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Human Resource Management
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Memory NGuwi


The job description of the HR director is one of the most critical roles in any organization. It is a role whose impact can be felt across all levels of the organization. The Director of Human Resources job description may vary from company to company. However, the primary objectives of the position will likely be to oversee all aspects of human resources management at a strategic level. Middle-level managers in the same department often handle operational issues. The fact that the role is called Human Resources Director means that this role is operating at an executive level of the organization.

The role deals with strategic human resources and very few operational issues. Incumbents decide on the direction the business should take with regard to how its human resources should be managed. They decide on what to focus on and what not to focus on. They are a strategic adviser to the CEO and the board. They advise the board on what HR interventions should be implemented. They decide on what HR policies should be implemented and why.

They align human resources practices such that they support business operations. In the job description for HR director, the focus is on directional issues than operational issues. For this reason, the HR director feeds directly into business decisions. For example, when a business intends to enter a new market, the HR director will be responsible for HR due diligence and its implications on business strategy. This same approach applies when a business is involved in a merger or acquisition.

No strategic meeting would ordinarily pass without the input of the HR director. The HR director's job description should reflect the strategic importance of the role. People at this level need to be astute business leaders, and their technical HR knowledge comes second. It will be almost impossible for anyone to be of any value at this level if they have not mastered how businesses are run and make money.

The director of HR job description should spell out what this role does and what kind of person is required for such a role. The director HR role focuses on HR for business and not HR for HR. The success of anyone in this role largely depends on how the person can impact business outcomes instead of focusing on HR outcomes.

Overall purpose of the job

This role exists to develop human executive resources strategies and interventions that drive business performance. The role must be able to support the Chief Executive Officer (CEO) in driving business performance. Its impact must be seen in the same mould, if not higher, than that of the finance director, marketing director, and other high-impact roles within the business.

The director will manage a team of human resources professionals and ensure that the team provides high-quality service to the whole business.

Primary duties

The primary duties in the job description of HR director must remain at a very strategic level so that they do not encroach on operational matters often handled by HR Managers or HR business partner roles.

Below are the primary duties that must go into the director HR job description.

Develops and aligns human resources strategies to support the business. Plans, designs, and develops high-impact human resources interventions and practices supporting the business.  Provides leadership in developing strategies for strategic workforce plans, performance management, talent development, remuneration, and industrial relations.  Acts as a champion in driving cutting-edge interventions to drive productivity and profitability of the business. Advocates for the growth of leadership capabilities across the whole organisation. Leads in designing and executing human resources policies across the business value chain. Champions the development of a credible employer brand for the business that can aid in attracting and retaining talent. When giving counsel to the board, executive team, and CEO, uses evidence-based methodologies. Provides a strategic framework to assist leaders in understanding company policies and labour legislation. Takes the lead in designing recruitment policies and procedures to ensure the company has access to top talent. Takes the lead in creating and implementing a performance management framework that boosts the company's overall performance. Champions the development of a performance-based reward management system based on value sharing for the company and its employees. Develops remuneration strategies guaranteeing the company's ability to attract and retain top talent. Assesses the sustainability and viability of all remuneration-related interventions, specifically ensuring the is value for money in all remuneration interventions. Crafts strategies to ensure employee wellness is a top agenda for every executive within the business. Takes the lead in designing a framework for employee relations that ensures there will be industrial harmony across the company. Enables a workforce planning model that guarantees the company always has the most qualified employees available to meet its needs. Leads in the development of a succession plan for the business covering all key and strategic roles. Leads in developing organisational structures aligned to  the company's strategy. Champion the development of digital skills to support the business strategy. Leads in technological innovation across the HR value chain. Leads in the development of valuable trending workplace innovation. Leads in the development of evidence-based HR practices across the business.

Researches HR issues and links findings to business outcomes.

Assesses the impact of human resources interventions on business outcomes.


At this level, the job description of the HR Director must list the level of education required to be successful. Traditionally, the qualification to occupy such a role has been a degree in any social sciences. I have seen this change with companies taking people with other degrees that are not in the social sciences.

We are seeing more and more people with natural science degrees occupying such senior roles. I have noticed even some people with engineering-related degrees being elevated to the roles of HR Director. There could be a reason why companies are shifting their preferences towards non-social science candidates.

The educational requirements for an HR director depend on the size and nature of the organisation. A bachelor's degree in human resources, business administration, or a related field may be sufficient for a small company. In large and complex organisations, an HR director may need a master's degree in human resources or labour law as they will be responsible for handling complex strategic issues. Such issues may include handling complex labour matters. The issues can be even more challenging if the company operates in multiple jurisdictions.

Due to the nature of their work, human resources directors must have a broad knowledge of how businesses operate and make money. They must be able to think critically and solve problems quickly. They must be well-versed in employment law and company policy, as well as the ability to develop and implement HR interventions to support the business.

Knowledge, Skills, Abilities and Other Characteristics(KSAO)

In the HR Director job description, you need to cover the required Knowledge, Skill, Abilities and Other characteristics required for someone to succeed in the role.


The Director Human Resources role gives strategic advice to the Board, CEO and the senior executives within the business. This role focuses on directional issues regarding how human resources practices are shaped within the business. What is important to remember is that as you prepare the job description of the HR Director, focus on the strategic issues only.

The duties listed here for the HR director job will likely vary by the size and nature of the organisation. I have captured the core functions of the HR Director in this sample job description. Feel free to customise and use this sample to prepare a job description for the HR Director of your organisation.

Nguwi is an occupational psychologist, data scientist, speaker and managing consultant at Industrial Psychology Consultants (Pvt) Ltd, a management and HR consulting firm. Phone +263 24 248 1 946-48/ 2290 0276, cell number +263 772 356 361 or e-mail: or visit

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Thu, 06 Oct 2022 12:00:00 -0500 en text/html
Killexams : What Degree Do You Need for Human Resources?

Two business professionals discussing what degree is needed for human resources

If you want to work in human resources management (HRM), HR may seem like the obvious degree choice—but it’s not the only one. Because HR has so many branches, from talent acquisition and training to total rewards and analytics, you can leverage the skills and knowledge gained across many educational backgrounds and experiences in your human resources career.

HR has something for everyone,” said Deborah Guenther-Alexiou, MSHR, SHRM-SCP, a Southern New Hampshire University (SNHU) adjunct instructor of business. “If you are interested in the more analytical side, you can focus on people analytics or payroll; whereas, if you like the people side of the job, there is recruiting, succession planning and employee relations—to name a few.”

With such expansive pathways, you can choose the degree program that interests you and gain skills that can be applied to multiple fields, including HR.

What Degree Do You Need to Work in HR?

Rhett Beyer with the text Rhett BeyerYou’ll likely need at least a bachelor’s degree if you want to land an entry-level job in human resources. “In most companies I have worked for, a 4-year degree is required to get a starting HR position—and then additional (education) to grow to senior levels,” said Rhett W. Beyer, a director (of) training and an SNHU Master of Business Administration (MBA) adjunct instructor. "My recommendation is to find what you enjoy most about the field of HR and then tailor the rest of your education to support that.”

You might also decide to earn an HR certificate before a degree if you want an introduction to the field without committing to a degree program. Through the experience, you may realize you enjoy taking HR courses, or it might lead you to a different program that still allows you to build the pertinent skills HR professionals need.

To show employers you’re serious about taking your career to a senior level, you could also consider a master’s degree. Recruiters for management positions may prefer or even require job candidates to have that graduate credential.

What are the Different Types of HR Degrees?

If you want an HR-specific education, your best bet is to earn an HR degree. If you don’t already have a bachelor’s degree, you might earn a bachelor’s in HR management. Or, if you’re already at the graduate level, you could consider a master’s in HR management. These two degrees will introduce you to the different roles and responsibilities of a human resources department, giving you a look into the career possibilities out there and helping you hone the skills needed to succeed as an HR professional in the changing workforce.

You could also choose to earn a business administration degree with a concentration in human resources. If you take that route, you can expect to study the foundations of business while also taking several classes specific to human resources. Like the HR-specific programs, you can also earn a business degree at an associate, bachelor's or master's degree level.

Some schools include credentials focused on important industry knowledge and skills built into their course assignments, allowing you to earn more than a degree as you navigate HR classes. At SNHU, for instance, you can earn credentials developed by the HR Certification Institute (HRCI), including:

  • HR Ethics Series: Common Ethical Challenges
  • HR Ethics Series: Issues in the Workplace
  • Fostering an Inclusive Culture
  • Leading and Managing Change
  • Negotiations: Resolving Disputes

“More recently, universities like SNHU are offering specialized and modern degrees in HRM at both the undergraduate and graduate level, and these can be a great stepping stone into several HRM positions,” said Dr. Ranjit Nair, the CEO of an organization focused on empowering others to navigate business challenges and an SNHU human resources management adjunct instructor.

Some HR programs align their coursework and outcomes with certifications offered by the HRCI and the Society of Human Resource Management (SHRM). This approach to learning can help prepare students to sit for certification exams, such as:

  • HRCI Associate Professional in Human Resources® (aPHR®)
  • SHRM Certified Professional (SHRM-CP®)
  • Senior Certified Professional (SHRM-SCP®)

While certification preferences vary by employer, Beyer, who holds an SHRM-SCP® certification, believes the experience of achieving and maintaining certification is worthwhile.

Explore what you can do with an HR degree.

Other Degrees to Consider

Dr. Ranjit Nair with the text Dr. Ranjit NairIt’s okay if you're eyeing or working on a program other than HR. HR professionals hail from a variety of backgrounds. Nair, for example, earned a bachelor’s degree in accounting and an MBA in Information Systems. His career began in technology and finance, but he transitioned to HR management, where he now has more than 25 years of experience in areas such as talent acquisition, total rewards, talent management, and learning and development. “The technical skills I acquired through my undergraduate and graduate degree helped me to become that well-rounded professional,” Nair said.

Here are some non-HR degree programs that can pair especially well with a human resources career:

  • Analytics: If you’re aiming for an HR analytics position, which can involve data relating to engagement, turnover and financial performance, according to Nair, you might consider earning a bachelor’s degree in data analytics or an MBA in Business Analytics. In these programs, you’ll have an opportunity to advance your technical skills and soft skills as you explore professional tools and methodologies that can support important organizational decision-making. Courses may include data analysis and visualization techniques, leveraging data analysis for organizational results and business strategy.
  • Communication: Since HR departments work with teams throughout an organization, effective written and verbal communication skills are a must. A communication degree could serve you well if you know you want to spend your days interacting with people. During a communication program, you could practice crafting messages for different mediums, audiences and purposes. You might have the option to further specialize with concentrations in public relations, business communication or professional writing, depending on what type of HR role interests you.
  • Finance: A finance degree could be beneficial if you want to work in the total rewards space of HR, assembling and reviewing compensation and benefits packages for employees. While studying finance in college, you’ll learn about corporate finance, investment, financial ethics and applied statistics, as well as have a chance to take other business courses that could help you gain a holistic perspective of business functions.
  • Psychology: A bachelor’s degree in psychology can help you understand the human mind—a skill that could be particularly helpful for HR professionals working with employees. Classes focused on theories of personality or social psychology, for instance, can come in handy when you’re mitigating workplace conflicts or analyzing employee behavior. Some schools offer business psychology degrees that combine business core classes and classes that can help you build foundations in areas such as social psychology, industrial-organizational psychology and cross-cultural psychology—all of which can help you better understand the employees you’ll serve as an HR professional.

Lisa Jammer with the text Lisa JammerAs you work on your degree, you’ll want to determine how the skills and knowledge you’re gaining can translate to the field of human resources.

“A professional with a bachelor's degree in a field other than HR can position themselves for an HR career by highlighting transferable skills in their resume, utilizing volunteer opportunities to build transferable skills, seeking an HR certificate or certification and completing projects in their current jobs that align with the day-to-day operations of HR professionals,” said Lisa Jammer, an HR adjunct instructor at SNHU.

Be Strategic with Electives

Depending on the number of credits you already have and the program you decide to pursue, you may find you have free electives. Free electives allow you to explore additional subjects and subjects that interest you. While you could choose these classes at random, you might also think about the skills and knowledge you'll need as an HR professional and take classes that can help you get where you want to be.

“For example, a student interested in pursuing an HR analytics role may want to take electives that build their knowledge of data analysis and analytics,” Jammer said.

If you have a non-HR major, you might consider using some of your electives to explore HR-specific topics. Guenther-Alexiou suggests classes involving:

  • Compensation and benefits administration and payroll
  • Employee relations and conflict resolution
  • Federal and state regulations and labor laws
  • Performance management
  • Recruiting, hiring and onboarding

Accounting, business, communication and information technology courses can also be helpful, according to Guenther-Alexiou. “Skills in those areas can help you work with different individuals and departments organization-wide,” she said.

You can also use your free electives to add an academic minor to your program. Your academic advisor can help you match your interests and existing credits to a minor that aligns with the skills you hope to develop.

Learn more about what minors are and how you can use them to your benefit.

Is it Hard to Get into Human Resources?

Deborah Guenther-Alexiou with the text Deborah Guenther-AlexiouBreaking into any field can feel intimidating, but there’s good news when it comes to HR: You probably already have relevant professional or academic experience that you can point to in job interviews. This makes HR a solid field for career changers to consider.

“HR is not necessarily a difficult field to break into because, many times, individuals will have had previous work experience that involves the people element or management,” Guenther-Alexiou said. Even if you don’t have professional experiences relating to human resources, she said you can join HR organizations and associations to help you network and make connections.

When you are ready to start applying for entry-level HR jobs, Guenther-Alexiou recommends seeking out HR coordinator or assistant positions and working your way up. That’s what she did: While working at a resort, she took an interest in human resources.

“When an HR coordinator position opened up in the company, I threw caution to the wind and applied for the position,” she said. “To my surprise, the HR director hired me.” Now, with the help of a master’s degree and HR certifications, Guenther-Alexiou is an HR director herself.

Jammer is also a career changer who came to HR after working in accounts receivables and treasury roles. “To successfully transition, I located a mentor, completed (informational) interviews, accepted volunteer opportunities to expand my transferable skills and pursued HR courses,” she said. “After 18 months, I was able to transfer into the HR profession, and it's been extremely rewarding.”

To ensure you're a competitive candidate for HR positions, Jammer suggests:

  • Doing your research to help you learn what roles interest you most. This can involve studying through job descriptions and studying organizations.
  • Earning credentials such as a bachelor’s degree, professional certificates and industry certifications illustrate your qualifications.
  • Gaining relevant skills through professional experience—whether from a current or former job, volunteering or internships. According to Nair, some of the most popular HR internships are in recruiting, talent acquisition and people analytics.
  • Networking with professionals already working in the field through informational interviews and professional associations. Beyer recommends joining SHRM, for example, or the Chamber of Commerce. Networking can “raise brand awareness of who you are and what you bring to the table that can differentiate you from other candidates,” he said.

“So long as the desire to work in HRM is there, and you have certain skills and competencies, making the career transition to HRM can be quite seamless,” Nair said.

What Skills Do I Need for HR?

That entirely depends on what you want to do in human resources, but certain soft skills can be helpful no matter where you end up.

Written and verbal communication skills, for example, are what Jammer believes to be the most important. “HR professionals are required to draft policies, communications, training, strategic plans, etc.,” she said. “Additionally, they verbally strategize with leaders, communicate change, facilitate resolution and much more.”

Some other interpersonal skills that can be helpful, according to the SNHU adjuncts and HR professionals, are:

  • Active listening and confidentiality
  • Adaptability, flexibility and resiliency
  • Collaboration, cultural curiosity and empathy
  • Perseverance and work ethic
  • Strategic thinking and problem solving

Some additional subjects the adjuncts recommend you familiarize yourself with for success in HR include:

  • Business acumen
  • Leadership
  • Organizational development
  • Relationship management
  • Social awareness

Ultimately, you’ll want to have a well-rounded skill set relating to business and people. "One of the key differentiators I have seen between successful HR professionals and non-successful HR professionals is the ability to become a business partner,” Beyer said. “It doesn’t mean you have to specialize in every area of a business, but it does mean you need to understand the business well enough to understand how decisions made in HR will affect business overall.”

As you narrow in on your human resources interests, read through job descriptions to identify what types of skills would be essential to develop.

How to Become a Human Resources Manager

If you discover you love human resources, you may aspire to become an HR manager one day. Your years of experience may be enough to unlock the position, Nair said, but earning a master’s degree can signal how serious you are about climbing the ladder. “Having a relevant graduate degree tells your employer that you are intentional about moving into more senior roles,” he said.

While your bachelor’s degree can be in a variety of fields if you want to enter human resources, focusing on an HR-specific degree can be worth it if you’re eyeing a management position. “I’d recommend one with (an) HR focus, or, at a minimum, a strong business focus,” Beyer said. “Both will help you better understand some of the higher-level requirements that come with working in HR.”

Two of your best options include the Master of Science (MS) in HR Management or an MBA program. The one you choose depends on whether you’d like to narrow in on HR in your classes or gain a greater holistic understanding of business in general. Either way, you can expect to work toward important learning outcomes.

“These competencies include being a change champion, a relationship builder, a technology integrator, an innovative thinker and a credible activist to drive the engagement of employees in the workplace,” Nair said.

Discover more about SNHU's bachelor's in HR management: Find out what courses you'll take, skills you'll learn and how to request information about the program.

Rebecca LeBoeuf ’18 is a writer at Southern New Hampshire University. Connect with her on LinkedIn.

Fri, 14 Oct 2022 07:25:00 -0500 en text/html
Killexams : MBA in Human Resources Online

Register By: November 05 Classes Start: November 07

The MBA That Fits Your Life

  • Under $19K total tuition
  • Earn credentials along the way
  • Program accredited by ACBSP
  • Aligns with SHRM BoCK key competencies1
  • Complete in about 1 year
  • No GRE/GMAT required

MBA in HR Online Program Overview

A human resources concentration built into an MBA? That's the type of degree that can fit well into your career-advancement goals.

The Master of Business Administration (MBA) in Human Resources at Southern New Hampshire University prepares you to take on this increasingly important role. And because it’s an MBA, its approach to the HR discipline is to enhance your business acumen first and foremost, along with your ability to drive change.

The program lays a foundation in standard business administration topics, weaving subjects like leadership, marketing, finance and operations throughout your coursework. But with the curriculum revised in 2021, you'll dive into them in different ways. For example, you won't just learn about leadership, you'll learn how to lead people, organizations and organizational change.

The comprehensive nature of this program makes it a great option for anyone interested in honing their business skill sets, strengthening marketability and increasing career opportunities – whether you're a accurate undergraduate, a well-established professional or somewhere in between.

With only 30 credits required to graduate for just under $19k, the new MBA program also allows you to move through your core coursework faster and for less, even giving you the ability to finish in about a year should you choose to take part full time.

However, despite the accelerated timeline, you can still anticipate the same level of rigor and complexity that you would find in a traditional MBA, allowing you to get the most out of your program in the least amount of time.

"Everything is business as you progress up the ranks of leadership,” said Kate Noor, an MBA academic advisor at SNHU.

Learn how to:

  • Lead and operate within cross-functional teams by effectively navigating the complexities of HR management
  • Analyze and interpret data for decision-making
  • Develop and foster adaptable strategies for an organization
  • Evaluate and implement various models and processes in the design and continuous improvement of organizations and their practices
  • Cultivate globally aware and culturally responsive teams and organizations
  • Create and implement plans around culture, ethical and legal standards, and sustainable practices

As with all of our HR programs, the MBA in Human Resources aligns with SHRM’s guiding principle – that human resource professionals must be prepared to play a key role in the success of today's agile companies. SHRM is considered the industry standard in HR credentialing.

The coursework was designed to include competencies found in the SHRM Book of Competency and Knowledge (SHRM BoCK™), which forms the basis for SHRM-issued HR credentialing opportunities. The SHRM BoCK covers the 8 behavioral competencies and HR knowledge human resources professionals need to do their best work.1

Melanie Rowe ’18G says her MBA in HR prepared her on many levels.

“The classes at SNHU have taught me a lot about change management, people management, group dynamics, company culture and leadership,” she said. “I’ve used this knowledge in my relationship management and to position myself as an informal leader, which makes it easier for me to recommend and implement change.”

Career Outlook

The HR role will continue to evolve as companies in every industry adjust to the long-term effects of events like the COVID-19 pandemic.

But whether the workforce expands or contracts as organizations retool, there could always be demand for strong human resource leadership.

Results from the 2021 Graduate Management Admission Council (GMAC) Demand for Graduate Management Talent Survey show that businesses are seeking qualified MBA degree holders to assist with organizational restructuring fueled by the pandemic. And according to the 2021 GMAC Enrolled Student Survey, almost 8 in 10 enrolled students who responded agree that a graduate business education is a worthwhile investment, even in times of economic uncertainty.2

Likewise, most survey respondents feel confident in their employability in the face of the many challenges imposed by the global pandemic.2

This speaks to the value that earning your MBA in Human Resources can add to your resume, despite the ever-changing landscape. It's one of the most respected and versatile degrees in business, and it can help qualify you for a number of roles at the management level or above by furnishing you with both the strategic and soft skills needed to succeed in times of uncertainty.

Some of the top needed skills from MBA degree holders include leadership, strategy and innovation, decision making, and strategic and systems skills, according to GMAC.2 All of these skills are woven into SNHU's MBA in HR, plus embedded industry-aligned credentials are offered in many of these key areas.

Deborah Gogliettino with text Deborah GogliettinoDeborah Gogliettino, SNHU’s associate dean for human resources, explains it further.

“HR professionals need to understand business and think business first,” she said. “They also need to recognize that almost everything they need to do is to be done through other people – line managers, employees and their colleagues. Hence, they need to be able to build effective influencing and relationship skills.”

Earning your MBA in Human Resources can prepare you to pursue a variety of positions, including:

  • Human resources manager
  • Human resources director
  • Human resources consultant
  • Compensation and benefits manager
  • Training and development manager
  • Operations management

The outlook is good for these roles. According to the 2021 GMAC Demand for Graduate Management Talent Survey, demand for graduate management talent is returning to pre-pandemic levels.2 So whether you’re entering the HR field or looking to step up into management with your current employer, the MBA in HR can take you in a number of directions.

  • Human resource managers serve as the link between employees and management, according to the U.S. Bureau of Labor Statistics. They handle hiring and recruitment, and oversee staffing and benefits programs. The BLS projects 9% job growth for HR managers through 2030 and a median salary of $121,220. The bureau notes that higher-level positions, such as human resources director, may require an advanced degree such as a master’s degree in human resources, labor relations or business administration (MBA).3
  • Compensation and benefits managers plan, develop and oversee employee payment programs. According to the BLS, they set the organization’s pay and benefits structure, monitor competitive wage rates and ensure compliance with government regulations, among other duties. The BLS projects 4% job growth for this specialized HR role and a median salary of $125,130.3
  • Training and development managers oversee training programs, staff and budgets. According to the BLS, they often work with top executives and financial managers to identify and match training priorities with overall business goals. The BLS projects 11% job growth for this occupation through 2030 and a median salary of $115,640.3

While these roles are among the most common, you’ll find your MBA HR degree opens doors in managerial and executive positions across a diverse range of industries. According to the BLS,3 those industries include:

  • Educational services – state, local and private
  • Finance and insurance
  • Government
  • Healthcare and social assistance
  • Management of companies and enterprises
  • Manufacturing
  • Professional, scientific and technical services

Results from the 2021 GMAC Demand for Graduate Management Talent Survey also show that growth in the technology sector specifically has fueled the hiring of business school graduates.2

The beauty of an MBA in Human Resources is its versatility to cut across industries and areas of interest.

“A student’s decision to be in one industry or another has to do with their passions,” said Gogliettino. “I like mission-driven organizations. I like the multi-layers of complex issues you get in healthcare. But a student who’s adept at HR can work in any industry.”

If the C-suite is in your sights, an MBA in HR can help you get there faster. While every business values people management skills, many employers place greater emphasis on the ability to manage programs that affect their entire workforce. And, according to the BLS, employers generally compensate better for these skill sets.2

However, no matter which direction or industry you choose, MBA degree holders command some of the highest average starting salaries according to GMAC, with a median starting salary of $115,000. 2 So not only is the program designed to equip you with the necessary skills to excel in business and HR, getting your MBA in HR degree could lead to higher earning potential.

Start Your Journey Towards an Online Human Resources Degree

Why SNHU for Your MBA in Human Resources Online

Admission Requirements

How to Apply

Courses & Curriculum

The business world needs well-educated human resource professionals more than ever.

SNHU's MBA in Human Resources online was designed to expand your expertise on a wide range of human resource management topics. Like all of our online MBA programs, it explores today’s most relevant themes, including ethics and corporate social responsibility, leadership, strategy, management, technology and innovation. And because it’s an online program, it allows you to build relationships with a diverse group of students while enhancing the “soft skills” that are so essential to success in business.

Kate Noor with text Kate Noor“An MBA is great for those in a ‘traditional’ business setting, but every industry has room for an MBA in some capacity. What you learn is beyond just crunching numbers," said SNHU academic advisor Kate Noor.

The MBA in HR consists of 7 core MBA courses and 3 human resource courses. Depending on your academic background, you may need to supplement the core courses with business foundation coursework. However, those with a bachelor’s in business administration, human resources or a related area may be able to waive one or more foundations – and jump into the core more quickly.

Melanie Rowe with text Melanie RoweMelanie Rowe ’18G offers strong rationale for pursuing her MBA in human resource management online at SNHU.

“As a director, it’s important to have a good business foundation in addition to expertise in your field,” she said. “SNHU’s MBA program allows me to take the core business classes I need to be a director in addition to the HR classes I would take if I was just pursuing a master’s degree in HR.”

The MBA in HR program follows the same structure as our other MBA programs, allowing you to:

  • Earn credentials embedded throughout the program. Not only gain a master's degree, but build up your resume along the way with industry-recognized certifications in tools like Power BI, MS Excel and Tableau – plus, enhancement of soft skills like human intelligence and strategy implementation.
  • Take part in scenario-based learning. Using both disciplinary and interdisciplinary knowledge, as well as creative thinking and problem-solving skills, you'll participate in interactive scenarios that provide you with real-world experience, while receiving guidance from professors with real-world expertise.
  • Participate in a flex learning pathway. You'll get more fluidity in assignment due dates. Some even span across multiple modules with related themes, allowing you to draw relationships between business principles.
  • Learn through multimedia exposure. Strengthen your understanding of complex subjects with animations, video communication tools and videos featuring industry leaders sharing business insights.
  • Access timely resources. Take advantage of hand-selected, relevant resource material from leading professional organizations and publications.

The MBA human resource management concentration stresses the strategic nature of the HR role. You’ll learn how the HR system helps drive the overall organizational mission and see its impact from both a human resource and business perspective. Broad themes include:

  • Strategic decision-making
  • Market-driven connectivity
  • Human resources technology
  • Recruitment and hiring
  • Compensation and benefits

The human resource courses that make up SNHU’s concentration align with the guiding principles of the Society for Human Resource Management (SHRM), the industry standard in HR credentialing. Coursework emphasizes competencies in the SHRM Book of Competency and Knowledge (SHRM BoCK™), which forms the basis for SHRM credentials.1

As you progress through the MBA in HR program, you may take these 3 concentration courses:

  • Strategic Human Resource Management: Examine key regulatory procedures and human resource requirements as they apply to organizations. Analyze the strategic role of the HR manager in recruitment, hiring, training, career development and other functions within the organizational setting.
  • Total Rewards: Examine the impact of compensation and benefits within the organizational structure to design a compensation and benefits program. subjects include job analysis, surveys, wage scales, incentives, benefits, human resource information systems (HRIS) and pay delivery administration.
  • Leading Change: Discover the various techniques and strategies used to effect systematic change and transform organizations. Coursework integrates Kotter's processes for leading change, organizational development and transformation theory and practice, emphasizing the use of teams as a key change factor.

As you complete your MBA in Human Resources concentration courses, you’ll learn to lead and operate within cross-functional teams by effectively navigating the complexities of HR management.

“HR is complex, because it has a lot of different variables to it,” said Deborah Gogliettino, SNHU’s associate dean for human resources. “It’s not something you can wing. You have to know the business plus employment laws, federal and state. You answer questions every day in your work.”

Rowe works for a nonprofit and believes “it’s important to have a good business foundation in addition to expertise in your field.” She most enjoys working in compliance, because she likes “being involved in the action."

“Compliance lets me get involved in every department in the organization,” she said. “I get to learn how everything functions, help fix things that aren’t working and ensure that our process and programs are supporting the organization’s sustainability.”

SNHU also offers a graduate certificate in human resource management, which MBA in HR students can take as a standalone or fold into their program with minimal additional courses. Taking advantage of this opportunity lets you walk away with not one but two in-demand credentials. Together, these two credentials provide robust competency in multiple areas of business as well as HR – an ideal way to increase your knowledge, skills and marketability.

Don't have a business background? No problem. Our MBA is accessible to everyone. Interested students must have a conferred undergraduate degree for acceptance, but it can be in any field. Those without an undergraduate degree in business or a related field may be asked to complete up to 2 foundation courses to get started. These foundations cover essential business skill sets and can be used to satisfy elective requirements for the general-track MBA. With foundations, the maximum length of your online MBA would be 36 credits.

Attend full time or part time. Students in the MBA have the option to enroll full time (at 2 classes per term) or part time (with 1 class per term). Full-time students should be able to complete the program in about 1 year, while part-time students could finish in about 2 years. Our students are busy, often juggling jobs, family and other obligations, so you may want to work with your academic advisor to identify the course plan that works for you. The good news is, you can switch from full time to part time and back again as often as you want.

Minimum Hardware Requirements

Master of Business Administration (MBA) Technical Requirements

Tuition & Fees

Tuition rates for SNHU's online degree programs are among the lowest in the nation. We offer a 25% tuition discount for U.S. service members, both full and part time, and the spouses of those on active duty.

Online Graduate Programs Per Course Per Credit Hour Annual Cost for 15 credits 
Degree/Certificates $1,881 $627 $9,405 
(U.S. service members, both full and part time, and the spouses of those on active duty)*
$1,410 $470 $7,050 

Tuition rates are subject to change and are reviewed annually.
*Note: students receiving this rate are not eligible for additional discounts.

Additional Costs:
$150 Graduation Fee, Course Materials ($ varies by course)

Frequently Asked Questions

What can you do with an MBA in Human Resources?

Where can I get a master's in human resources?

Is HR a good career choice?

Which is better, an MBA or MHRM?

How much does a master's in HR cost?

University Accreditation

Southern New Hampshire University is a private, nonprofit institution accredited by the New England Commission of Higher Education (NECHE) as well as several other accrediting bodies.


Sources & Citations (1, 2, 3)

Sun, 18 Sep 2022 00:56:00 -0500 en text/html
Killexams : Human Resources Management Glossary: Key Terms HR Pros Should Know

Human resources management, or HR management, is a vital component of all midsize and large companies as well as some small businesses. The HR department handles employee benefits, training, discipline and other tasks that directly concern the company’s employees. An HR manager needs a number of skills in order to run an efficient, organized HR department. These skills include leadership, organization, multitasking and knowledge of professional development.

These are the key terms that every HR professional should know.

Employment law

Employment law is a set of laws that affect workplace conduct and fair practices. Types of laws for employment issues include affirmative action, discrimination and employee benefits.


Retention is the process of keeping skilled, successful employees at your company. Retention efforts can succeed with perks and benefits for employees, including vacation time, sick leave and recognition programs.

Competency assessment

A competency assessment is the measure of an individual employee’s performance based on your company’s criteria for standard performance.

Employee development (human resources development)

Employee development, or HR development, is the education and training of new employees. It can also refer to employees’ continued education or retraining.

Performance review

A performance review is a written evaluation of how well an employee has performed in the specified time period. This is given to the employee for them to use as a learning tool in areas where they may need to improve.

Succession planning

Succession planning is a way top executives are evaluated by senior management to help them determine their strengths and weaknesses. This helps to prepare backup options for senior officials in the company.

Data protection laws

Since there is no federal law regulating how personal information is collected and used, there are laws on the subject for different areas and how companies must handle that information. The law differs from state to state, so it’s important to check how HR departments in your state are legally required to handle employees’ personal information.

Nonexempt employees

These employees are entitled to the minimum hourly wage for every hour they work, plus overtime pay for every hour they work over the standard 40 hours in a week. This type of employee is categorized and regulated by the Fair Labor Standards Act. Exempt employees are not part of this protected group, so your company is not required to pay them minimum wage. [Read related article: Defining Exempt vs. Nonexempt Employees]

Intellectual property

The responsibility of protecting intellectual property (IP) falls on everyone within a company, but HR managers play a crucial role. It’s their job to impose policies regarding the use of company computers, company email, company-provided internet, etc. Any communication system that could contain proprietary information is a potential security risk, and HR departments should include language in their policies or employee handbooks to protect that information.


When a new employee is hired, they have to do and learn a lot before officially starting their new position. HR lays out these tasks, gives them a breakdown of the company’s service or product and the tools they will use on the job, takes them on an office tour, introduces them to co-workers, etc. Basically, anything that the new employee will need to know in order to do their job should be included in the onboarding checklist.

Resource management

The words basically state the meaning. Resource management is the managing (planning, scheduling, allocating) of company resources to be as efficient as possible. These resources can include the skill sets of employees, which is the most closely related to HR.


HR analytics is another aspect of assessing and maximizing employee performance, but it is also used to track employee turnover rate, determine who is likely to leave the company within a certain period of time, measure employee capabilities, and assess the company culture and leadership. Once those issues are diagnosed through data, the company can work on rectifying them.


Simply put, compensation is a form or payment (usually money) given to someone who has suffered an injury or some kind of loss.

Performance appraisal

This is another term for an employee review – a way for the company to assess and track an employee’s performance and progress. Sometimes performance appraisals result in raises, but if they are not positive appraisals, they can result in termination of employment, disciplinary action or more supervision.


Paid or personal time off is a policy that allows employees to take off a certain number of days from work for whatever reason they choose. It is different from sick time in that the employee does not have to be ill to take a PTO day. The number of days will varies by company, as it is fully at the business’s discretion.

Workers’ compensation

Workers’ compensation is a form of insurance that an employer has in case an employee needs wage replacement and/or medical benefits for an injury they sustained during their employment with the company. If an employee uses this insurance, they no longer have the right to sue the employer. Workers’ compensation does not cover general pain and suffering or punitive damages for employer negligence.

Terri Deno contributed to the writing in this article.

Mon, 19 Sep 2022 12:00:00 -0500 en text/html
Killexams : The Best HR Outsourcing Companies of 2022

The cost of HRO services varies widely. Most providers charge for their services based on two models: by the individual service provided or a subscription plan that comprises a bundle of features and/or services.

Consider your business’s needs before purchasing a bundled subscription plan ‒ you don’t want to pay for services you don’t need.

For small to medium-size businesses, base costs typically range from $50 to $100 per employee per month.

Other “Add-on” Costs

If you need what many HRO providers consider “add-on services,” plan on your costs increasing by $20 to $50 per employee per month. This cost is also influenced by the size of your business, if you have multiple locations and the complexity of your organization.  

Implementation Fees

Besides service-related costs, there are one-time implementation fees. These fees typically range from $1,000 to $3,000. Some HROs reduce or waive fees. Most HROs do not require you to sign an annual contract, but they will require 30 days’ notice before you terminate service.

As you consider the costs of an HRO, try not to panic. We recommend that you add up your total costs on what you presently spend on HR management, your HRIS (human resources information system) and payroll, benefits administration (including COBRA, flexible spending and health savings accounts, 401(k) management and tax preparation). These costs can all be absorbed under the HRO partner model. When you consider it from this angle, the financial comparison is more psychologically (and financially) manageable. For many small companies, switching to an HRO almost always results in cumulative savings, particularly when you factor in opportunity costs and overly worked and stressed HR team members.

TipTip: The upfront cost of implementing an HRO is usually offset by the long-term savings you gain by not having to maintain an internal HR department.

Wed, 21 Sep 2022 12:00:00 -0500 en text/html
Killexams : Human Resource Management In Recession

The coming economic downturn—which will probably become a recession—will change how human resources policy should be made by small businesses as well as large corporations. A brief window of easy labor availability will allow a return to basics of good human resources policy, after which we’ll revert to a long-term tight labor market.

The next economic slump will be different from typical patterns in two ways. First, we will begin with a huge number of unfilled positions, nearly two for every unemployed person. Some of the cutbacks will be cutting hiring plans rather than real jobs. Second, consumers have huge savings accumulated in the pandemic, when stimulus and wages were high and spending was low. That will make some consumers less sensitive to higher interest rates and less panic about job loss.

There will be layoffs, though, because the effects of the Federal Reserve’s monetary tightening will not be spread evenly across industries. Some will be downsizing vigorously while other sectors remain under-staffed. The most affected part of the economy will be interest-sensitive sectors, including construction, business capital goods and big-ticket consumer products.

The slump will bring a short-lived respite from the abnormally tight labor market which encouraged poor management practices. Poor performing workers have been tolerated because it would be so difficult—or impossible—to replace them. That included not only those who produced little, but those who were disruptive to others trying to work hard. The tight labor market has also led to bad hires out of desparation.

The recession or economic slowdown will deliver managers the opportunity to clean house. So as an initial step, first-level managers must identify those people who pull down the productivity of others. Most departments can survive with one low-productivity employee—but not if that person infects other workers with bad attitudes, poor attendance, sloppy quality standards or poor customer service.

As hiring new employees becomes easier, getting rid of bad employees is an opportunity that cannot be missed. Although the point of terminating employees is not to intimidate others, sending the signal that disruptive employees won’t be tolerated will help those uncertain about how hard they need to work to keep their jobs. Managers should right now meet with workers who are under-performing and clarify expectations. Such meetings probably seemed fruitless in an environment where the company would not want to fire the worker because a replacement could not be hired. But setting expectations and stating explicitly what employees need to change to meet them needs to happen now, so that those who do not get their performance up can be terminated when replacements become available.

Keeping the keepers will be the next step. As the slump nears, first-level managers should anticipate the need to cut staff levels. Higher level executives should coach those first-level managers on the decisions they will have to make. The top priority will be identifying the keepers—the employees who are motivated to do good work and set great examples for their fellow workers. It may seem counterintuitive to begin layoffs by thinking about the people who should not be laid off, but sometimes workforce reductions are so large in particular departments that keepers cannot be kept on in their current departments or roles. The company must encourage front-line managers to find other places within the company for keepers who cannot be retained in their current roles.

When good workers start applying for jobs, the old wisdom must be used: hire the best, and terminate those who don’t meet expectations. Of course it will take time for new hires to come up to speed, but in most cases managers can identify in 30 or 90 days who isn’t going to work out.

After the recession or slowdown, the labor market will tighten up again. This decade will have the lowest growth of the working-age population since the Civil War, as shown in the scariest chart ever. After 2030 it will ease up only a little, so companies need to make tight-labor human resources management part of their standard practice. The three keys will be improving labor productivity (such as through better training, better tools and better management), improving labor retention and improving labor recruiting. The order is important: productivity is most important, followed by retention. And if retention is good, recruiting becomes much easier.

An economic slowdown is coming, whether or not it meets the formal criteria for being a recession. It will present opportunity for businesses to Excellerate their workforces. The company that fails to take the opportunity will probably be competing against a company that has higher productivity of its workforce—a company very hard to compete against.

Wed, 28 Sep 2022 01:54:00 -0500 Bill Conerly en text/html
Killexams : Study: 77% of workers have had an intimate workplace relationship

Dive Brief:

  • Seventy-seven percent of 1,656 respondents to a survey by HR consultancy The Shift Work Shop said they’d had a sexual or romantic relationship with a co-worker at some point, according to data sent to HR Dive — a jump from 58% reporting the same in 2021. Respondents were more likely to identify those relationships as “potentially problematic” as well, with 37% saying so, compared to 17% in 2021.
  • Close emotional relationships at work are also increasingly common. Sixty-four percent of workers reported having a close friend or “work spouse,” the study showed — a substantial leap from 24% reporting the same in 2021.   
  • Sexual harassment is common as well, the survey found. Perhaps surprisingly, it is a particular issue for remote workers, with more than half (56%) reporting the experience, compared with 50% of in-person workers. Native American or Indigenous workers and Black workers were most likely to report sexual harassment, and the proportion of men reporting sexual harassment grew compared to 2021.

Dive Insight:

The Shift Work Shop’s survey found that despite the increased focus on sexual propriety since #MeToo, sexual dynamics in the workplace remain common, of both a consensual and nonconsensual nature.   

The findings may be surprising given the tendency of remote and hybrid work to physically separate workers. But the separation may have simply shifted the dynamics of romantic or unwanted workplace relationships, rather than eliminating them. 

The movement to digital messaging apps for office communication may have created an “air of informality around workplace communication,” according to a New York Times article on the subject from June 2021. The feeling of detachment from traditional norms and rules “can exacerbate misconduct, especially given how difficult it can be to discern intent from text stripped of tonal cues,” the paper noted. 

This is borne out in The Shift Work Shop’s data, which showed 53% of workers had experienced workplace sexual harassment via email, Slack or other messaging apps. 

In terms of consensual relationships, The Shift Work Shop’s data shows far more romantic entanglements than the Society of Human Resource Management found in its poll from January; SHRM found a more modest one-third of workers were currently or had previously been romantically involved with a co-worker.

One hypothesis we have is that while our survey respondents represented a broad spectrum of the U.S. audience, the survey did skew towards the 25- to 34-year-old demographic,” Amanda Rue, founder of The Shift Work Shop, told HR Dive of the potential reason for the variation of the survey's findings from SHRM’s. “We believe this age group may be more likely to engage in workplace romances and report doing so.”

However, Rue noted, instances were still fairly high across the board. “We also believe this is because those that are most likely to opt in to a survey about sexual harassment and sexism may have personal experiences with both sexual harassment and workplace relationships,” she said.

Like The Shift Work Shop, however, SHRM found that workplace romance had risen after the onset of the pandemic. 

In June, SHRM’s HR magazine laid out some best practices for HR pros regarding workplace relationships, including having a formal policy, requiring disclosure, keeping documentation and not banning such relationships. 

Fri, 07 Oct 2022 07:08:00 -0500 Emilie Shumway en-US text/html
Killexams : What Is Human Resources? The Ultimate Guide

Every business wants to do right by its employees, but business considerations often throw a wrench into this good intention. The human resources department is there to formulate policies that strike a balance between employer and employee interests.

The modern human resources team has moved beyond the legacy responsibilities of payroll and benefits administration, severance handling and postretirement relations. Now it encompasses designing strategies to acquire the right employees, ensure employee retention by addressing their challenges, manage employee separation, handle compliance and legal issues, and stay on top of the HR industry trends.


Human resources is responsible for filling the vacant positions within an organization. The recruitment process typically includes creating and posting job descriptions, accepting applications, shortlisting candidates, organizing interviews, hiring and onboarding. Each of these recruitment steps involves designing the workflow and executing it in a way that ensures they hire the best candidates. Many teams rely on recruitment software to help automate these processes.

Compensation and benefits administration

Handling employee compensation and benefits is an important part of human resources responsibilities. Besides payroll management, it includes travel and expenses, paid vacation, sick leaves, retirement, health and other benefits.

Talent Management

Recruitment is an expensive process and therefore it is important to ensure that the new hires remain with the organization for as long as possible. Employee training and development, whether it is a new hire or an old hand, in consultation with the managers is the responsibility of HR.

To this end, HR departments use talent management to design various employee motivation, loyalty and retention programs. Career development, mentoring, succession planning and interdepartmental transfers are crucial ways of ensuring employee retention.

Other Responsibilities

Covering everything an HR department handles would take a full article of its own, but here are a few more of the most common responsibilities of a modern-day human resources department:

  • Designing workplace policies: HR is responsible not only for hiring people but also for ensuring that the workplace is conducive to optimal functioning. They ensure this by designing workplace policies in consultation with senior management.
  • Legal compliance: The human resources department must be aware of the latest laws that affect the employees as well as the organization.
  • Employer-employee relationship: The human resources department is responsible for managing people in a way that the relationship between the employer and the employee remains cordial at all times. This becomes especially important for manufacturing units where labor laws come into play as well.
  • External factors: HR also needs to keep track of external factors that are not in its control but definitely affect the organization and its employees. For instance, the use of technology, global developments, social media networking, the rising popularity of hybrid work models, etc.
  • Diversity, equity and inclusion (DEI): If you want your business to succeed, you need to embrace policies and programs that promote DEI. Designing strong recruitment policies is a good place to start but HR must carry this forward by helping all stakeholders develop a DEI mindset.
Wed, 12 Oct 2022 21:20:00 -0500 Shweta en-US text/html
Killexams : How to end the Great Resignation, according to MIT researchers

One in 10 people consider their workplace toxic, according to September data published in MIT Sloan School of Management’s journal. 

In a previous report, published in January, researchers Charles Sull and Donald Sull found that a toxic workplace was the main cause of turnover in their survey sample. This tracks with a Ten Spot study, wherein half of respondents said they “have a manager or a team lead that makes them want to quit their job.” In that same study, 81% of respondents who were managers said they had a boss that made them want to quit their job.

As is apparent from the ongoing Great Resignation — so far unabated by recession talk, although that tide may be shifting — workers are “sending a clear signal," said MIT Sloan Senior Lecturer Donald Sull. "They will no longer tolerate disrespect, exclusionary behavior, abuse, and other toxic behaviors.” 

HR leads have two options, in his opinion: “detox their corporate culture” or fail to retain talent. (For context, the January report suggests that a toxic workplace is more than 10 times as likely to drive workers away than poor compensation.)

So, what can HR pros do to detox their workplace?

Charles Sull and Donald Sull outline three areas of improvement worth tackling: leadership, social norms and work design.

In the September report, researchers underscored the importance of leadership – and how bad bosses were directly tied to workplace toxicity. Managers, however, “cannot Excellerate corporate culture unless they are willing to hold themselves and their colleagues accountable for toxic behavior,” the pair wrote.

Social norms are directly tied to this conversation. Bosses either reinforce or undermine norms through their actions, researchers said. In turn, the norms that make up the fabric of a company determine which employees get to move up to leadership positions.

Along with social frameworks and increased accountability, HR execs should reassess work design, they said.

Conflicting job demands and inordinately heavy workloads are two factors to consider. Donald and Charles suggested cutting down on “nuisance work,” particularly tasks that are part and parcel of “unclear roles and responsibilities” or provide “no tangible benefits” to employees. This type of work is directly related to high levels of worker stress and burnout, researchers noted.

Naturally, clarifying roles and responsibilities helps, they said — and so does giving employees more autonomy over their work.

An unusual nugget of advice included in the MIT Sloan detox guide was to ensure workers get enough sleep. Acknowledging the relationship between stress and insomnia, researchers painted the image of a vicious cycle. Sleep-deprived bosses create hostile work environments and are likely to operate more unethically; toxic workplaces prevent employees from getting quality sleep.

In short, the researchers’ counsel is that HR folks should do a top-to-bottom sweep of workplace mental health, wellbeing and overall psychological safety.

Fri, 14 Oct 2022 00:30:00 -0500 en-US text/html
Killexams : Human Resources
100 East 8th Street Holland, MI 49423

Located in the heart of downtown Holland, next to the Knickerbocker Theatre, the Anderson-Werkman Financial Center is the central hub for many of Hope’s offices, including Events and Conferences and Financial Aid. It features classroom space and a distance learning room that provides live video and audio communication with other institutions. Learn more.

Fri, 16 Sep 2022 21:25:00 -0500 en text/html
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