Human Resources Management
Master of Science in Human Resource Management
The role of Human Resources has evolved. As many people working in the field know, strategic Human Resources Management (HRM) is not just about hiring and firing, it’s about applying the principles of leadership to help companies grow and succeed. Throughout the program, the MS in Human Resources Management program focuses on how to meet organizational goals by managing human capital and applying best-practice. South University Tampa's Masters of Science in Human Resources Management (HRM) degree program explores the many roles successful HR Management professionals must master, including key topics such as: employment and labor laws, generally accepted business and ethical principles, HR planning and measurement, and consultative approaches to change management.
This graduate-level degree program is open to students who have earned a Bachelor’s degree in any field of study and is designed for working professionals.
Prepare to Lead HR Teams & Processes
Elective (Choose one course from the following):
South University, Online Program Offerings may not be available to residents of all states. Please contact an admissions representative for further information.
Admission RequirementsPlease see the South University academic catalog for program specific admissions requirements.
By the end of the program the student should be able to:
- Evaluate strategic HRM practices and procedures in a systematic manner, including employee and labor relations, workplace safety, health and security, and global programs in terms of human and financial impact (direct and indirect) on the organization and in consideration of the local, national and global environment.
- Apply ethical principles, generally accepted business practices, and employment and labor laws with stakeholders in the decision- making process about HR policies, practices, or initiatives.
- Demonstrate the contribution of human resource planning, management and diversity initiatives to organizational stakeholders using generally accepted HR metrics and measurements.
- Define staffing (recruitment and selection), training and development, retention and performance management concepts, processes and policies as part of an integrated whole, and not as an isolated functional area of HRM to develop programs that meet broader organizational needs and enable the organization to maintain a competitive advantage.
- Develop classification, compensation, and benefits both direct and indirect that meet the strategies and constraints of the organization and its environments.
- Analyze organizational development and change management principles using consultative approaches to realize the Human Resources vision through effective organizational leadership.
Outstanding Education for Remarkable Careers
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