Master of Human Resources

If you want the insights, knowledge, skills, and experiences to help improve current job performance, prepare for new positions, advance your career, increase your marketability, and develop a strategic-level perspective on HR issues and challenges, then this program is for you.

overview

The Master of Human Resources (MHR) program is designed for people who are serious about career advancement. The primary purpose of this program is to prepare talented people to be Human Resource (HR) leaders, managers, and professionals who add significant value to their organizations and communities.

Most of the students in this program are experienced HR professionals (trainers, recruiters, consultants, or analysts), HR managers, or directors of HR. Some are experienced managers looking to strengthen their people management competencies. Others are early career professionals looking for entry-level positions in HR.

The MHR program is recognized by the Society for Human Resource Management (SHRM), the American Society for Training & Development (ASTD), the Labor and Employment Relations Association (LERA), and the University Council on Industrial Relations and Human Resource Programs (UCIRHRP).

curriculum

MHR 500: Strategic Human Resource Management
Provides an overview of the Human Resources (HR) profession. Emphasizes strategic thinking concepts (e.g.: human capital theory, value added, best practices, distinctive competencies, competitive advantages, return on investment) and tools (e.g.: vision, values, assessment, design, implementation, evaluation). Explores the process of Human Resource Management (HRM) from a strategic perspective using case studies.

MHR 510: Organizational Change and Development
Organization Development (OD) is the process of applying social science principles to the workplace to bring about planned organizational change. Focuses on developing new approaches to organizational problems and providing for the psychological well being of organizational members. Addresses interventions at the personal, group, and system levels.

MHR 515: Recruitment, Selection, and Retention
Various methods for recruiting, selecting, and retaining employees. Topics include equal employment opportunity; human resource planning; determination of staffing needs; internal and external recruitment strategies; selection interviews, tests, and assessment procedures; placement, promotion, and transfer policies; and retention strategies.

MHR 538: HR Leadership
A personal effectiveness course focusing on the cultivation of leadership attributes, skills, and knowledge. Topics include a review of leadership theory, leadership development models, and leadership education. Students will design leadership development programs.

MHR 540: Management Consulting
Focuses on consulting tools, processes, and strategies for establishing relationships, analyzing problems, recommending solutions, and evaluating effectiveness. Course will discuss the planning, marketing, and management of the consulting firm as well as the assignment.

MHR 553: Employment and Labor Law
Analyzes state and federal regulations of human resource decision-making. Significant attention will be devoted to specific employment and labor laws. The course focuses on the identification and application of legal, ethical, and regulatory issues in formulating and implementing policies.

faculty

Richard K. Bommelje
Professor of Communication. B.S., M.S.M., Rollins College; Ed.D., University of Central Florida. Specializations: leadership, listening, and management.

Daniel Carricato
Adjunct Instructor of MHR; Ph.D., University of Pittsburgh

Sue Easton
Associate Professor of Communication. B.A., State University of New York at Oswego; M.S., Syracuse University; Ph.D., Florida State University. Specializations: organizational communication, virtual communication, small group behavior, and work teams.

Arthur Harris
Adjunct Instructor of MHR; MBA, Long Island University

Mary Ruth Houston
Adjunct Instructor of MHR; JD, Harvard University

John M. Houston
Professor of Psychology and Organizational Behavior. B.S., Georgetown University; M.A., Ph.D., New York University. Specializations: industrial/organizational psychology, group dynamics, experimental and statistical analysis, and social psychology.

Leslie Miller
Adjunct Instructor of MHR; Ph.D., University of Maryland

Patrick Muldowney
Adjunct Instructor of MHR; JD, New York University

Robert Prescott
Associate Professor of Management, Crummer Graduate School of Business. B.S., University of Alabama Ph.D., Pennsylvania State University. Specializations: human resource management, training & development, and organizational behavior.

Donald P. Rogers
Professor of International Business. B.B.A., University of Arizona; M.B.A., Ph.D., The Ohio University. Specializations: human resource strategies, global business strategies, performance management, and organizational change management.

W. Robert Sherry
Professor of Theatre and Dance. B.S., Indiana University; M.F.A., Southern Methodist University; J.D., Stetson University College of Law. Specializations: dance technique, notation, history, movement of actors, theater, and musical theater. Professor Sherry teaches employee relations and employment law.

Robert Smither
Professor of Psychology and Organizational Behavior. B.A., Indiana University; M.A., California State University at San Francisco; Ph.D., The Johns Hopkins University. Specializations: industrial and organizational psychology, leadership, existential and humanistic psychology, and personality theory.