master of arts in human resources management

www.claremontlincoln.edu

 Leadership in HR ManagementThe Human Resources Management degree is designedfor HR professionals who lead people in a professionalsetting.  The program content will expose students to allaspects of people management including understandinghuman resources functions, enhancing their ability toapply key HR legislation, learning the elements of a totalcompensation system, developing plans for attracting andselecting employees, discovering the purpose and processof talent management, and applying HR analytics todecision-making.   The purpose of this degree program is to equip studentsto become strategic partners through the development ofinterpersonal competencies, critical thinking, and ethicalreasoning through the evaluation and analysis of complexlaws, policies, and organizational practices which governand influence successful leadership in HR management. This program uses a holistic approach, for multipledisciplinary perspectives, analyzing past and presentcritical issues alongside future possibilities for humanresources in business settings. With peer-to-peerexchanges in the online courses, active participation inonline discussion forums, HR case studies, and criticaldialogue and debate, students are prepared to createsustainable and positive change as human resourcesprofessionals.

program snapshot

Accreditation Program Length12 Months

Program Cost$18,000

Format100% Online

Expected Growth for Human Resources Managers

MedianAnnual Wage

9% ExpectedEmployment

Growth*Source: Bureau of Labor Statistics, U.S. Department of

Labor, Occupational Outlook Handbook, Human ResourcesManagers (November, 2018); *From 2016-2026

$113,300

*12 month courses: Fulltime status (2 courses per term)must be maintained to complete the master's degree in 12 months.

Decision-making: Examine data and analytic insights, quantitative andqualitative relationships, and decision-making strategies within a global anddiverse workforceEthical Leadership: Lead ethically and responsibly in positions of power in aworkplace, community, or organization.People Management: Understand the foundations of strategic human resourcemanagement, workforce planning and employment, and employee and laborrelations with a particular focus on mindfulness, dialogue, and collaboration.Strategic Communication: Demonstrate the interpersonal and engagementskills necessary for effective leaders to achieve innovative and collaborativeresolution to community and organization issues.Conflict Resolution: Resolve conflicts through mindfulness, dialogue, andcollaboration to bring about positive change.Action Research: Research, design, and implement a capstone project to affecta positive impact.

The M.A. in Human Resources Management aligns with the mission ofClaremont Lincoln University to produce human resource professionals whorespect differences and collaborate with those of diverse viewpoints toresolve problems.

Key Topics:

Leadership in action is designed to support the exploration ofleadership through self-reflection and assessment, includingcreating a personal mission statement and developing aleadership philosophy. Students will review a variety ofleadership assessments, theories, and strategies on powerdynamics, decision making, ethically addressing toxicleadership, conflict resolution, communication, and culturalawareness

Human Resources Management enables organizations tocompete more effectively in today’s global economy. Thiscourse provides an overview of HR’s role in being a strategicbusiness partner in aligning people, strategies, andorganizational outcomes. In this course, students investigatemany of the technical business functions of an HRprofessional including staffing, compensation and benefits,employee and labor relations, job design. As an end result,students will be better prepared to take a "seat at the table"as a senior HR advisor.

Critical Issues in HR Law and Ethics will help students defineand apply important legal and ethical guidelines for humanresources. The human resources profession often calls uponpractitioners to make difficult choices between two rightanswers, not between right and wrong. Through the study ofethical theory and employment law with application to real worldsituations, students will learn to translate abstract concepts intopragmatic action.

Analyzing current business needs and preparing for the futurein a globally-connected and diverse world requires leaders toassess the current state of globalism and how it impacts theirorganizations. Students will analyze the current globalrealities for human resources, develop skills for managingacross cultures in globally connected organizations, analyzecurrent opportunities and challenges related to diversity andinclusion at work in organizations and makerecommendations for the future of the workplace.

MAC 5300 - Leadership in Action

MHR 5302 - The Strategic Role of HR in theOrganization

MHR 5303 - Critical Issues in HR Ethics and Law

REQUIRED DEGREE COURSES:

MCC 5301 - Mindfulness

MCC 5302 - Dialogue

MCC 5303 - Collaboration

MCC 5304 - Change

Build the capacity for focused awareness andcompassion. Move from personal vision to sharedvision through critical and strategic thinking.

Craft creative solutions by drawing out and integratingother's ideas. Listen to understand and advocatewithout alienation.

Build sustainable change through teams. Creatediverse teams who can deal with complex problemsand resolve conflict.

Combine flexibility with insight to stay ahead of therapidly changing environment. Replace resistance tochange with an ability to "skate where the puck is going."

MHR 5306 - Total Rewards for a DiverseWorkforceIt is essential to reward behaviors that will deliver theorganization’s strategic objectives. Strategic Rewards for aDiverse Workforce is a comprehensive overview ofcompensation and reward systems.

MHR 5304 - Workplace Diversity and Inclusion

The ability to identify, design, and influence changeinitiatives is critical for success as an HR leader, and thedynamic nature of today’s global workplace requires leaderswho are able to bring out the best in their organizations. This course produces insight and builds skills that HRprofessionals can use to influence organizational behaviorand create opportunities for change, both large and small,in their places of work.

One of the more fulfilling aspects of human resources isthe opportunity to watch individuals grow professionally.This course will prepare students to serve as an internalconsultant who designs metrics and measurements andformulates training and development for individuals.Students will be prepared to design and lead developmentprograms that provide strategic return on investment for anorganization.

MHR 5307 - Acquiring, Planning, andRetaining Human Capital

MHR 5308 - Training and Developing anEffective Workforce

An important aspect of business operations is to ensurethat the organization has the right people, with the rightskills, at the right time, to accomplish organizational goalsand objectives. Talent acquisition and workforce planningare the activities at the forefront of this reality. This courseprovides a comprehensive understanding of talentacquisition, workforce planning and its strategic role withinan organization.

MHR 5309 - Human Resources Analyticsand Insights

Human Resources analytics is a data-driven approach tomanage the workforce today and tomorrow. HRprofessionals can incorporate data analysis to makedecisions about organizations based on deep analysis ofdata, enabling decision making based on talent needs.

The educational experience at Claremont Lincoln Universityculminates in the Capstone Action Project. This projectdraws on the entire educational experience includingresearch, analysis, and determining appropriate methodsand contemporary strategies for designing andimplementing initiatives that generate positive social impact.

MHR 5310 - Capstone Action Project

MHR 5305 - Leading OrganizationalDevelopment and Change

Phyllis H. Sarkaria, M.A, MBA, is a human capital executive, coach, and adviser andserves on the teaching faculty at Claremont Lincoln University. Before starting herconsulting practice, Phyllis was Vice President, Human Resources for Quidel Corporation,a leading manufacturer of medical diagnostic tests, where she oversaw the company'sglobal HR strategy and programs for over 12 years.

Sunil Ramlall, Ph.D., has 25 years of human resources experience in a variety ofindustries. He began his HR career as an intern and worked his way to Director beforebeginning his own consulting company. His focus is on strategic aspects of humanresources and how to foster positive outcomes. Dr. Sunil’s research focus is on positiveapproaches to advance the common good.

Heather Staples, Ph.D., Faculty Chair is a strategic‐thinking human resourcesprofessional with almost 20 years of extensive experience across diverse industriesand is highly skilled at managing and streamlining processes with an authentic andhands-on leadership approach. She also brings a wealth of knowledge in onlineteaching and administration. Her research interests include positive organizationalscholarship, generations in the workforce, and diversity.

Chuks Agada, Ph.D., has extensive human resources experience in a variety ofindustries with an emphasis on talent management. He began his HR career as anintern and worked his way to Principal Talent Acquisition Partner beginning his ownconsulting company. While he has a variety of research interests, he is currentlyworking on artificial intelligence in HR practices.

Rhonda Martin Copher, Ph.D., has 18 years of professional experience inleadership, diversity, and analytics. She began her career in the military and workedher way to a Senior Insight Experience Research Analyst at a well-known Fortune500 company. Rhonda’s research focus includes toxic leadership.

faculty: