Master of Science (MS) in Human Resource Management

Program Overview

Master of Science (MS) in Human Resource Management

Overview of Master of Science in Human Resource Management

The human resource issues facing today.s business owners and managers. You do not always have the expertise to deal with the many employee relationship issues you face, and yet you will be expected to make decisions that are both effective and legal. The MS in Human Resource Management will walk you through the hiring process, from performing a skills inventory to conducting the interview; discuss orientation; and cover some issues that arise after the hiring process (such as diversity issues, compensation, and discipline).

Organizations recognize that they do better business when their people are engaged, motivated, and yes, talented. Having the right people in place at the right time is a key aspect to continued growth, success, or even just stability. The MS in Human Resource Management will provide you with just what it takes to have the right people ready. It will help you create a program to measure the talents of your people and how to help them grow in preparation for the future. It will also help you support and grow your organization by teaching you how to apply the most current research and adapt your organization to the ever-changing marketplaces.

The MS in Human Resource Management will develop the business expertise through a deeper understanding of managing people and organisations, decision making and problem-solving, international business environment, strategies to manage globalization, strategic marketing and operations management. It focuses on Strategic Human Resource Management.

The course also provides Candidates with strategic functional aspects of key management issues with emphasis on global, local and virtual aspects of modern business practice.

MBA Degree Requirement

Applicants must have a recognized Bachelor degree in any discipline from an accredited college or university; Postgraduate Diploma or a recognized Graduate Certificate; or a recognized Diploma and 2 years work experience.

Delivery Mode

E-Learning - Self Paced

Program Learning Outcome

What is the Learning Outcome of the MS in Human Resource Management E-Course?

  • 1) The latest trends in the human resource field and the changing role of the human resource professional.
  • 2) How to write job specifications and identify core competencies.
  • 3) Methods of finding, selecting, and keeping the best people using behavioral description interviewing techniques.
  • 4) How to get employees off to a good start.
  • 5) How to deal with compensation and benefits.
  • 6) How to maintain healthy employee relations.
  • 7) How to make performance appraisals a cooperative process
  • 8) What the peer review process is
  • 9) A process for employees to file grievances and for management to respond
  • 10) How to choose a facilitator and panel
  • 11) What is involved in the hearing process, from preliminary meetings to the hearing, and the decision process
  • 12) What responsibilities and powers a panel should have
  • 13) How to apply professional questioning and probing techniques
  • 14) Why peer review panels fail and how to avoid those pitfalls
  • 15) Apply the multifaceted aspects of talent management in their own organization
  • 16) Describe the skills required to manage high potential candidates
  • 17) Recognize and foster talent within an organization
  • 18) Explain the principles of competency-based management
  • 19) Use the language for talent management
  • 20) The importance of having a performance review process for employees.
  • 21) How to work with employees to set performance standards and goals.
  • 22) Skills in observing, giving feedback, listening, and asking questions. An effective interview process and have the opportunity to practice the process in a supportive atmosphere.
  • 23) How to make the performance review legally defensible.
  • 24) What conflict is and how it can escalate.
  • 25) The types of conflict and the stages of conflict.
  • 26) The five most common conflict resolution styles and when to use them.
  • 27) How to increase positive information flow through non-verbal and verbal communication skills.
  • 28) Effective techniques for intervention strategies.
  • 29) Ways to manage conflicts to enhance productivity and performance.
  • 30) Recognize how anger affects your body, your mind, and your behavior.
  • 31) Use the five-step method to break old patterns and replace them with a model for assertive anger.
  • 32) Use an anger log to identify your hot buttons and triggers.
  • 33) Control your own emotions when faced with other peoples. anger.
  • 34) Identify ways to help other people safely manage some of their repressed or expressed anger.
  • 35) Communicate with others in a constructive, assertive manner.
  • 36) Identify ways to establish links between excellence in customer service and your business practices and policies.
  • 37) Develop the skills and practices that are essential elements of a customer service focused manager.
  • 38) Recognize what employees are looking for to be truly engaged.
  • 39) Recognize who the customers are and what they are looking for.
  • 40) Develop strategies for creating engaged employees and satisfied customers in whatever business units you manage.
  • 41) How to identify the values that support their company
  • 42) How to define the vision for their company
  • 43) How to write a mission statement that explains what the company.s purpose is
  • 44) How to complete meaningful SWOT analyses
  • 45) Tools and techniques to create a strategic plan that directs the organization from the executive to the front line
  • 46) Ways to implement, evaluate, and review a strategic plan
  • 47) How related tools, such as the strategy map and balanced scorecard, can help them develop a strategic plan
  • 48) Identify different aspects of culture
  • 49) Identify the differences between culture & civilization
  • 50) Recall ways in which culture manifests
  • 51) Recognize different levels of culture
  • 52) Identify various dimensions of culture
  • 53) Identify what is culture and various cultural differences
  • 54) Recognizing cultural competence
  • 55) Identify culture competence from cultural awareness
  • 56) Identifying ways to acquire cultural competence
  • 57) Identifying ways to achieve cultural competence in an organization.
  • 58) Identify different cultural barriers and ways to overcome them.
  • 59) Identify things to keep in mind during cross-cultural communication
  • 60) Identify ten tips for cross cultural communication
  • 61) Recognize the ways to engage an interpreter
  • 62) Recognize different negotiation methods
  • 63) Recognize various elements of negotiation
  • 64) Recognize cultural dimension of negotiation
  • 65) Identify the cultural effects on Negotiation
  • 66) Identify the ways to develop a negotiation strategy
  • 67) Recognize what, when and why of culture shock
  • 68) Identify the symptoms of culture shock
  • 69) Recognize the various stages of culture shock
  • 70) Identify various stages of adjustment stage with strategies to overcome the adjustment process
  • 71) Identify cultural intelligence
  • 72) Describe the art of finance and key financial terms
  • 73) Determine your role in company finances
  • 74) Find the rules and regulations for your area and industry
  • 75) Discuss various types of financial reports, including income statements, balance sheets, cash flow statements, and statements of retained earnings
  • 76) Explain how a chart of accounts is created
  • 77) Tell the difference between cash and accrual accounting
  • 78) Explain single-entry and double-entry bookkeeping
  • 79) Differentiate between debits and credits
  • 80) Identify and analyze important financial data and make financial decisions
  • 81) Read annual reports
  • 82) Determine whether a company is financially high or low risk
  • 83) Recognize different types of organizational financial plans
  • 84) Explain what budgets are and how to prepare them
  • 85) Recognize what computer skills you need to make you a financial whiz
  • 86) Deal with financial situations that impact the people that work for you
  • 87) Define basic financial terminology
  • 88) Prepare a budget of any type or size
  • 89) Get your budget approved
  • 90) Perform basic ratio analysis
  • 91) Make better financial decisions

Credit Hours

Credit Requirements

Candidates must complete all the required courses i.e. CHRM-001, CFM-001 & CCM (Course only). Each course is valued 55, 20 and 15 Learning Hours respectively.

Module 1 - HR Training for the Non HR Managers (Total Learning Hours: 12)

Module 2 - Employee Dispute Resolution (Total Learning Hours: 8)

Module 3 - Talent Management (Total Learning Hours: 11)

Module 4 - Conducting Effective Performance Reviews (Total Learning Hours: 7)

Module 5 - Conflict Resolution (Total Learning Hours: 8)

Module 6 - Anger Management (Total Learning Hours: 9)

Module 7 - Accounting (Total Learning Hours: 10)

Module 8 - Budgets and Managing Money (Total Learning Hours: 10)

Module 9 - Cross Culture Management (Total Learning Hours: 15)

Total Learning Hours: 90

Total Credits: 58

Potential Career Options

Career opportunities include management positions in an extensive range of commercial and public sector organisations, human resource practitioner or

  • 1) Team Leaders
  • 2) Supervisors
  • 3) Human Resources Directors
  • 4) Organizational Development Directors
  • 5) Employees and non-HR Managers

Exam Information

Exams are online and proctored based, using a webcam and a reliable internet connection exams can be taken anywhere and anytime.

1) CHRM-001 exam comprises of 100 questions out of which the candidate needs to score 75% (75 out of 100 correct) to pass.

2) CFM-001 exam comprises of 40 questions out of which the candidate needs to score 70% (28 out of 40 correct) to pass.

1) The total duration of CHRM-001 exam is 1 hour 30 minutes (90 Minutes)

2) The total duration of CFM-001 exam is 1 hour (60 Minutes)

No external sources of information may be accessed during the exam via ProctorU.

1) If a Candidate does not pass the exam in the second (2nd) attempt, the candidate must wait for a period of at least fourteen (14) calendar days from the date of their attempt to retake the exam for third (3rd) time or any subsequent time.

2) The exam can be taken any number of times.

1) You will get credits only if you pass the exams.

2) Exams can be taken separately (one at a time) and in any sequence to earn a MS.

3) You may retake any examination as often as necessary

Registration Link Details Course Access Price($) Access Link
1 MS in Human Resource Management (E-Course + Exam Voucher(s)) One (1) Year 3500 USD