Admission Requirements for Master in Human Capital Management:
1. A Baccalaureate Degree (4-year undergraduate degree) or its equivalent
2. Transcripts from all previously attended educational institutions. (All transcripts from foreign institutions must be certified by a third party NACES certified agency.)
3. Submit a resume or curriculum vitae (CV).
4. Submit two letters of recommendation from persons with whom the applicant has maintained a business / employment relationship.
ADEN University reserves the right to deny admissions to Human Capital Masters to any applicant based on their overall application. An interview with the Dean or designee to assess a student’s suitability for the program and online environment may be conducted. The interview will be completed under the guidance of the Dean and a student may receive further guidance if deemed unsuited for the program at the time of the application.
*note: All the official documents on points 1 and 2, should be translated to English by an official translator in the country of origin with the corresponding stamps.
- Configure technical and managerial skills used in strategic leadership
- Design action plans to manage human talent in organizations with the use of qualitative and quantitative data.
- Select the most appropriate strategic human capital plans for the organization's short and long-term business strategy.
- Synthesize search and selection strategies according to industry best practices.
- Design, organize, and create professional development programs.
This course introduces modern organizational development strategy. Students review the alignment of development of human capital with the overall business strategy. Introduces concepts of compensation, career development, organizational design, performance assessment and modern best practices in organizational development through human capital
Performance and Talent Management
This course provides in-depth analysis of performance and talent management practices and strategies including the importance of job descriptions, recruiting, onboarding, career development and exit interviews.
This course explores the need to drive engagement to drive results. New trends in the world of work. Introduces the impact of multiculturalism and virtuosity and the human side of the organization in change. How to achieve commitment in turbulent environments. Measuring engagement and best practices to achieve commitment and retain the best organizational talent.
HR Metrics and Knowledge Management
This course defines control indicators supporting the general measurements of the organization. Reviews the relationship between planning and strategic control. This course aspires to the professionalization of the HR function in the organization through the implementation and communication of HR metrics and knowledge management.
Managing Change and Organizational Behavior
Students explore human nature, motivation and dynamics within the organization to define key aspects in the expected behavior for organizations. Analyzes cases of effective management of individuals to meet changing organizational goals. Considers the interpretation of individual and group dimensions of behavior with the organizational culture and change management. Developing leadership skills required in the face of change and risk of uncertainty.
Labor Issues and Conflict Management
This course examines various aspects governing the operation of personnel based on ethics and respect for the law. Human Capital management in relation with labor and trade unions and their possible impact on the company. The importance of proactively managing labor links regarding sensitive and regulated aspects of positive employer-employee relations.
Organizational Wellness: Human Capital, Stress and Competition
Healthy and happy collaborators create extraordinary results. This course explores the relationship between achieving business results by aligning human capital and quality of life. The role of the organization as promoter of health. Stress: an organizational approach. Prevention and care actions. Organizational commitment to life quality: a challenge that impacts on profitability. Leadership strategies to prevent and address Workplace Bullying and Cyber Bullying. Ties between Organizational Culture and corporate competitiveness.
Organizational Strategy and Compensation
This course uses the tools and frameworks of microeconomics to analyze how firms incentivize their employees. The course analyzes the design of individual and team-based incentives (e.g. bonuses, stock options) and considers the challenges and opportunities in using various types of incentives to motivate and reward employees and executives. This course also reviews non-monetary incentives, flexible work arrangements and the application of best practices in non-profit and volunteer environments.
The Strategic HR Specialist
This course explores the role of the Strategic Human Capital Specialist. Explores types of informal transfer of knowledge within the organization and the costs in the erroneous knowledge transfer. Introduces agile meetings and intelligent processes to empower the HR/HC/OD specialist in their role as strategic partner. Students learn to shift from the old paradigms that categorize human resources processes as hygienic and preventive to participative and contributing to organizational success.
Prerequisite: Organizational Strategy and Compensation
From analog to digital, the transformation from a traditional company to a digital company, and its impact on the business. New trends, models and the development of a digital revolution within an organization that promotes change and focuses on the client.
The objective is to deepen the understanding and knowledge of the complexity of business operations in a dynamic and competitive environment. The game pushes the teams to compete and make decisions in an ever-changing environment. The participants develop and execute strategies for their simulated business.
The students will work with the professor to develop a business project where they will apply the theory learned during the Master’s program in a specific case of a business, it can either be a project within a specific area in an already working business or the development of a new business.
Prerequisite: Successful completion of all other required MS in Human Capital Management coursework and Departmental approval.
Program Tuition / Cost Per Credit Hour (Credit hour costs do not include fees.)
Please refer to the catalog for further information.
$9,700.00 / $269.44 per credit
MSC – All other Master’s Degree programs (36 credits)
Registration Fee $100 .00
Graduation Fee $100 .00
TOTAL $9,900 .00
1 payment Payment Amount
3 payments Payment Amount
6 payments Payment Amount
12 payments Payment Amount