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Darla Moore School of Business

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The Master of Human Resources program from the Darla Moore School of Business provides the strong education and practical experience you need to meet the exciting challenges you will face as an HR professional. The 45-credit MHR can be completed in a year and a half, including the required 6 credit-hour internship, with an optional study abroad trip.

Human Resources Core (27 credits)

  • MGMT 719 — Management of Compensation
  • MGMT 720 — Staffing
  • MGMT 721 — Employment Relations Law
  • MGMT 722 — Labor Relations
  • MGMT 725 — Human Resource Metrics and Research Methods
  • MGMT 726 — Human Resources and Business Strategy
  • MGMT 730 — Consulting and Organizational Development in MNCs
  • MGMT 772 — Employee and Leadership Development  
  • MGMT 801 — HR and the Global Firm

Human Resources Internship (6 credits)

  • MGMT 727 — Internship or Practicum in Human Resources

Business Foundation Electives (12 credits)

  • ACCT 728 — Financial Accounting* 
  • ACCT 729 — Managerial Accounting*
  • ACCT 738 — Financial Statement Analysis
  • ECON 720 — Managerial Economics
  • FINA 760 — Financial Policies*
  • IBUS 717 — Managing Cross-Border Teams
  • IBUS 734 — International Business Negotiations
  • IBUS 750 — Exploring Global Business 
  • MGMT 770 — Organization Behavior
  • MGMT 771 — Organization Theory and Design
  • MKTG 701 — Marketing Management

*(choose 4 classes)

*These courses are typically required based on the quantitative needs of HR Professionals.

Our professors gave us detailed breakdowns of how to interact with our business partners as generalists and how to think strategically when delivering data and business results.

— Kelton L. Hall, ’14

One of the Business Foundation options is an international immersion trip. This trip is currently scheduled during Spring Break. In recent years, our participating students traveled to Singapore and Malaysia to study HR from a global perspective.

The Human Resources Internship is a six-credit-hour practicum that will take place in the summer between your spring and final fall semester. The internship is typically between eight and 12 weeks long. In addition to the work requirement, students also have required course work to complete throughout the internship. Ultimately, the responsibility for obtaining an internship is the student's. However, the Office of Career Management works directly with the students in order to help facilitate the search. The OCM helps with weekly CAT meetings, resume building, networking, career fairs and employee relations.

Course Descriptions

ACCT 728 — Financial Accounting

Directs attention to accounting concepts, conventions and assumptions for an understanding of the content and underlying principles of financial statements.

ACCT 729 — Managerial Accounting

Directs attention to an understanding of the manner in which accounting aids management by providing information for decision-making and control of operations.

ACCT 738 — Financial Statement Analysis

Analysis of financial statements for profitability and risk assessment and for firm and segment valuation.

ECON 720 — Managerial Economics

The application of microeconomic concepts to managerial decisions. The concepts include demand, cost, market structure, pricing, profitability and strategic behavior.

FINA 760 — Financial Policies

Theory and fundamentals of analysis and decision-making in financial management.

IBUS 717 — Managing Cross-Border Teams

How the presence of members from multiple national cultures and multiple national locations affect the functioning of teams within the multinational corporation.

IBUS 734 — International Business Negotiations

Examines how decision-makers in business and government settings manage the process and outcomes of negotiations. Cross-cultural negotiations in a global business environment.

IBUS 750 — Exploring Global Business

The course examines in detail the business issues of a specific region as they impact the conduct of global business.

MGMT 719 — Management of Compensation

Topics in compensation on a rotating basis include job analysis, internal alignment and consistency, extrinsic and intrinsic motivation, benefits, performance management systems, external pay comparisons, compensation validation, turnover and executive compensation.

MGMT 720 — Staffing

Topics in staffing on a rotating basis include job analysis, recruitment, test validation, selection systems and other subjects.

MGMT 721 — Employment Relations Law

The law of employment relations. Policy and practice in areas such as equal employment, wages and hours, employee health and safety, pensions, and labor relations.

MGMT 722 — Labor Relations

An analysis of some of the major problems faced by managers in their dealings with organizations representing employees. Primary emphasis is on the negotiation of labor agreements and the handling of problems arising under them. The public policy aspect of these problems is also considered.

MGMT 725 — Human Resource Metrics and Research Methods

Research methods in personnel and employment relations. Emphasis on problem identification and hypothesis development, proper research design, application of analytic strategies and strengthening research report writing skills.

MGMT 726 — Human Resources and Business Strategy

Designed to provide an overview of the basic building blocks of the strategic management process. Provides a framework that shows how the HR function can be better leveraged to support organizational strategies and goals in multinational companies.

MGMT 727 — Internship. Field experience in personnel and employment

Includes a report analyzing the experience.

MGMT 730 — Consulting and Organizational Development in MNCs

Restructuring and transformation initiatives within multinational organizations as internal consultants or change agents.

MGMT 770 — Organization Behavior

Development of an understanding of behavioral concepts necessary for effective production management of organizations. Current literature, case studies and other simulations to demonstrate applicability of concepts. Concept studies include perception, motivation, leadership and intergroup conflict.

MGMT 771 — Organization Theory and Design

A study of the nature of organizations, their design, their structure, their processes and problems inherent in organizations (e.g. coordination, conflict, communications, power usage and politics).

MGMT 772 — Employee and Leadership Development

Examination of methods of employee development and organizational change efforts designed to increase organizational effectiveness with an emphasis on planning, design, management and evaluation of intervention programs.

MGMT 801 — HR and the Global Firm

An analysis of selected employment and labor relations problems and practices viewed from a comparative, cross-national perspective and the perspective of a multinational enterprise.

MKTG 701 — Marketing Management

Marketing function with emphasis on the procedures and techniques for analyzing, planning and implementing marketing strategies and tactics related to product, pricing, communication and distribution decisions.

These courses are examples of those offered in the past and may be subject to change or availability.