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The 45 credit master of human resources from the Darla Moore School of Business will provide you with the strong education and practical experience you need to meet the exciting challenges you will face as an HR professional. The MHR can be completed in a year-and-a-half, including the required 6 credit-hour internship. Students from all undergraduate majors are welcome in the Master of Human Resources Program at Moore.

Human Resources Core (27 Credits)

 MGMT 719 Management of Compensation
 MGMT 720 Staffing
 MGMT 721 Employment Relations Law
 MGMT 722  Labor Relations
 MGMT 725   Human Resource Metrics and Research Methods
 MGMT 726 Human Resources and Business Strategy
 MGMT 730 Consulting and Organizational Development in MNCs
 MGMT 772 Employee and Leadership Development  
 MGMT 801 HR and the Global Firm

Human Resources Internship (6 Credits)

MGMT 727 - Internship or Practicum in Human Resources

Business Foundation Electives (12 credits) 

 ACCT 728 Financial Accounting* 
 ACCT 729 Managerial Accounting*
 ACCT 738 Financial Statement Analysis
 ECON 720 Managerial Economics
 FINA 760 Financial Policies*
 IBUS 717 Managing Cross-Border Teams
 IBUS 734 International Business Negotiations
 IBUS 750 Exploring Global Business 
 MGMT 770   Organization Behavior
 MGMT 771 Organization Theory and Design
 MKTG 701 Marketing Management

*These courses are typically required based on the quantitative needs of HR Professionals.

One of the Business Foundation options is an international immersion trip. This trip is currently scheduled during Spring Break. In 2013 our participating students traveled to Singapore and Malaysia to study HR from a global perspective.

The Human Resources Internship is a 6 credit-hour practicum that will take place in the summer between your spring and final fall semester. The internship is typically between 8-12 weeks long. In addition to the work requirement, students also have required coursework to complete throughout the internship. Ultimately the responsibility for obtaining an internship is the student's. However, the Office of Career Management works directly with the students in order to help facilitate the search. The OCM helps with weekly CAT meetings, resume building, networking, career fairs and employee relations.

Course Descriptions

MGMT 719- Management of Compensation. Topics in compensation on a rotating basis including job analysis, internal alignment and consistency, extrinsic and intrinsic motivation, benefits, performance management systems, external pay comparisons, compensation validation, turnover, and executive compensation.

MGMT 720- Staffing. Topics in staffing on a rotating basis among job analysis, recruitment, test validation, selection systems and other subjects.

MGMT 721- Employment Relations Law. The law of employment relations. Policy and practice in areas such as equal employment, wages and hours, employee health and safety, pensions and labor relations.

MGMT 722- Labor Relations. An analysis of some of the major problems faced by managers in their dealings with organizations representing employees. Primary emphasis is on the negotiation of labor agreements and the handling of problems arising under them. The public policy aspect of these problems is also considered.

MGMT 725- Human Resource Metrics and Research Methods. Research methods in personnel and employment relations. Emphasis on: problem identification and hypothesis development, proper research design, application of analytic strategies, strengthening research report writing skills.

MGMT 726- Human Resources and Business Strategy. Designed to provide an overview of the basic building blocks of the strategic management process. Provides a framework by which how the HR function can be better leveraged to support organizational strategies and goals in multinational companies.

MGMT 727- Internship. Field experience in personnel and employment relations. Includes a report analyzing the experience.

MGMT 730- Consulting and Organizational Development in MNCs. Restructuring and transformation initiatives within multinational organizations as internal consultants and/or change agents.

MGMT 772- Employee and Leadership Development. Examination of methods of employee development and organizational change efforts designed to increase organizational effectiveness with an emphasis on planning, design, management, and evaluation of intervention programs.

MGMT 801- HR and the Global Firm. An analysis of selected employment and labor relations problems and practices viewed from a comparative, cross-national perspective and the perspective of a multinational enterprise.

ACCT 728- Financial Accounting. Directs attention to accounting concepts, conventions, and assumptions for an understanding of the content and underlying principles of financial statements.

ACCT 729- Managerial Accounting. Directs attention to an understanding of the manner in which accounting aids management by providing information for decision-making and control of operations.

ACCT 738- Financial Statement Analysis. Analysis of financial statements for profitability and risk assessment and for firm and segment valuation.

ECON 720- Managerial Economics. The application of microeconomic concepts to managerial decisions. The concepts include demand, cost, market structure, pricing, profitability and strategic behavior.

FINA 760- Financial Policies.Theory and fundamentals of analysis and decision-making in financial management.

IBUS 717- Managing Cross-Border Teams. How the presence of members from multiple national cultures and multiple national locations affect the functioning of teams within the multinational corporation.

IBUS 734- International Business Negotiations. Examines how decision makers in business and government settings manage the process and outcomes of negotiations. Cross-cultural negotiations in a global business environment.

IBUS 750- Exploring Global Business. The course examines in detail the business issues of a specific region as they impact the conduct of global business.

MGMT 770- Organization Behavior. Development of an understanding of behavioral concepts necessary for effective production management of organizations. Current literature, case studies, and other simulations to demonstrate applicability of concepts. Concept studies include perception, motivation, leadership, and intergroup conflict.

MGMT 771- Organization Theory and Design. A study of the nature of organizations, their design, their structure, their processes, as well as problems inherent in organizations (e.g. coordination, conflict, communications, power usage, politics).

MKTG 701- Marketing Management. Marketing function with emphasis on the procedures and techniques for analyzing, planning, and implementing marketing strategies and tactics related to product, pricing, communication and distribution decisions.