University of Redlands
According to the Bureau of Labor Statistics, employment of Human Resource (HR) managers is expected to grow almost 10% between 2014 and 2024. The projected job growth for HR managers is 6% from 2019 to 2029, faster than the average for all occupations. As the latest evidence of the growing recognition of HR as a business-critical function, HR roles are among the fastest growing in the U.S., as five of the 25 fastest growing roles in the U.S. since 2018 belong to Human Resource positions.
Human Resource Management is intended for students that want to have specialzed knowledge in the realm of Human Resource Management. Students pursuing this concentration are considering the MBA program for credentials and knowledge to help with current challenges at work. Such a student is already managing people and wants to know how to deal with the challenges that they face. This concentration should also be of interest to students wishing to work as a manager in human resources.
ModalitiesIn-personOnline (asynchronous) Online (synchronous) |
Guaranteed ClassesMeet 1 evening per week |
Program Length12-24 months9-12 courses 36-48 credits |
ConcentrationsFinance |
Student SuccessAcademic advising |
Visit the Student Financial Services office site for the most up-to-date tuition and fee schedules.
In addition to the core and foundational MBA coursework, students completing the MBA with a concentration in Human Resource Management will need to complete the following elective courses:
Study and critical analysis of theory and practice of the human resource/personnel function in modern, complex organizations. Topics such as personnel policies, workforce diversity, HR practices, employee discipline, health and safety, and collective bargaining. Addresses goals of equity, efficiency, and effectiveness in a diverse environment.
To engage students in the critical analysis of talent acquisition and management by exploring various staffing models and strategies concerned with talent acquisition, deployment, and retention of the organization’s workforce. To address the application of critical decision-making process to various case studies as well as current issues.
To explore the art and science of compensation practice and its role in promoting company’s competitive advantage. To address compensation as a strategic business partner and engage students in the critical analysis of strategic compensation and the application of decision-making process to various case studies as well as current issues.
To provide insight into the employment law for human resource practice. To address the understanding of the various legal issues and DEI perspectives for each stage of the employment process, as well as the application of critical decision-making process to the most current cases and real-world situations.
