Human resource management (HRM) has evolved into a strategic business function as corporations recognized that motivated employees and a vibrant corporate culture create competitive advantages and increased profitability.
Broad’s HRM concentration exposes students to areas of business such as marketing, finance, and supply chain management with HRM-specific strategies and implementation of HRM-specific programs. Broad’s focus on data analysis and financial analysis skills prepare you for success in the corporate world.
Broad MBA graduates’ opportunities are nearly limitless. See where the human resource management concentration can take you.
The human resource management concentration emphasizes concept and application, focusing on long-term goals and managing individual issues. The curriculum goes beyond theory to provide practice in hard and soft skills necessary to be successful.
Students can also take elective master’s courses from MSU’s highly regarded School of Human Resources and Labor Relations (HRLR), which offers in-depth studies on topics such as labor markets and collective bargaining.
Management challenges and roles in a multinational business. Strategic planning in global firms, managing people in international organizations, leadership and the future of international management.
Analysis of the business environment including social, ethical, public policy, ecological and international dimensions. Management of stakeholder relationships.
Human resource management functions performed by all managers. Design, administration and evaluation of human resource activities. Needs assessment, program implementation and evaluation, information management and decision support, and international human resource management.
Fundamentals of human resource staffing. Legal issues; measurement, reliability and validity; job analysis; performance assessment; and recruitment.
Initial assessment methods such as letters of recommendations and weighted application blanks. Substantive assessment methods such as cognitive ability, personality, integrity and situational judgment tests. Structured interviews and assessment centers. Selection decision making.
Assessing knowledge, skills and abilities within the organization. Matching future employee skill needs with appropriate learning strategies. Linking employee knowledge, skills and abilities with overall organizational strategies.
The role of managing human resources to realize organizational goals and mission. Employee recruitment and development, performance management, succession planning and retention strategies. Career management and leadership development.
Fundamentals of effective negotiations through readings, simulations, videos and discussions. Planning for negotiation, integrative and distributive negotiation strategies, power and influence, ethics and interpersonal communication. Experience in negotiating through simulations and follow-up discussions.
Managing complex negotiations, such as mediated conflicts, coalitions, multiparty negotiations, cross-cultural negotiations and dispute resolution system design. Unique challenges in complex negotiations and strategies to meet bargainers’ interests in these negotiations.
Development of leadership abilities through readings and laboratory application.
Issues related to role of leadership in the change process. Emphasis on the need for and execution of a change in strategy.
Appropriate techniques required to recognize new venture opportunities. Develop and evaluate ideas to determine whether they could become a viable new venture.
Strategy development and execution as a process. Identification of issues that both impede and improve the likelihood of successful strategies.
Solving management problems and carrying out effective internal and external consulting engagements.
The management consulting industry, how to manage a consulting firm, careers and professional standards in consulting.
Team-based, project-oriented course in which students work with a company to analyze a strategic issue facing the company. Development of a consulting engagement from project definition through a final report and recommendations.
A state-of-the-art Team Effectiveness Lab offers three dedicated, five-person computer networks that run the Dynamic Distributed Decision-Making simulation software.
Research careers, network in the field and provide professional development opportunities to all MBA students, such as hosting a negotiation seminar.
SHRM is the largest human resource management association in the world, with over 145,000 members, and the MSU chapter is one of its largest student chapters.
Participate in student treks to some of the world’s top HR-centric organizations.
Test your mettle at case study competitions, such as Vanderbilt University’s Human Capital Case Competition.
Volunteer for social impact projects and investigate how to solve the world’s toughest problems at events such as the Net Impact Conference.