2016-2017 Graduate Bulletin

Strategic Human Resources

Office: University College Student Support Center
Mail Code: 2211 S. Josephine St., Denver, CO 80208
Phone: 303-871-2291, 800-347-2042
Email: ucolsupport@du.edu  
Web Site: www.universitycollege.du.edu

Master of Science in Strategic Human Resources with a concentration in Human Resources Employment Relations

The Human Resource Employment Relations master’s degree concentration is offered on campus at the University of Denver in the evenings, online, or in a combination of both, to meet the needs of busy adults.  Successful organizations often have respectful employee–employer relationships. Human Resources can enhance the relationship and employee retention with ethical treatment of employees in terms of compensation, total benefits, achievement of organizational goals, and realistic expectations of performance. All of these functions must operate under laws and regulations that are interpreted and applied appropriately to both employee and organization.

The Strategic Human Resources (SHR) program provides strategic skills in development, operations, and employment relations, and the integral skills needed to succeed in a 21st-century HR marketplace. Human Resources professionals have a unique role and responsibility in organizations to align aspirations and talents of employees with the needs of the organization, in the important contexts of the organizational business strategy, organizational culture, and within the life cycle of the organization. This program provides courses that provide the students tools for this alignment while including human resources practices, ethical consideration, and global implications. Last, this program is designed teach the students how to learn, and HR professionals are required to be lifelong learners due to the constantly changing nature of HR. The Strategic Human Resources master's degree program provides a comprehensive analysis of the HR profession and positions students for career advancement. Customize your Strategic Human Resources master's degree through the innovative Professional Options Curriculum using our convenient online degree builder tool, which allows you to select courses that cater to your specific career needs.

This degree prepares students to do the following:

  • Analyze the typical phases of an employee experience while employed by an organization.
  • Evaluate the compensation considerations for employees based on productivity, current legal and ethical issues in HR and the organization’s domestic and global strategic goals.
  • Analyze total benefits as a function of organizational goals, employee performance and retention, and budgeting.
  • Identify, locate, and interpret laws and regulations relevant to the organization and the situation.

Master of Science in Strategic Human Resources with a concentration in Human Resources Management and Development

The Human Resource Management and Development master's degree concentration is offered on campus at the University of Denver in the evenings, online, or in a combination of both, to meet the needs of busy adults.

Organizations experience various successes and challenges in staying competitive in terms of overseeing employees, dealing with change, and reacting to the various organizational needs. Students will create strategies and plans to examine the HR roles and responsibilities for different stages of change, manage the interventions, compensation, and benefits issues that accompany that change. Throughout the HR change process consulting methods can be used to ensure organizational objectives are met.

The Strategic Human Resources (SHR) program provides strategic skills in development, operations, and employment relations, and the integral skills needed to succeed in a 21st century HR marketplace. Human Resources professionals have a unique role and responsibility in organizations to align aspirations and talents of employees with the needs of the organization, in the important contexts of the organizational business strategy, organizational culture, and within the life cycle of the organization. This program provides courses that provide the students tools for this alignment while including human resources practices, ethical consideration, and global implications. Last, this program is designed teach the students how to learn, and HR professionals are required to be lifelong learners due to the constantly changing nature of HR. The Strategic Human Resources master's degree program provides a comprehensive analysis of the HR profession and positions students for career advancement.

Customize your Strategic Human Resources  master's degree through the innovative Professional Options Curriculum using our convenient online degree builder tool, which allows you to select courses that cater to your specific career needs.

This degree prepares students to do the following:

  • Create a plan regarding organizational change that encompasses building teams, managing change and/or crisis, and communicating to the organization.
  • Analyze consulting methods used by human resource departments to influence achievement of organizational objectives.
  • Examine the business life cycle phases and provide analysis on interventions, compensation, and benefits within an organization
  • Compare and contrast stages of change in an organization to provide HR strategies for managing each of these stages.

Master of Science in Strategic Human Resources with a concentration in Human Resources Operations

The Human Resources Operations master's degree concentration is offered on campus at the University of Denver in the evenings, online, or in a combination of both, to meet the needs of busy adults and prepare graduates to understand the current need for analytics and assessment as they relate to the human resources profession. The Human Resources Operations master's degree concentration explores the impact of HR Analytics and measures as they relate to effective HR strategy.

Organizations operate differently depending on size, scope, mission, and sector. One common denominator, however, is the need for an organization to recruit, develop, utilize, and retain talented employees. Students will use a variety of models and tools including descriptive and predictive analysis, hiring needs, and compensation structures to inform human capital investments and organizational strategies. Local, national, and global implications and ethics are considered when determining the measures to develop employees with respect to diversity, inclusiveness, and accessibility for training and education.

The Strategic Human Resources (SHR) program provides strategic skills in development, operations, and employment relations, and the integral skills needed to succeed in a 21st-century HR marketplace. Human Resources professionals have a unique role and responsibility in organizations to align aspirations and talents of employees with the needs of the organization, in the important contexts of the organizational business strategy, organizational culture, and within the life cycle of the organization. This program provides courses that provide the students tools for this alignment while including human resources practices, ethical consideration, and global implications. Last, this program is designed teach the students how to learn, and HR professionals are required to be lifelong learners due to the constantly changing nature of HR. The Strategic Human Resources master's degree program provides a comprehensive analysis of the HR profession and positions students for career advancement.

Customize your Strategic Human Resources master's degree through the Professional Options Curriculum using our convenient online degree builder tool, which allows you to select courses that cater to your specific career needs.

This degree prepares students to do the following:

  • Evaluate the essential principles for developing, utilizing and retaining human resources.
  • Analyze the ethical, diversity, and global implications for selected information and training.
  • Utilize appropriate models to evaluate organizational functions, using descriptive and predictive analysis, for organizational decision-making
  • Compare and contrast organizational types and provide options supporting a variety of human capital investments to enhance each type of organization.

Master of Science in Strategic Human Resources with a concentration in Learning and Development

The Human Resource Learning and Development master's degree concentration is offered on campus at the University of Denver in the evenings, online, or in a combination of both.  The Learning and Development concentration is designed for early and mid-career learning and development professionals looking to excel as internal or external consultants in a variety of organizational settings and across platforms. This program prepares students in three complementary areas: 1) a strong foundation in the distinct ways adults learn; 2) exposure to and utilization of diverse instructional technologies and strategies; and, 3) advanced facilitation and communication skills. Students acquire advanced knowledge of how adults process information and the specific skills required to meet adult learning needs. Blending traditional training strategies with the latest multi-media technologies and guided by practitioner-faculty, students learn through application by designing and executing projects from start to finish, including needs assessment, design, delivery, implementation, and evaluation. Additionally, students develop advanced communication skills to work with individuals and teams in increasingly global workplaces using multiple modalities.

The Strategic Human Resources (SHR) program provides strategic skills in development, operations, and employment relations, and the integral skills needed to succeed in a 21st-century HR marketplace. Human Resources professionals have a unique role and responsibility in organizations to align aspirations and talents of employees with the needs of the organization, in the important contexts of the organizational business strategy, organizational culture, and within the life cycle of the organization. This program provides courses that provide the students tools for this alignment while including human resources practices, ethical consideration, and global implications. Last, this program is designed teach the students how to learn, and HR professionals are required to be lifelong learners due to the constantly changing nature of HR. The Strategic Human Resources master's degree program provides a comprehensive analysis of the HR profession and positions students for career advancement. Customize your Strategic Human Resources  master's degree through the innovative Professional Options Curriculum using our convenient online degree builder tool, which allows you to select courses that cater to your specific career needs.

This degree prepares students to do the following:

  • Design and execute projects from needs assessment through design, delivery, implementation, and evaluation;
  • Analyze adult learning theories, including their key components, contributions, challenges, limits, and new directions in order to assess how to meet organizational needs.
  • Identify, analyze, choose, and defend best instructional strategies and techniques to achieve learning objectives;
  • Develop advanced facilitation and communication skills to demonstrate the ability to respond appropriately to varied audiences with diverse needs and across platforms;
  • Evaluate and communicate impact of projects using most relevant metrics and analytics.

Certificate in Strategic Human Resources with a concentration in Human Resources Employment Relations

The graduate certificate in Human Resource Employment Relations concentration is offered on campus at the University of Denver in the evenings, online, or in a combination of both, to meet the needs of busy adults and will help HR professionals expand their skillset and provide transferrable knowledge they can apply today. Certificate students learn to create a respectful, productive, and lawful work environment.

Successful organizations often have a respectful employee – employer relationships. Human Resources can enhance the relationship and employee retention with ethical treatment of employees in terms of compensation, total benefits, achievement of organizational goals, and realistic expectations of performance. All of these functions must operate under laws and regulations that are interpreted and applied appropriately to both employee and organization.

The Strategic Human Resources program offers innovative, career relevant graduate certificate courses from compensation to information systems, decision-making to ethics as they each relate to HR. Certificate students can expect a challenging program of study, as they learn to implement strategy for organizational success. Credits earned through this graduate certificate may apply toward a master's degree in Strategic Human Resources.  

Certificate in Strategic Human Resources with a concentration in Human Resource Management and Development

The graduate certificate in Human Resource Management and Development concentration is offered on campus at the University of Denver in the evenings, online, or in a combination of both, to meet the needs of busy adults and will help HR professionals expand their skillset and provide transferrable knowledge they can apply today. Certificate students learn to apply business strategy through the development of talent management programs, in addition to how to evaluate, diagnose, and solve organizational change and issues in HR.

Organizations experience various successes and challenges in staying competitive in terms of overseeing employees, dealing with change, and reacting to the various organizational needs. Students will create strategies and plans to examine the HR roles and responsibilities for different stages of change, manage the interventions, compensation, and benefits issues that accompany that change. Throughout the HR change process consulting methods can be used to ensure organizational objectives are met.

Credits earned through this graduate certificate may apply toward a master's degree in Strategic Human Resources.

Certificate in Strategic Human Resources with a concentration in Human Resources Operations

The graduate certificate in Human Resources Operations concentration is offered on campus at the University of Denver in the evenings, online, or in a combination of both, to meet the needs of busy adults.  Organizations operate differently depending on size, scope, mission, and sector. One common denominator, however, is the need for an organization to recruit, develop, utilize, and retain talented employees. Students will use a variety of models and tools including descriptive and predictive analysis, hiring needs, and compensation structures to inform human capital investments and organizational strategies. Local, national, and global implications and ethics are considered when determining the measures to develop employees with respect to diversity, inclusiveness, and accessibility for training and education.

Certificate students are effectively prepared to face the advanced challenges of human resources with implementing descriptive and predictive analytics, while at the global level from a strategic, competent perspective with each election, world event, and restructuring. HR professionals with several years of experience who are looking to challenge themselves and become more marketable by learning about the international marketplace will benefit from this graduate certificate. HR analytics and the ability to assess return on investment of new programs is emerging in importance, and certificate students will learn about how all these relate to organizational and  HR strategy.. Credits earned through this graduate certificate may apply toward a master's degree in Strategic Human Resources.

MASTER'S DEGREE ADMISSION

Admission Criteria

A regionally accredited baccalaureate degree is required for admission. Applicants must have a minimum grade point average (GPA) of 3.0 on a 4.0 scale (or equivalent) in their undergraduate work from a regionally accredited degree-granting institution for full admission. Applicants whom University College believes may successfully engage in graduate work, but who have not met the previously stated GPA requirement, may be admitted to a degree program on a provisional basis. The GMAT and GRE are NOT required.

Admission Process

Master's degree applications are reviewed for admission on a quarterly basis. Applications and all supplemental materials must be submitted online; with the exception of transcripts, which must be received by the stated application deadline (requests for accommodation may be granted). Applicants will be notified of a decision via email and standard mail approximately two weeks following the application deadline. Detailed application information and application deadlines are located on the University College website

  • Application: Applicants must complete the application online.
  • Application Fee: A $75 non-refundable application fee is required for an application to be processed. 
  • One Official Transcript from each Post-Secondary Institution: Applicants are required to submit an official transcript from each post-secondary institution they have attended, or are presently attending, where 2 quarter hours (or one semester hour) or more were completed. This includes transcripts for credit earned as transfer work and study abroad.
  • Two Letters of Recommendation: Two confidential letters of recommendation are required.
  • Personal Statement: A personal statement (two pages double spaced) is required. The statement should include information on how the degree will enhance career plans and meet educational goals. Sharing personal experiences, abilities, achievements, and goals is encouraged.  This document has considerable influence in the decision to admit applicants with attention given to written communication skills. 
  • Résumé/Curriculum Vitae (CV).
  • Degree Plan: The degree plan, detailing courses for the academic program, is required to complete the admission process and can be completed through the University College online Degree Builder tool.
  • Language Proficiency: Applicants whose native language is not English or who have been educated in countries where English is not the native language, regardless of citizenship, must provide official scores from the Test of English as a Foreign Language (TOEFL) or International English Language Testing System (IELTS). The TOEFL and IELTS scores are valid for two years from the test date. Applicants may be exempt from English proficiency test requirements if they have earned a post-secondary degree from a recognized/accredited university where the language of instruction and examination is English.
  • Proof of Permanent Residency: Permanent Residents must provide a copy of their Registration Alien Card (green card).
  • Admission Interview: An interview may be required at the program director’s request.
  • International Applicants:  Additional requirements are listed below for international applicants. 

CERTIFICATE ADMISSION

Admission Criteria

A regionally accredited baccalaureate degree is required for admission. Applicants must have a minimum grade point average (GPA) of 3.0 on a 4.0 scale (or equivalent) in their undergraduate work from a regionally accredited degree-granting institution for full admission. Applicants whom University College believes may successfully engage in graduate work, but who have not met the previously stated GPA requirement, may be admitted to a degree program on a provisional basis. The GMAT and GRE are NOT required.

Admission Process

Certificate applications are reviewed for admission on a quarterly basis. Applications and all supplemental materials must be submitted online; with the exception of transcripts, which must be received by the stated application deadline (requests for accommodation may be granted). Applicants will be notified of a decision via email and standard mail approximately two weeks following the application deadline. Detailed application information and application deadlines are located on the University College website

  • Application: Applicants must complete the application online.
  • Application Fee: A $50 non-refundable application fee is required for an application to be processed. 
  • One Official Transcript from each Post-Secondary Institution: Applicants are required to submit an official transcript from each post-secondary institution they have attended, or are presently attending, where 2 quarter hours (or one semester hour) or more were completed. This includes transcripts for credit earned as transfer work and study abroad.
  • Résumé/Curriculum Vitae (CV).
  • Certificate Plan: The certificate plan, detailing courses for the academic program, is required to complete the admission process and can be completed through the University College online Degree Builder tool. 
  • Language Proficiency: Applicants whose native language is not English or who have been educated in countries where English is not the native language, regardless of citizenship, must provide official scores from the Test of English as a Foreign Language (TOEFL) or International English Language Testing System (IELTS). The TOEFL and IELTS scores are valid for two years from the test date. Applicants may be exempt from English proficiency test requirements if they have earned a post-secondary degree from a recognized/accredited university where the language of instruction and examination is English.
  • Proof of Permanent Residency: Permanent Residents must provide a copy of their Registration Alien Card (green card).
  • Admission Interview: An interview may be required at the program director’s request.
  • International Applicants:  Additional requirements are listed below for international applicants. 

INTERNATIONAL ADMISSION

International applicants must comply with all requirements set forth for domestic applicants and supplement their application with additional documentation. International applicant information, including admission deadlines and the International Applicant Checklist, is available on the University College website.

Admitted international applicants whose native language is not English are required to attend University College’s International Preparation Week prior to attending courses at University College.

University College will consider graduate applicants who have earned three-year baccalaureate degrees from 15-year education systems. The school from which the applicant has earned the degree must be a formally recognized or regionally accredited institution of higher learning, as determined by the University Of Denver Office Of International Student Admission. Admission policy and procedures for applicants holding three-year baccalaureate degrees is the same as for other international applicants with one exception: applicants with a three-year degree are not eligible for English Conditional Admission. Priority consideration will be given to those with a minimum of three year’s work experience.

Additional Admission Requirements for International Applicants

  • English Proficiency: All internationally educated applicants whose native language is not English are required to submit proof of English Language Proficiency regardless of citizenship and/or U.S. residency.
  1. TOEFL: A minimum score of 550 (paper based), 213 (computer based), or 80 (Internet based) is required for admission consideration. Generally, applicants should achieve at least 20 in all TOEFL subscores on the internet-based exam. TOEFL score reports older than two years from the date of application are not acceptable for admission consideration.
  2. Academic IELTS: A score of 6.5 or higher is required to be considered for admission. Each individual band score must be 6.0 or higher. IELTS score reports older than two years from the date of application are not acceptable for admission consideration.
  3. Possible Exemptions: International applicants may be exempt from the TOEFL/Academic IELTS requirement if by the time of matriculation they have earned a post-secondary degree from a formally-recognized/accredited university where the entire language of instruction and examination is in English.
  4. English Conditional (Admission?) (ECA): Master's degree applicants who do not meet the required level of English proficiency may be considered for conditional acceptance if all other admission criteria are met. Prior to enrolling in any graduate-level coursework, ECA requires an evaluation by the University of Denver's English Language Center (ELC) and successful completion of intensive ELC English courses including the Graduate Preparation Program.. Academic classes may not be taken while students are enrolled at the English Language Center. Graduate certificate students may not be admitted through ECA. As an alternative to the English Language Center, an applicant may become fully admitted by submitting sufficient TOEFL/Academic IELTS scores.
  • Official Transcripts and Translations: International applicants should submit official transcripts printed in the official language of instruction of their institution. Certified English translations must accompany all transcripts except for those provided by institutions that issue documents in English.
  • Photocopy of Diploma/Degree Certification and Appropriate Translations: Applicants who have earned a degree outside the U.S. must submit proof of graduation through a degree certificate or diploma along with all appropriate official translations.
  • A Photocopy of Current Passport: Applicants must provide a copy of the photograph and legal name page of their passport. This is required before an I-20 can be issued by the University of Denver.
  • The Supplemental Information Form (SEVIS Supplement): Applicants who are not U.S. Citizens or permanent residents must complete the SEVIS form.
  • Financial Verification Form: Applicants seeking an I-20 student visa must submit financial verification documents.

Master of Science in Strategic Human Resources with a Concentration in Human Resources Employment Relations

Degree Requirements

Core coursework requirements
HRA 4130Finance for HR Professionals4
HRA 4140Principles and Practice of Human Resources4
HRA 4150Human Resources Across Organizations4
HRA 4910Research Practices and Applications4
HRA 4901Capstone Project4
or HRA 4902 Capstone Seminar
or HRA 4904 Interdisciplinary Capstone Seminar
Concentration requirements
HRA 4600Human Relations in Organizations4
HRA 4610Employee Compensation4
HRA 4620Employment Total Benefits4
HRA 4630Employment Law4
Elective requirements (Choose three courses): 12
Organizational Leadership, Team Effectiveness, and Communications
Organizational Lifecycles and HR Implications
HR Analytics and Research
Evaluating the Value and Impact of HR Interventions
Total Credits48

Minimum number of credits required: 48

Students will work with their personal academic advisor to determine the best set of courses for their electives.

A satisfactory quality of achievement with a grade point average of “B” (3.0) or better is required in graduate coursework accepted for the degree. The average is determined on the basis of the University’s grading system. In no case, may more than one-fourth of the hours accepted toward the degree be of “C” grade. A grade lower than “C” renders the credit unacceptable for meeting degree requirements. Students must earn a grade of B- or better in the Capstone Project or Capstone Seminar.

Master of Science in Strategic Human Resources with a Concentration in Human Resources Management and Development

Degree Requirements

Core coursework requirements
HRA 4130Finance for HR Professionals4
HRA 4140Principles and Practice of Human Resources4
HRA 4150Human Resources Across Organizations4
HRA 4910Research Practices and Applications4
HRA 4901Capstone Project4
or HRA 4902 Capstone Seminar
or HRA 4904 Interdisciplinary Capstone Seminar
Concentration requirements
HRA 4230Consulting and Human Resource Applications4
HRA 4500Organizational Leadership, Team Effectiveness, and Communications4
HRA 4510Organizational Lifecycles and HR Implications4
HRA 4520HR Change Management4
Elective requirements (Choose three courses):12
Human Relations in Organizations
The Inclusive Organization
Organizational Politics and the HR Professional
HR Competencies and Talent Management
Total Credits48

Minimum number of credits required: 48

Students will work with their personal academic advisor to determine the best set of courses for their electives.

A satisfactory quality of achievement with a grade point average of “B” (3.0) or better is required in graduate coursework accepted for the degree. The average is determined on the basis of the University’s grading system. In no case, may more than one-fourth of the hours accepted toward the degree be of “C” grade. A grade lower than “C” renders the credit unacceptable for meeting degree requirements. Students must earn a grade of B- or better in the Capstone Project or Capstone Seminar.

Master of Science in Strategic Human Resources with a Concentration in Human Resources Operations

Degree Requirements

Core coursework requirements
HRA 4130Finance for HR Professionals4
HRA 4140Principles and Practice of Human Resources4
HRA 4150Human Resources Across Organizations4
HRA 4910Research Practices and Applications4
HRA 4901Capstone Project4
or HRA 4902 Capstone Seminar
or HRA 4904 Interdisciplinary Capstone Seminar
Concentration requirements
HRA 4240HR Technology Solutions4
HRA 4250HR Competencies and Talent Management4
HRA 4260HR Analytics and Research4
HRA 4270Evaluating the Value and Impact of HR Interventions4
Elective requirements (Choose three courses):12
Organizational Leadership, Team Effectiveness, and Communications
Organizational Lifecycles and HR Implications
HR Change Management
Organizational Politics and the HR Professional
Total Credits48

Minimum number of credits required: 48

Students will work with their personal academic advisor to determine the best set of courses for their electives.

A satisfactory quality of achievement with a grade point average of “B” (3.0) or better is required in graduate coursework accepted for the degree. The average is determined on the basis of the University’s grading system. In no case, may more than one-fourth of the hours accepted toward the degree be of “C” grade. A grade lower than “C” renders the credit unacceptable for meeting degree requirements. Students must earn a grade of B- or better in the Capstone Project or Capstone Seminar.

Master of Science in Strategic Human Resources with a Concentration in Learning and development

Degree Requirements

Core coursework requirements
HRA 4130Finance for HR Professionals4
HRA 4140Principles and Practice of Human Resources4
HRA 4150Human Resources Across Organizations4
HRA 4910Research Practices and Applications4
HRA 4901Capstone Project4
or HRA 4902 Capstone Seminar
or HRA 4904 Interdisciplinary Capstone Seminar
Concentration requirements
COMM 4002Effective Facilitation and Presentation4
COMM 4200Instructional Design and Technology4
COMM 4203Instructional Strategies for Adult Learners4
COMM 4206Evaluating Learning and Development Effectiveness4
Elective requirements (Choose three courses):12
Organizational Leadership, Team Effectiveness, and Communications
Organizational Lifecycles and HR Implications
HR Analytics and Research
Evaluating the Value and Impact of HR Interventions
Total Credits48

Minimum number of credits required: 48

Students will work with their personal academic advisor to determine the best set of courses for their electives.

A satisfactory quality of achievement with a grade point average of “B” (3.0) or better is required in graduate coursework accepted for the degree. The average is determined on the basis of the University’s grading system. In no case, may more than one-fourth of the hours accepted toward the degree be of “C” grade. A grade lower than “C” renders the credit unacceptable for meeting degree requirements. Students must earn a grade of B- or better in the Capstone Project or Capstone Seminar.

Certificate in Strategic Human Resources with a Concentration in Human Resources Employment Relations

Program Requirements

Concentration requirements
HRA 4600Human Relations in Organizations4
HRA 4610Employee Compensation4
HRA 4620Employment Total Benefits4
HRA 4630Employment Law4
Elective requirements (Choose two courses):8
HR Analytics and Research
Evaluating the Value and Impact of HR Interventions
Organizational Leadership, Team Effectiveness, and Communications
Organizational Lifecycles and HR Implications
Total Credits24

Minimum number of credits required: 24

Certificate in Strategic Human Resources with a Concentration in Human Resource Management and Development

Program Requirements

Concentration requirements
HRA 4230Consulting and Human Resource Applications4
HRA 4500Organizational Leadership, Team Effectiveness, and Communications4
HRA 4510Organizational Lifecycles and HR Implications4
HRA 4520HR Change Management4
Elective requirements (Choose two courses):8
The Inclusive Organization
Organizational Politics and the HR Professional
HR Competencies and Talent Management
Human Relations in Organizations
Total Credits24

Minimum number of credits required: 24

Certificate in Strategic Human Resources with a Concentration in Human Resources Operations

Program Requirements

Concentration requirements
HRA 4240HR Technology Solutions4
HRA 4250HR Competencies and Talent Management4
HRA 4260HR Analytics and Research4
HRA 4270Evaluating the Value and Impact of HR Interventions4
Elective requirements (Choose two courses):8
Organizational Leadership, Team Effectiveness, and Communications
Organizational Lifecycles and HR Implications
HR Change Management
Organizational Politics and the HR Professional
Total Credits24

Minimum number of credits required: 24

Courses

HRA 4110 Human Resource: Foundations and Practice (4 Credits)

This course provides a brief history and overview of the HR profession including career options. In-depth functional areas of HR including recruitment and selection, compensation and benefits, performance analysis and appraisal, employee and labor relations, HR technology, and professional development and organizational learning are researched and discussed. Foundational concepts of domestic and international workforce planning and talent management are also included.

HRA 4120 Legal, Ethical and Employment Issues in Human Resource (4 Credits)

This course provides students with a foundation of the major legal and ethical considerations impacting the functional areas of human resource management and its contribution to organizational growth and success. This course is designed to provide knowledge and practical application of employment, anti-discrimination, wage-hour and labor relation laws. The relationship between employment law and business ethics is a major focus of the course and both domestic and global perspectives are considered. Students are strongly encouraged to take HRA 4110, or be familiar with its content before taking this course.

HRA 4130 Finance for HR Professionals (4 Credits)

This course examines financial oversight and budget skills for organizations, including managerial financial, financial statements, cash flow, operating budget, cost-benefit analysis, and capital budgeting.

HRA 4140 Principles and Practice of Human Resources (4 Credits)

This course offers an introduction to HR as a professional field of study, and discusses how HR fits into the workplace. The course presents theories and issues in the HR field, and it defines the HR practitioner as a change agent. The course places HR management in the context of organizational strategy and policy. And it defines the core competencies of HR professionals including recruitment, selection, and placement; job classifications and wage and benefits; employee relations, supervision, counseling, and discipline, and employment law.

HRA 4150 Human Resources Across Organizations (4 Credits)

HR professionals may work in a number of organizational settings and sectors during their careers. This course provides an opportunity to explore how organizations may differ in legal structures, HR models, governmental oversight, records access, type and size, compensation processes, and benefits.

HRA 4160 Human Resources in a Global Economy (4 Credits)

This course explores the proprietorships, partnerships, corporations, nonprofits, multinational corporations, strategic alliances, regulatory agencies, and public organizations that cross sector and national boundaries from an HR-impact perspective.

HRA 4170 The Inclusive Organization (4 Credits)

Employees are coming to organizations with differences in race, ethnicity, gender, age, religion, sexual orientation, disability, and other aspects of diversity. How can organizations create a culture of respect, involvement, and positive outcomes for employers, employees, and other stakeholders with individual differences and group affiliations? This course examines these questions.

HRA 4180 Organizational Politics and the HR Professional (4 Credits)

Many programs developed by HR professionals may be impacted by politics, where decisions are made to further individual interests over the interests of other people. Despite the inclusion of best practices in the recommendations, decisions may be made for political reasons, agendas, or actions, and not always for the benefits of the employees. This course explores why and how politics may enter HR decision making, and identifies links between motivation and leadership.

HRA 4210 Strategic Workforce Planning & Talent Management (4 Credits)

This course explores the process of executing business strategy through the development of talent management programs that align the organization's talent needs with the specific competencies required to effectively execute corporate strategy. Successful execution of strategy requires a workforce that possesses the values, ethics, competencies, and behaviors needed to implement the strategy. The specific skills and professional competencies required will vary as a function of the roles and responsibilities performed, and the position held within the organization's hierarchy. Performance metrics, which focus primarily on operational efficiency or expense management rather than the effect that skills and competencies have on strategy implementation and execution may cause managers to make suboptimal decisions in achieving organizational goals. Workforce and HR scorecards should be based on performance that is tied directly to the achievement of the organization's unique strategy as opposed to standardized industry benchmarks. Effective talent management programs are essential to the maintenance of a firm's competitive advantage and the successful execution of organizational strategy. Students are encouraged to be familiar with HRA 4110 before taking this course.

HRA 4220 Learning: Development and Performance (4 Credits)

Organization, team, individual and management development are critical drivers for organizations succeeding in a global marketplace. Key steps in achieving development goals are: developing a firm understanding of the business needs, effectively engaging the workforce aligned with those needs, implementing effective learning and performance solutions and strategies, and measuring the return on investment (ROI). In this class, students research and examine effective development strategies as well as focus on various learning models, including adult learning. Differences between coaching and mentoring are addressed as they relate to employee or management development.

HRA 4230 Consulting and Human Resource Applications (4 Credits)

HR professionals must be able to turn strategy into action to benefit the organization. This course provides students with models, tools and concepts to effectively build relationships with key stakeholders, identify, analyze and diagnose organizational issues, develop and implement value-added solutions, effectively manage the change process and measure/monitor outcomes. Students apply a consulting model approach in all HR functions.

HRA 4240 HR Technology Solutions (4 Credits)

Technological advances have had a major impact on the use of information for managing human resource functions within both large and small organizations. The quantity of data being collected, stored, and manipulated on computers is growing at a rapid rate. The students in this course strengthen basic technology skills by examining how information is utilized in the functional areas of HR.

HRA 4250 HR Competencies and Talent Management (4 Credits)

In this course, students identify the political, economic and social systems that impact organizations and learn the essential principles for developing, utilizing and retaining human resources. Students will develop plans for staffing and forecasting, recruitment, career development, and succession planning, and they will understand the role of competencies.

HRA 4260 HR Analytics and Research (4 Credits)

This course covers a review of HR metrics, quantitative techniques and analysis. Students will examine HR research and consider a process to develop practical questions for HR use. Quantitative skills for modeling, spreadsheet analysis, process mapping, and workforce management reporting are developed. Human resource information systems (HRIS) and their role in supporting strategic decision making are examined and evaluated.

HRA 4270 Evaluating the Value and Impact of HR Interventions (4 Credits)

In this course, students will determine the long-term and short-term impact of interventions, especially looking at a cost-benefit analysis. The object is to have a practical strategy to provide decision makers the data for human capital investments support.

HRA 4310 Creating a Global Mindset (4 Credits)

Current writing suggests that leaders who develop a global perspective for change throughout their organizations will have a distinct advantage over those who do not. Models of effective global vs. domestic HR leadership skills and views are presented, discussed, and applied within the course setting. Common cultural, communication and diversity issues which can impede progress within organizations are addressed via surveys, assessment, suggestions and practice. Students strive to achieve a wide level of cultural competence.

HRA 4320 Global Human Resource Planning and Development (4 Credits)

Many organizations today are involved in international and intercultural interfaces with employees, customers, and owners. As business becomes more globalized, HR functions become more complex. This course explores global implications for policy development, HR planning, practices in HR functions, and processes that are necessary for effective global HR functioning. Through discussions, readings, research and projects students understand and apply global planning and development processes for human resources.

HRA 4330 Human Resource Challenges in the Global Marketplace (4 Credits)

Best practices within the domestic strategic HR management setting are a focal point for discussion while exploring and contrasting best practices in a global setting. Resulting HR challenges emerge which become the basis for course discussion, research and projects. Sample topics include acquiring, developing, engaging and retaining international talent, emerging markets, centralization vs. decentralization of functions, learning in a global era and international assignment management.

HRA 4340 Human Resource Case Studies and World Issues (4 Credits)

This course explores world events, laws, employment trends, international business topics and other significant issues which directly or indirectly affect the HR professional and the strategic positioning and preparation needed to function in a global HR environment.

HRA 4410 Problem Solving in Human Resource: Current Issues (4 Credits)

This is an advanced seminar covering various topics across the human resources (HR) function. It assumes a basic understanding of the key HR processes: recruiting, selection, on-boarding, training, rewards & recognition, and termination. Because the HR function does not operate separately from the rest of the business we will explore HR in the context of the broader business. This course examines HR issues through the use of case studies and reading of contemporary issues.

HRA 4420 Employee Relations (4 Credits)

The components of a comprehensive Employee Relations function are the focus of this course. Through research, small discussion groups, team presentations and case studies, students learn how the components of an Employee Relations function contribute as a strategic business partner within an organization. Topics include strategic partnering, policy interpretation, complaint resolution, leadership development, succession planning, inclusion, separation plans, business case development, coaching and counseling.

HRA 4430 Compensation and Benefits (4 Credits)

This course examines key issues and challenges facing compensation managers as they strive to attract and retain high performance talent in today's global economy. Such a task requires the implementation of an effective total rewards management system. A comprehensive view of compensation management concepts, models, strategies, incentives and practices are emphasized. Changes in legislation, behavioral science theories, social and human factors and economics are discussed. Investigation of the compensation management decision making process reveals the impact of decisions on stakeholders' constituencies. Other specific topics include administration and compensation systems across public and private sectors, job evaluation, perceived equity, planning and budgeting, performance and satisfaction.

HRA 4440 Supervision and Managerial Decision Making (4 Credits)

As our economy becomes more complex with domestic and international ramifications, managers and supervisors are increasingly called upon to make crucial decisions leading to organizational effectiveness. Therefore, this course explores objective and subjective decision making models, and develops supervision skills for HR professionals. The rational approach is taught via maximization of expected outcomes and decision tree analysis. The irrational side of decision-making is covered through demonstrations and discussion of decision bias and judgment heuristics. Various supervision techniques are identified and defined (such as contracting, feedback, problem-solving, coaching, motivating others and managing conflict), and methods for modeling, teaching and transferring supervisory skills to others are explored and practiced.

HRA 4500 Organizational Leadership, Team Effectiveness, and Communications (4 Credits)

HR professionals are expected to be organizational leaders, build teams, and build strong internal communications. The course explores how to lead organizational change, manage organizational crisis, build effective teams, and develop strategic communications.

HRA 4510 Organizational Lifecycles and HR Implications (4 Credits)

This course examines the role of mission, vision, and values. Moving from start-up to mature organizations, the course asks what are HR responses to compensation, benefits, and HR structure? Matching HR structure and policies to organizational strategy is considered.

HRA 4520 HR Change Management (4 Credits)

Human Resources planning is an essential step when designing or implementing a change, small or large, within an organizational culture. The magnitude of change and the organizational culture will impact the change management communication, planning, and process. This course examines those factors.

HRA 4600 Human Relations in Organizations (4 Credits)

The purpose of this course is to explore the quality of work life, which leads to greater retention and employee satisfaction. Using the life cycle of a typical employee, effective communication and the role of interviews and exit interviews will be discussed. Additionally, job enrichment (vertical and horizontal), flexible work schedules, employee assistance programs, drug and alcohol rehabilitation, retirement planning, community service, and other programs will be analyzed.

HRA 4610 Employee Compensation (4 Credits)

This course examines the development and management of employee compensation systems, including motivational, productivity, job classification, and strategic considerations. It explores the history and purpose of a compensation system, today’s issues, and key elements of compensation design.

HRA 4620 Employment Total Benefits (4 Credits)

This course develops historical context for employee benefits and the motivational implications. It reviews the wide range of potential benefits and discusses "total rewards" options. The course examines pension plans, social security, ERISA, major benefits legislation, health insurance, flex spending, and budget implications.

HRA 4630 Employment Law (4 Credits)

This course explores current legal issues that affect the HR function in organizations. These include EEO, sexual harassment, managing risk, discrimination, Wage and Hour, at-will employment, and current Supreme Court decisions. These legal issues will be examined from both the employee and the employer viewpoint.

HRA 4701 Topics in Human Resource (4 Credits)

The content of this course varies each time it is offered. The topics may include time-sensitive issues in the field of startegic human resource management, elective courses that are not scheduled regularly during the course of the year, or advanced inquiry into core-course subjects. Each time the course is offered, the specific content is announced in the quarterly course schedule. Depending on the subject matter, students may be required to have completed prerequisite courses.

HRA 4901 Capstone Project (4 Credits)

The Capstone Project provides students the opportunity to research a topic, problem, or issue within their field of study, and work individually with a Capstone advisor. Similar in weight to a thesis, but more flexible, this final project will synthesize and apply core concepts acquired from the program. The student will select an appropriate Capstone advisor who is knowledgeable in the field of study to work closely with and whom can guide the research project. Evaluation will be focused on the quality and professionalism of applied research and writing; critical and creative thinking; problem-solving skills; knowledge of research design, method, and implementation; and contribution to the field and topic of study. Please see the Capstone Guidelines for additional details. Prerequisites: A Capstone Proposal that has been approved by both the Capstone Advisor and the Academic Director, unconditional acceptance as a degree candidate, completion of at least 40 quarter-hours (including all core courses) with a cumulative GPA of 3.0 or better. A final greade of B- or better is required to pass.

HRA 4902 Capstone Seminar (4 Credits)

The Capstone Seminar is a graduate seminar in which students utilize the knowledge and skills gained through the degree program to create a culminating work that critically addresses a problem in their degree field of study. The students produces a Capstone of 7000-8000 words that presents a position on a relevant problem, supports the position with professional and academic literature, analyzes and tests the proposed solution, and discusses the findings as related to the field of study. The seminar is dependent upon quality, collegial discussion, and feedback of students’ research and work products, under the facilitation of a faculty member. The course structure guides the students through the process of independent, secondary research and writing of a Capstone. No primary research is allowed. Students generate the course content through ongoing discussion and peer feedback on the Capstone process and individual topic areas under investigation. Students professionally and academically communicate through written work and oral presentation . Students must have: Unconditional acceptance as a degree candidate, completion of at least 40 quarter-hours (including all core courses) with a cumulative GPA of 3.0 or better.A final grade of B- or better is required in this course to meet degree requirements. Students must complete the Capstone Seminar in one quarter; no incomplete grades are assigned.

HRA 4904 Interdisciplinary Capstone Seminar (4 Credits)

The Interdisciplinary Capstone Seminar is a graduate seminar in which students utilize the knowledge and skills gained through the degree program to create a culminating work that critically addresses a problem or issue in the degree field of study. Members of the class will include students from various UCOL programs, representing multiple topics of study. On campus offerings of this course include required online components. The student produces a paper of 7000-8000 words that presents a position on a relevant problem or issue, supports the position with professional and academic work in the field, analyzes and tests the paper position, and discusses the role of the findings within the field of study. Students professionally and academically communicate their findings through written work and oral presentations. The seminar is dependent upon active and collegial discussion and critique of student research and work under the facilitation of a faculty member, and it is governed by the quality of participation and contributions of the students. Students must have: Unconditional acceptance as a degree candidate, completion of at least 40 quarter-hours (including all core courses) with a cumulative GPA of 3.0 or better. A final grade of B- or better is required in this course to meet degree requirements. Students must complete the Capstone Seminar in one quarter; no incomplete grades are assigned.

HRA 4910 Research Practices and Applications (4 Credits)

This course develops competency in principles of research and measurement for use in the professional setting. As an initial course in the program of study, students will learn research methods to apply to program and systems design and evaluation to achieve successful measurement of outcomes and goals. Students will become critical consumers of pertinent literature to provide background and support for the choice and application of proper qualitative and quantitative research methods and data analysis for professional application. Critical thinking through comparing and contrasting cause and effect is used to build logic models. Research, design, and evaluation processes that address issues of implementation, feasibility, and sustainability are emphasized. At the conclusion of this course students will be prepared to apply and clearly communicate the practice of scientific research principles in the professional environment to ensure that the question being asked can be answered through rigorous research and the design and formative assessment of the program or system. Completion of Institutional Review Board (IRB) training via CITI Program is required as a basis for discussion of research ethics and IRB procedures. Competencies gained in this course, including practices of inquiry, self-analysis, and evaluation, will be applied and integrated throughout the course of study and demonstrated in the culminating capstone work of the master’s degree. This course is required of all degree-seeking students and should be taken in the first three quarters of enrollment.

HRA 4980 Internship (4 Credits)

The Strategic Human Resource Management Internship is designed to offer students a purposeful experience in a practical, industry related setting. The internship is an individualized learning experience. A training plan is created for each student in conjunction with the internship site supervisor to provide experiences related to the skills and knowledge covered in the certificate and master's programs as well as professional goals. Students are responsible for finding their own internship site and proposing their internship ideas. University College will send notification to all SHRM students if they hear of internship possibilities. Students may also work through the DU career center to explore opportunities for internship experiences.

HRA 4991 Independent Study (1-8 Credits)

This is an advanced course for students wishing to pursue an independent course of study. The student must be accepted in a degree program, have earned a grade point average of 3.0 or better, obtained the approval of the department director, and have completed the Independent Study form and filed the form with all appropriate offices before registering for the independent study. Independent Study is offered only on a credit basis and only may be used by degree candidates. Prerequisite: Admitted degree candidate.

HRA 4992 Directed Study (1-8 Credits)

This is an advanced course for students wishing to pursue a directed course of study. The student must be accepted in a degree program, have earned a grade point average of 3.0 or better, obtained the approval of the department director, and have completed the Independent Study form and filed the form with all appropriate offices before registering for the independent study. Directed Study is offered only on a for-credit basis.

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