The Master of Science in Human Resource Management (MSHRM) is designed to build the skills needed for Human Resource leaders. This part-time program is offered in a distinctive format that combines the best of on-campus and/or fully online learning, enabling students to focus on one course at a time and complete the degree in 20 months. Students must complete 33 credits to fulfill all degree requirements; 27 of these credits are required core courses, and six credits are electives. 

Location

• Hartford Campus

Modality

• Hybrid
• In Person
• Online

Requirements

Course List

Course	Title	Credits
Required Courses
MENT 5377	Human Resource Metrics and Talent Analytics	3
MENT 5401	Managing Risk in the Workplace	3
MENT 5639	Diversity and Inclusion	3
MENT 5650	Interpersonal Relations, Influence, and Ethical Leadership	3
MENT 5675	Business Acumen and Strategic Human Resource Management	3
MENT 5676	Human Capital and Workforce Capability Development	3
MENT 5680	Talent Management Through the Employee Lifecycle	3
MENT 5681	Human Capital and Teams	3
MENT 5805	Human Resource Management Capstone	3
Elective Courses
Six additional credits offered by the School of Business at the graduate level 1		6
Total Credits		33

¹

i.e., course numbers of 5000 or higher in ACCT, BADM, FNCE, MENT, MKTG, or OPIM.

Learning Objectives

1. Students should be able to identify and calculate commonly used HR metrics and identify connections between human resource metrics and other performance outcomes.
2. Students should be able to understand methods of assessing risk in the following eight areas: 1. Talent management and succession planning; 2. Ethics; 3. Alignment of pay and performance; 4. Internal controls and policies and procedures; 5. Employee training and development 6. Regulatory compliance and fraud; 7. Equity/incentive compensation; 8. HR performance metrics and cost management.
3. Students should be able to describe frameworks that outline strategies to: a) constructively engage in “difficult” conversations at work; and b) effectively mediate interpersonal conflict in organizational settings.
4. Students should be able to identify linkages between human resource activities and competitive strategy.
5. Students should be able to create a talent development strategy for the following purposes: new employee onboarding and initial skill acquisition, existing employee skill enhancement, and the development of high-potential emerging leaders.
6. Students should be able to describe the essential components of a Talent Management Strategy and System (TMS) and assess the effectiveness of TMS components from multiple lenses: effectiveness, efficiency, scale, fairness, outcomes, and cultural alignment.
7. Students should be able to describe the key concepts and principles of Diversity and Inclusion and recommend strategies, initiatives, and measurable practices to create and sustain a culture of Diversity and Inclusion.
8. Students should be able to identify the different employment modes and their employee knowledge, skills, abilities, and other characteristics (KSAOs) requirements.
9. Students should be able to identify the sequence of actions involved in developing and evaluating interventions and mitigation strategies for HR-related problems commonly encountered by human resources generalists in organizations.