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.


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).

Currently, applications for this program are being accepted on a first come first serve basis until July 15, 2017 or until the cohort is filled.  Click here for application instructions.

Program Length:

2-3 years

Tuition Cost:

Based on 2017-18 tuition rates of $639 per credit hour, the total tuition cost for the program is approximately $25,560.


The 40-credit-hour MHR curriculum includes 24 hours of required core courses and 16 hours of electives. The program can be completed on either a two-year or three-year plan, shown below. Courses typically meet one night per week, from 6:45-9:15 p.m. and must start their core curriculum with MHR 500 and MHR 515 in the fall term. Each course is four credit hours, unless otherwise noted.


MHR 500 Strategic Human Resources Management
MHR 510 Organizational Change and Development
MHR 515 Recruitment, Selection, and Retention
MHR 538 HR Leadership
MHR 540 Management Consulting
MHR 533 Employment and Labor Law

ELECTIVES (4 classes required - minimum 16 credit hours)

MHR 501 International HRM
MHR 505 Training and Development
MHR 522 Organizational Behavior
MHR 532 Succession Management
MHR 542 Team Building
MHR 543 Employee Relations
MHR 544 Conflict Management
MHR 545 Troubled Employees
MHR 557 Compensation Management
MHR 559 Performance Management
MHR 590 Special Topic Course
MHR 591 SHRM National Conference
MHR 610 Managing the HR Department
MHR 625 Emerging Issues in Human Resources Management
MHR 670 Independent Research (2-6 credits)
MHR 673 Independent Project (2-6 credits)
MHR 675 Internship (2-6 credits)
MHR 677 Thesis (4-8 credits)

MHR 500: Strategic Human Resource Management [4 credits]
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 [4 credits]
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 [4 credits]
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 [4 credits]
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 [4 credits]
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 [4 credits]
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.


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.

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