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COMPLETE YOUR MASTER'S DEGREE IN ONE YEAR

Master of Science in Human Resources Management

Division of Professional Studies

Are you ready to become a game changer? Do you want to add value to any organization?

Key Program Benefits

  • Specialize in a particular HR field, such as health care, finance or manufacturing, during your capstone experience.
  • If you are interested in becoming a Certified Public Accountant (CPA), the MSHRM can help you achieve the 150 credit hours required to sit for the CPA exam.
  • Network with HR professionals through the College’s ongoing affiliation with the local Society for Human Resource Management (SHRM) chapter.
  • Learn from professors who have had careers in HR.
  • Embark on a career with projected growth over the next decade.
  • Understand the global workforce and the regulations that affect their practice.

The Master of Science in Human Resources Management (MSHRM) program* at Bridgewater College will prepare you to be an innovative strategic partner in the area of human resources in an increasingly diverse and international workplace.

You’ll explore organizational excellence, international issues, legal and regulatory factors, analytics in HR, and consulting concepts and practices. The capstone course will provide you with the opportunity to practice your newly developed skills, through a consulting project in the local community.

Complete the 30 credit-hour MSHRM full time in one year or take up to five years to complete it part time.

According to the Bureau of Labor Statistics and the Society for Human Resource Management (SHRM):

  • The human resources (HR) field is one of the fastest growing employment fields with a projection of  more than 14,000 job openings annually.
  • Getting a master’s degree in HR may give professionals the best prospect for promotion in the field.
  • HR managers have a median salary of $113,000 with the lowest 10% of earners being around $67,000 per year.

*While the Master of Science in Human Resources Management has been approved by the BC Board of Trustees, the program is currently pending approval by our accrediting agency SACSCOC with a projected start date of summer 2020.

Take it to the next level with Bridgewater College. Apply today by filling out our online application.

Once you create an account, the information for the MSHRM application will be available.  

Admissions Requirements

The Bridgewater College MSHRM program operates on a rolling admissions process.  Applications open August 15 each year and are reviewed until the cohort is filled.  It is best to submit your applications early to ensure the best opportunity to be admitted.  Applications close no later than May 15 during each cycle.  General institutional admissions requirements can be reviewed at: BC Graduate Admissions

Curriculum

The Bridgewater College MSHRM is designed to prepare human resources professionals for a globalized and highly regulated workplace. Our faculty don’t just teach human resources, they have been professionals who have worked in the human resources field. The power of our program is in our innovative curriculum filled with needs of HR professionals of the future.

HRM 500 – Managing Human Resources (3 credits)
Students will explore management’s responsibility in labor and personnel relations and will consider the contributions made by adjacent fields including law, economics, behavioral sciences, communication and psychology. Students will learn to design and deliver essential human resource services including recruitment, selection, performance management, compensation and benefits design. Students will analyze an aspect of an organization’s human resource development efforts.

HRM 505 – Talent Management (3 credits)
This course focuses on creating organizational excellence by identifying and recruiting talent. Emphasis on systems that provide personal and professional opportunities for growth. Additional topics include retention strategies that tie rewards to performance, workforce planning to include staffing models, employment testing, statistical analysis, legal issues and selection methods using technology.

May be taken concurrently with: HRM 500

HRM 510 – Compensation and Benefits (3 credits)
The course will focus on the procedures used to analyze and evaluate individual jobs. Students will also learn how compensation and benefits integrate into total pay systems within organizations. Students experience the roles and challenges of total pay management. Finally, corporate issues and problems, along with significant governmental and society trends are examined using innovative approaches, which can contribute more effectively to improving organizational performance.

May be taken concurrently with: HRM 500

HRM 520 – Managing the Global Workforce (3 credits)
This course examines human resource management issues that exist in the international business environment. Topics to be included are: how to adapt corporate processes/procedures to fit within each country’s cultural and legal framework while still being aligned to the overall business strategy. Students will learn how to design and implement procedures and programs that will engage a global workforce. Discuss global compensation strategies that are aligned with the organization’s business objectives. Decisions about how to recruit, train, compensate, and generally manage these employees will be discussed. Cross-cultural differences in values will be examined. Students will be given opportunities to specialize in a particular country by conducting individual or groups projects.

Pre-requisite: HRM 500

HRM 530 – Employment Law and Labor Relations (3 credits)
This course focuses on the legal and regulatory factors surrounding human resource management. Students will develop relevant expertise in employment law and HR ethics by actively applying their knowledge to vexing issues facing HR professionals today. Topics related to employment law, workplace health, safety, and security, corporate social responsibility, and ethical guidelines and conduct for HR professionals will be addressed in the course. This course will also cover day-to-day union worker-management interaction and will introduce methods and skills necessary for change in management-union relationships. Case studies will be used to illustrate and discuss legal implications. These are cases of human resource disputes on the verge of going to court, as well as mock trials based on real human resource disputes.

Pre-requisite: HRM 500

HRM 540 – Human Resource Analytics (3 credits)
This course exposes students to the use of analytics to make decisions about employees and the organization as well as demonstrate the value of analytics systems. The course will be taught in an applied fashion using problem scenario approaches. The course will examine tools and skills needed to make evidence-based linkages between HR and organizational performance including data analytic techniques, interpretation, and reporting of analyses to decision makers.

Pre-requisite: HRM 500

HRM 550 – Diversity and Inclusion Management (3 credits)
This course examines the strategic management of workforce diversity from both a local and a global perspective. This course also examines the diversity field from an organizational perspective. Students will learn how to shape HR practices that help organizations compete and succeed by building a diverse workforce and an inclusive culture.

Pre-requisite: HRM 500

HRM 552 – Organizational Development, Behavior and Leadership (3 credits)
This course is designed to expose students to the foundations of group interactions and processes within the workplace. Focus will be placed on the managerial application of knowledge to issues such as motivation, group processes, inter and intra group conflict, leadership, organizational design structure. This course will also examine organizations as complex social systems, to include diversity and inclusion.

Pre-requisite: HRM 500

HRM 554 – Organizational Consultation (3 credits)
This course provides students with concepts and practices needed to build solid consulting skills. Students will learn the design, facilitation and development abilities required for consulting. To demonstrate their understanding of consulting concepts and their practical application, students will be required to participate in a consulting project.

Pre-requisite: HRM 500; May be taken concurrently with HRM 600

HRM 600 – Human Resource Management Capstone (3 credits)
This course is a comprehensive summary of the major areas of managing human resources, including progressive and innovative human resource practices found in leading companies. Over the course of the semester, students will work with an organization to help address real life problems within the organization. A faculty advisor will work closely with students and sponsoring organizations to ensure that the project comprehensively addresses the issue(s) and demonstrates the depth of competency the student gained through the program.

Pre-requisite: HRM 500, HRM 505, HRM 510, HRM 520, HRM 530, HRM 540, HRM 550, HRM 552 and may be concurrently enrolled in HRM 554.

MSHRM Orientation (Mandatory orientation will be included at the start of the program, based on needs).
This program will familiarize students with the format of the HRM program to include: familiarity with the e-Library, research, APA style of writing, the introduction of HRM faculty, administration, registration, and getting to know Bridgewater College.

HRM 500 – Managing Human Resources (3 credits)
Students will explore management’s responsibility in labor and personnel relations and will consider the contributions made by adjacent fields including law, economics, behavioral sciences, communication and psychology. Students will learn to design and deliver essential human resource services including recruitment, selection, performance management, compensation and benefits design. Students will analyze an aspect of an organization’s human resource development efforts.

HRM 505 – Talent Management (3 credits)
This course focuses on creating organizational excellence by identifying and recruiting talent. Emphasis on systems that provide personal and professional opportunities for growth. Additional topics include retention strategies that tie rewards to performance, workforce planning to include staffing models, employment testing, statistical analysis, legal issues and selection methods using technology.
May be taken concurrently with: HRM 500

HRM 510 – Compensation and Benefits (3 credits)
The course will focus on the procedures used to analyze and evaluate individual jobs. Students will also learn how compensation and benefits integrate into total pay systems within organizations. Students experience the roles and challenges of total pay management. Finally, corporate issues and problems, along with significant governmental and society trends are examined using innovative approaches, which can contribute more effectively to improving organizational performance.
May be taken concurrently with: HRM 500

HRM 520 – Managing the Global Workforce (3 credits)
This course examines human resource management issues that exist in the international business environment. Topics to be included are: how to adapt corporate processes/procedures to fit within each country’s cultural and legal framework while still being aligned to the overall business strategy. Students will learn how to design and implement procedures and programs that will engage a global workforce. Discuss global compensation strategies that are aligned with the organization’s business objectives. Decisions about how to recruit, train, compensate, and generally manage these employees will be discussed. Cross-cultural differences in values will be examined. Students will be given opportunities to specialize in a particular country by conducting individual or groups projects.
Pre-requisite: HRM 500

HRM 530 – Employment Law and Labor Relations (3 credits)
This course focuses on the legal and regulatory factors surrounding human resource management. Students will develop relevant expertise in employment law and HR ethics by actively applying their knowledge to vexing issues facing HR professionals today. Topics related to employment law, workplace health, safety, and security, corporate social responsibility, and ethical guidelines and conduct for HR professionals will be addressed in the course. This course will also cover day-to-day union worker-management interaction and will introduce methods and skills necessary for change in management-union relationships. Case studies will be used to illustrate and discuss legal implications. These are cases of human resource disputes on the verge of going to court, as well as mock trials based on real human resource disputes.
Pre-requisite: HRM 500

HRM 540 – Human Resource Analytics (3 credits)
This course exposes students to the use of analytics to make decisions about employees and the organization as well as demonstrate the value of analytics systems. The course will be taught in an applied fashion using problem scenario approaches. The course will examine tools and skills needed to make evidence-based linkages between HR and organizational performance including data analytic techniques, interpretation, and reporting of analyses to decision makers.
Pre-requisite: HRM 500

HRM 550 – Diversity and Inclusion Management (3 credits)
This course examines the strategic management of workforce diversity from both a local and a global perspective. This course also examines the diversity field from an organizational perspective. Students will learn how to shape HR practices that help organizations compete and succeed by building a diverse workforce and an inclusive culture.
Pre-requisite: HRM 500

HRM 552 – Organizational Development, Behavior and Leadership (3 credits)
This course is designed to expose students to the foundations of group interactions and processes within the workplace. Focus will be placed on the managerial application of knowledge to issues such as motivation, group processes, inter and intra group conflict, leadership, organizational design structure. This course will also examine organizations as complex social systems, to include diversity and inclusion.
Pre-requisite: HRM 500

HRM 554 – Organizational Consultation (3 credits)
This course provides students with concepts and practices needed to build solid consulting skills. Students will learn the design, facilitation and development abilities required for consulting. To demonstrate their understanding of consulting concepts and their practical application, students will be required to participate in a consulting project.
Pre-requisite: HRM 500; May be taken concurrently with HRM 600

HRM 600 – Human Resource Management Capstone (3 credits)
This course is a comprehensive summary of the major areas of managing human resources, including progressive and innovative human resource practices found in leading companies. Over the course of the semester, students will work with an organization to help address real life problems within the organization. A faculty advisor will work closely with students and sponsoring organizations to ensure that the project comprehensively addresses the issue(s) and demonstrates the depth of competency the student gained through the program.
Pre-requisite: HRM 500, HRM 505, HRM 510, HRM 520, HRM 530, HRM 540, HRM 550, HRM 552 and may be concurrently enrolled in HRM 554.

MSHRM Orientation (Mandatory orientation will be included at the start of the program, based on needs).
This program will familiarize students with the format of the HRM program to include: familiarity with the e-Library, research, APA style of writing, the introduction of HRM faculty, administration, registration, and getting to know Bridgewater College.

One-Year Plan

While you can take up to five years to complete the MSHRM, part-time, there is a plan that can get you finished in one year. All courses will be scheduled in ways that working professionals can complete the curriculum.

Summer Fall Spring May
MSHRM Orientation
HRM 500: Managing Human Resources (3)
HRM 505: Talent Management (3)
HRM 510: Compensation and Benefits (3)
HRM 520: Managing the Global Workforce (3)
HRM 530: Employment Law and Labor Relations (3)
HRM 540: Human Resource Analytics (3)
HRM 550: Diversity and Inclusion Management (3)
HRM 552: Organizational Development, Behavior and Leadership (3)
HRM 554: Organizational Consultation (3)
HRM 600: Human Resource Management Capstone (3)

Tuition and Fees

Fees and tuition for 2020-2021 graduate programs have not been approved by the Board of Trustees. 2019-2020 Graduate Tuition is $600 per credit hour and can be used as a point of reference for prospective students.

 

Questions? Contact:
Dr. Roslyn Vargas
Director, M.S. in Human Resources Management
540-828-8005
rvargas@bridgewater.edu