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Darla Moore School of Business

MHR students working on a project in a Moore School conference room

Curriculum

The Master of Human Resources program at the Moore School 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 six credit-hour internship, with an optional study abroad trip.

Human Resources Core (27 credits)

  • MGMT 701: HR and the Global Firm
  • 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

Human Resources Internship (six credits)

  • MGMT 727: Internship or Practicum in Human Resources

Business Foundation Electives (12 credits)

(choose four)

  • ACCT 728: Financial Accounting* 
  • ACCT 729: Managerial Accounting*
  • ACCT 738: Financial Statement Analysis
  • BADM 790: Recruiting
  • ECON 720: Managerial Economics
  • IBUS 717: Managing Cross-Border Teams
  • IBUS 734: International Business Negotiations
  • IBUS 750: Exploring Global Business 
  • MGMT 737: Advanced HR Metrics
  • MGMT 750: Finance for Human Resource Professionals*
  • MGMT 770: Competing Through People
  • MKTG 701: Marketing Management

*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, MHR ’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 coursework 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 students to help facilitate the search. The OCM helps with frequent career counseling, resume building, networking, career fairs and employee relations.

Course Descriptions

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

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

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

Learn and develop recruiting strategies to attract and retain top talent. Emphasis on real-world application through project management and communication skills.

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

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

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

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

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.

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.

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

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.

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.

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.

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.

Includes a report analyzing the experience.

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

Provides an applied human resources experiential project where students work under close faculty supervision to solve real-world business challenges using applied research and analytical skills.

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

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).

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.

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.


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