource Analytics

 5 quarter credits
Quarter 3

Elective

 5 quarter credits

Elective

 5 quarter credits
Quarter 4

Elective

 5 quarter credits

Elective

 5 quarter credits
Quarter 5

Elective

 5 quarter credits

MSHR 6901 - Capstone: Strategic Human Resource Management
OR
MSHR 6902 - Capstone: Meeting SHRM Competencies

 5 quarter credits

* Students enrolling in a midterm start date will take MSHR 6101A, a 6-week version of this course by itself in their first term.

Tempo Learning® Program

Tempo Learning® is Walden’s competency-based education modality, an alternative way of earning a Walden degree offered for some Walden programs. Instead of courses, the Walden Tempo Learning® program is comprised of competencies and rigorous assessments. Students progress through the Tempo Learning® model by successfully passing competency assessments. A student must successfully achieve or master all competency assessments to graduate from the program.

Students earn the same Walden degree whether they choose the course-based or the competency-based modality.

 

Note: MS in Human Resource Management (Competency Based) is available for Track 1 only.

Degree Requirements

  • 30 total credits
  • Core competencies (27 credits)
  • Capstone competencies (3 credits)

Core Competencies (27 credits)

  • FO001 Human Resources and the Organization
    Explain the role of human resources (HR) within the structure of an organization.
  • FO002 Organizational Culture, Ethics, and Social Responsibility
    Explain the role of HR in organizational culture, ethics, and social responsibility.
  • FO003 People as Organizational Knowledge and Human Assets
    Describe the employee lifecycle in an organization.
  • FO004 Transformational Human Resource Practices
    Explain the role of HR in supporting organizational effectiveness through change management and building agility.
  • FO005 Human Resources and Strategic Planning
    Explain the role of HR in supporting the organization’s goals using strategic planning.
  • Students may take this as a non-degree course.
  • ID001 Performance Management
    Explain a performance management system’s capability to measure individual and organizational performance.
  • ID002 Compliance Analysis of Performance Management Systems
    Analyze a performance management system’s compliance with legal, ethical, and corporate social performance norms.
  • ID003 Methods for Managing Performance
    Evaluate appropriate performance management tools for individual and organizational performance management use.
  • Students may take this as a non-degree course.
  • LG001 Discrimination in the Workplace
    Defend protected classes within employment law situations to enable prevention of illegal discrimination.
  • LG002 Human Resource Policies, Practices, and Procedures Related to the Legal and Regulatory Environment
    Analyze how human resource management (HRM) policies, practices, and procedures must comply with IRS regulations and U.S. employment laws.
  • LG003 Emotional Triggers in the Workplace
    Analyze professional conduct with regard to emotionally charged situations related to the legal and regulatory environment in the workplace.
  • Students may take this as a non-degree course.
  • HU001 Value of Human Resource Analytics
    Demonstrate the strategic value of HR analytics for organizational effectiveness.
  • HU002 Managing Human Resource Metrics
    Assess tools and strategies for implementing, measuring, analyzing, and reporting HR metrics.
  • HU003 Data Management
    Evaluate the challenges of HR data management.
  • Students may take this as a non-degree course.
  • CF001 Conflict Management, Mediation, and Negotiation in an Organization
    Analyze conflict management, mediation, and negotiation related to an organization.
  • CF002 Conflict Management and Conflict Resolution Skills and Strategies
    Evaluate conflict management and conflict resolution skills and strategies in an organization to achieve positive outcomes.
  • CF003 Collective Bargaining and Arbitration
    Explain HR’s role in collective bargaining and arbitration.
  • Students may take this as a non-degree course.
  • BF001 Compensation and Benefits: Strategies
    Analyze the role of compensation and benefit strategies within the area, market, and specifically for an organization.
  • BF002 Compensation and Benefits: Legal and Regulatory Requirements
    Evaluate the impact of legal and regulatory requirements on compensation and benefits.
  • BF003 Compensation and Benefits: Social and Ethical Implications
    Analyze societal and ethical implications of benefits and compensation that contribute to sustainable business practices.
  • BF004 Organizational Agility
    Analyze total rewards as keys to organizational agility.
  • BF005 Budgeting, Methodology, Processes, and Procedures
    Identify budgeting methodology, processes, and procedures.
  • Students may take this as a non-degree course.
  • PN001 Strategic Human Resources: Key Concepts
    Explain the strategic nature and impact of the work of HR.
  • PN002 Strategic HRM: Managing Change
    Analyze change management as a key component in strategic HRM.
  • PN003 HRM: Social Change and Dynamic Impact
    Evaluate HR best practices that drive and support social change in an organization and beyond.
  • Students may take this as a non-degree course.
  • GL001 Global Business Environment
    Explain why HR operations are increasingly important in today’s global business landscape.
  • GL002 Human Resource’s Role in Building Capacity
  • Analyze HR’s expanded role for creating organizational capacity in a global environment.
  • GL003 Human Resource’s Role in Creating Organizational Leverage
    Analyze HR’s opportunities to create competitive advantage through a globally diverse workforce.
  • Students may take this as a non-degree course.
  • OR001 Human Resource’s Role in Organizational Effectiveness
    Analyze the determinants of organizational effectiveness and HR’s role and ownership.
  • OR002 Organizational Capacity and Agility
    Relate organizational capacity and agility to organizational competitiveness.
  • OR003 Leadership and Organizational Effectiveness
    Describe organizational effectiveness in terms of leadership.
  • Students may take this as a non-degree course.

Capstone Competencies (3 credits)

Choose one of the options below.

  • CT001 Strategic Organizational Role of Human Resources
    Explain HR’s broad role in achieving organizational strategy, values, and ethics.
  • CT002 The Strategic Human Resources Function
    Assess the current state of the HR function and its strategic alignment to the strategic objectives of the organization.
  • CT003 Strategic Human Resources
    Analyze the strategic human resource contribution in the development and execution of organizational strategy, values, and ethics.
  • SH001 Preparing for your SHRM Examination: Part 1
    Develop an action plan that details how to enhance knowledge of selected topics.
  • SH002 Preparing for your SHRM Examination: Part 2
    Develop an action plan that details how to enhance knowledge of selected topics.
  • SH003 Preparing for your SHRM Examination: Part 3
    Develop an action plan that details how to enhance knowledge of selected topics.