The MHRM requires a minimum of 30 credit hours in 9 required courses (27 credits) and one (3 credit) industry project/practicum. The comprehensive industry project is rooted in applying analytical and con-ceptual skills, knowledge and tools to a real-time strategic HR problem. Admitted students not having an undergraduate degree in business will be required to take, prior to enrolling in the MHRM program, two pre-requisite courses (remedial courses) of 3 credits each.
Participants normally complete the program in 15 – 18 months depending on their backgrounds. Classes are normally delivered in three full days (Thursday, Friday, Saturday) every 3 weeks requiring ap-proximately 1.25 years (15 months) for program completion. For students with non-business backgrounds, the program will require 36 credit hours or approximately 1.5 years (18 months) to complete.
The graduate program consists of 9 core courses (3 credit hours each) and 1 comprehensive industry project.to be completed on a modular basis in a 15 month period the courses are as follows:
Students not having an undergraduate degree in business will be required to take, prior to enrolling in the MHRM program, at least two pre-requisite courses (remedial courses) of 3 credits each:
These students can complete the program in 18 months.
1. Remedial Courses
Overview of Accounting (1.5 credits)
This course provides a brief overview of the accounting cycle. It first includes a discussion of the financial statements of Procter and Gamble. Next, it briefly discusses the accounting standards in the U.S. and at the international level. This is followed by an analysis of the accounting framework including the objectives behind financial reporting, the main users of financial statements, the elements of the financial statements, in addition to the assumptions, principles, and constraints that apply when reporting the financial position of a firm. The last section of the course covers issues related to the accounting cycle including recording business transactions, preparing trial balance and financial statements, to conclude with closing entries.
Overview of Finance (1.5 credits)
This course is an introduction to business finance (corporate financial management and investments). Participants develop a toolkit to analyze financial decisions based on principles of modern financial theory. The course introduces concepts such as discounted cash flow, corporate capital budgeting and corporate financial policy.
The Business Value Chain (3 credits)
This course is a holistic, interdisciplinary overview of a business firm, its competitive landscape, objectives, strategy and operations. The course explores the firm's various functions and how they work together and affect one another to form a company's business strategy. Firm strategy is also explored through an examination of customer and competitive analysis.
Managing the Recruitment Process (3 credits)
This course explores how organizations plan for changes in their workforce, create recruitment strategies, and develop selection systems to identify the best talent for their businesses. It encompasses planning for, establishing, and maintaining a quality work force; identifying critical specifications for filling positions; recruiting a pool of talent; developing methods for selecting from the talent pool; and creating desirable person/job and organization fit.
Human Capital Training and Development (3 credits)
The first part of this course introduces students to the psychology of training. It focuses on how the research literature supports different approaches to training needs analysis, training design and training evaluation. The second part of the course introduces students to principles of employee development, with focus on coaching. It focuses on the history of coaching, coaching models, the importance of evidence-based practice and the use of methods drawn from behavioral science, along with ethical considerations, and evaluation.
Compensation Management (3 credits)
This course examines compensation practice, the criteria used to compensate employees, compensation system design issues, and employee benefits, challenges of compensating key strategic employee groups, and employee benefits and services. This course is most suited for the HR professional interested in knowledge of the art and science of compensation practice and its role in promoting companies’ competitive advantage.
Business Ethics and Sustainability (3 credits)
This course is designed to provide a forum for Master students in HRM to discuss, apply and develop more ethically-informed and socially responsible rationales for decision making in business and corporate situations. Key concepts and decision making frameworks in Business Ethics and Corporate Social Responsibility will be used as a basis to assess business scenarios and to justify particular courses of action. Through cases focusing on the social, reputational, and environmental consequences of corporate activities, students will learn how to make difficult choices and critically argue in favor of these choices.
Leadership and Behavior in Organizations (3 credits)
This course introduces students to many of the basic principles of human behavior that effective managers apply when managing individuals and groups in organizations. These include individual differences in abilities and attitudes, perception, attribution and bias, motivation, group dynamics including teams and communication, power and politics, organizational culture, and organizational structure and design. Particular attention is given to leadership as a crucial point of group processes, and as a decisive factor in organizational success.
Strategic Human Resource Management and Change Management (3 credits)
This course aims to highlight the complex interactions of human resource management and strategy. The course underscores how the management of people is strategic or crucial to success. Thus the unit highlights the complex human issues which invariably affect the formation and execution of strategy. On the HRM side, the course examines how HR strategies need to be integrated with other management functions and with the overall sense of direction (or strategy) of the firm. The course examines changes in human resource practices against the background of business strategy and objectives, and links human resource practices to business performance and outcomes.
Professional HRM Challenges in the Middle East (3 credits)
This course addresses contemporary issues in human resource management theories and practices in terms of their ability to have a positive impact on organizational results and encourage desired employee attitudes and behaviors, namely in the Middle East Region. The course promotes an appreciation of the unique characteristics and challenges that exist within the socio-economic and cultural context of the Middle East and challenges participants to reflect upon culturally relevant HRM practices in the region.
HRM Best Practices in a Global Context (3 credits)
This course provides a comprehensive, international perspective of the consequences of internationalization for the management of people across borders. Main topics covered include a thorough overview of the ways that IHRM has been conceptualized to date, expatriate management and employment practices seen from both their external environment and the internal environment of the MNC, the current state of the field on IHRM practices (which extends to the role of globalization and the extent to which HRM differs between countries and the underlying reasons for these differences). We then turn to consider how IHRM appears to be developing and changing in relation to issues of gender, work-life balance, regulation of employment, social responsibility, sustainability and diversity.
Organizational Research Design and Methods (3 credits)
This course will be an overview of methods and statistics most commonly used in organizational research, focusing on research design and strategies. The course will cover basic inferential statistics including t-test and regression. Students will also be exposed to qualitative research techniques such as interviews, focus groups, case studies and grounded theory using content analysis.