Master of Science in Human Resource Management Online

In this core course, students will gain an overall understanding of the core competencies of human resources and their relationship to creating an effective HR strategy able to adapt and thrive in a constantly changing global world. Emphasis will be placed on behavioral, technical and organizational workforce issues and solutions. Through case studies, applied research, and team projects, students will gain an understanding of the stakeholders and systems needed to execute business strategy and an appreciation for typical challenges and potential solutions for human resource professionals. Topics include: Talent Management, Compensation, Benefits, Organizational Development and Design, Recruiting, Staffing, Employee Relations, Legal and Ethical practices and Learning and Development, and Business Strategy. Upon successfully completing this course, students will be able to identify core competencies and HR Specializations and potential approaches to HR Management in their own organizations.

This course has been designed to equip the students with the skills and techniques necessary to identify key factors to consider and potential approaches to managing talent covering the full employee life cycle - from talent acquisition to exit. In this course, students will gain an in-depth understanding of the full-range of talent management practices and trends and their relationship to business models and business cycle changes. Through case studies and team projects, student will create a talent strategy that supports a given business strategy and design the respective talent initiatives needed to execute that strategy. Through guest speakers and their own research, students will gain an appreciation for typical challenges and potential solutions for talent identification and development. Students will gain familiarity with important talent concepts and practices covering the full employee life-cycle - from talent acquisition to exit. Topics include developing a talent strategy, talent planning (including activity-based costing), talent acquisition (including employees, contractors, and outsourcing solutions), on-boarding, hi-potential talent identification, succession planning, performance management, competency modeling, talent inventories, talent development activities, and right-sizing.

This course is designed to introduce students to the complex legal and regulatory environment confronted by Human Resources professionals who manage the employer-employee relationship. The course will offer the student a detailed examination of the numerous laws and regulations governing the employer-employee relationship, including Equal Employment Opportunity laws (such as Title VII, the Age Discrimination in Employment Act, and the Americans with Disabilities Act); the Family and Medical Leave Act; the Worker Adjustment and Retraining Notification Act; the Fair Labor Standards Act; Title IX; the National Labor Relations Act; OSHA; whistleblower provisions in laws such as the Sarbanes-Oxley Act and Dodd-Frank; and the Employee Polygraph Protection Act. While the focus of the course will be on the substantive aspects of workplace laws and regulations, students will also be introduced to the procedural and remedial aspects of these laws, to provide students with a more complete understanding of the legal and regulatory environment in which a Human Resources professional is required to operate. Upon successful completion of this course, students will appreciate the legal and regulatory complexities involved in managing a workforce, from the hiring process through termination of employment.

This course is designed for students to learn the possible technologies and generate discussion about how these technologies can help HR professionals work more efficiently and effectively. Students will be encouraged to develop a comfort level with technology and consider how they may incorporate technology in their future roles as HR professionals. Topics will include: various HR systems and delivery options, demonstrate the uses and advantages of HR technologies, provide an overall view of how to select and implement an HR technology solution. The increase in HR systems including HRIS, HRMS, ATS and Compensation and Benefits continues to change and the ability to select a system for upgrading or replacing an existing system will be covered including a cost benefit analysis. Future HR trends of Cloud computing and collaborative work groups, as well as the use and management of social media tools will be discussed. Current vendor systems and outsourcing providers will be reviewed to gain an overview of the products and services available. Upon successful completion of this course, students will have learned how to: identify HR trends that encourage adoption of these new technologies; explain how the HR department can use technology to improve information monitoring, dissemination and collaboration; and describe applications of technology in recruiting.

This course has been designed to equip the students with the skills and techniques necessary for an active role in Organizational Development or Change to assess the effectiveness of an organization - processes, structures, culture, roles,. - for a company's operating model to create a positive impact on performance. The Organizational Assessment Analysis and Change course provides an in-depth background of organization design - structure, roles, processes, culture as addressed in Jay Galbraith's Star model and McKinsey's 7S model, as well as concepts and methods for related initiatives such as employee engagement, process-improvement, and organizational restructuring. Successful Organizational Assessment Analysis, and Change requires a thorough understanding of assessment and analysis methods to identify key factors to improve organizational performance. Upon successful completion of this course, students will be able to synthesize and integrate their understanding of key factors of organizational effectiveness, and will have learned how to assess organizational health, and how to implement effective organizational change initiatives.

Strategy is the heart and soul of any business. The essence of business strategy is to understand your organization's uniqueness and order-winning criteria. This course will focus on how classic strategy paradigms such as differentiation; brand creation; core competency expertise; speed to market; value migration and leadership in the areas of cost reduction, technology and innovation are linked to a sustained competitive advantage. In addition, the course will examine how changes in the competitive landscape such as globalization, the rapid diffusion of technology, excess capacity, shifting marketplace demographics, increasing cost transparencies, the erosion of pricing power and the commoditization and unbundling of products/services; are creating both problems and unique opportunities. Utilizing lectures, assigned readings, small group projects, case studies and a business simulation, the students will become proficient at business strategy analysis, creation and implementation within an ethical framework.

Communication is crucial to the success of all leaders, but as you climb within an organization the ability to write and speak effectively is magnified. One needs to be able to talk, write and present effectively to a diverse group of stakeholders, such as customers, supervisors, subordinates, peers, buyers, etc. And while business leaders have marketing strategies, expansion strategies, finance strategies, even exit strategies, successful leaders also have communication strategies. This course explores how individuals can develop and execute effective communication strategies for a variety of business settings. The course emphasizes the essentials of developing personal communication skills, inclusive of persuasive verbal and written communication, influence mapping, and communicating for buy-in. Students study audience analysis, communicator credibility, message construction and delivery, and are given the opportunity to learn best practices in presentation skills, particularly important for those wishing to pursue entrepreneurial interests. Globalization confronts almost every aspect of business from recruiting and managing a diverse staff to providing products and services, which cross language, time, and cultural barriers. This course delves into the two areas impacting a leader’s success in the global arena: technology and culture.

In today's business environment, corporate executives and leading professionals must continuously analyze strategic business situations and at times feel limited in their ability to choose appropriate courses of action. In these situations, the executive is expected to utilize sound critical decision making in order to initiate action and move the organization to creative problem solving. The purpose of this course is to provide students with a sound conceptual understanding of the role that Management Science, Accounting and Financial concepts, Statistics and Technology play in the decision making process. The student will be presented with applications of decision making tools, which have been used successfully. Whenever possible the "problem scenario approach" will be used. This approach describes a problem in conjunction with the tool or technique being introduced. The development of the technique or model includes applying it to the problem to generate a solution or recommendation. The course will primarily consist of lectures, outside readings, problems, and case studies designed to provide the student with the tools and techniques required to manage processes efficiently and make decisions effectively. Upon successful completion of this course, students will have mastered many of the most important fundamentals of business decision-making, will have a new frame of reference and will be able to both understand and to utilize these fundamentals in the workplace.

This course is designed for students to understand and apply key theories and best practices in leadership. Students will gain familiarity with important leadership concepts and hear, first-hand, the lessons-learned from leaders in business, government, military, and non-profit organizations. This is a highly interactive course that will engage students in identifying and applying what they've learned towards leading teams/organizations through challenging business scenarios. Topics include leadership concepts such as: situational leadership, transformational leadership, "Level 5" leadership/emotional intelligence, and "neuroleadership", cross-cultural models and theories, leadership competencies and assessment tools, actions and behaviors that model best practices in ethical leadership, and leadership development approaches. Upon successfully completing this course, students will be able to integrate their understanding of leadership fundamentals in their own development as leaders as well as in the development of others through leadership development programs, mentoring, and coaching.

The Capstone Seminar is the culminating experience in Manhattanville's graduate business programs. Students in their last semester from different business disciplines participate in the same class, allowing students to see how their discipline fits in with others in a business organization. The Capstone Seminar emphasizes research and writing in a business context.

This class provides a comprehensive overview of project management. Students learn how to effectively plan, manage, and control projects that encompass both individual and group efforts in business settings. Basic concepts and tools of project management, such as the work breakdown structure, scheduling, creating milestones, Gantt charts, managing cost, and stakeholder considerations are introduced. The course will include a series of discussion on each of the core knowledge areas and process groups associated with the Project Management Body of Knowledge (PMBOK). Students will also learn more about the social side of project management, including team building, managing virtual teams and developing and implementing effective project communications. In addition, this class draws upon concepts, models, tools and technologies associated with formal project management methodology, including MS Project and the emergence of social networking and learning tools. Upon successfully completing this course, students will be able to integrate the technical and soft skill sides of project management to prioritize goals, write a project charter, create a work breakdown structure, establish reliable project budgets and schedules, implement project tracking techniques, manage teams, and create effective strategies to control the project budget, schedule, and quality.

This course offers a practical overview of the components, definitions and strategy of the total rewards model and each element important to Human Resource Professionals. Through a combination of lectures, class discussions, role-playing, and scenario analysis the course will focus on the concepts and practices of total compensation management with an emphasis on current theories of motivation and employee engagement. It will provide students with an understanding of compensation, benefits, performance and recognition, career development and work/life initiatives. Consideration will also be given to such topics as job evaluation techniques, the determination of competitive compensation levels, performance appraisals and incentives, wage and salary policy, and compensation and benefit trends. Approaches to the effective integration and communication of the total reward programs will be examined. Substantial coverage of the role of employee engagement in performance management will enable the student to appreciate its importance. Current trends in compensation and benefits will be discussed and evaluated. Upon successful completion of this course students will have gained an in-depth look at rewarding employees by designing and delivering effective rewards systems within organizations.