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Master of Science in Human Capital

This program emphasizes critical thinking, human capital management best practices, and technical skills required for the strategic management of human talent. The MS in Human Capital Management incorporates a comprehensive approach toward human resources that nurtures organizational growth and development. It provides a foundation for the practitioner to align human resource processes within an organization in harmony with overall business strategy. Program participants are exposed to the tools necessary to empower them in resolving key issues in Human Capital Management with attention to the immediate and future needs of organizations.

  • 36 credits hours GRADUATE LEVEL SEMESTER
  • 12 months ESTIMATED COMPLETION TIME
human capital master

Admission Requirements:

  1. Bachelor’s degree or its equivalent
  2. Demonstrated proficiency in the language of study
  3. Admission interview

Program Objectives:

  1. Enhance interpersonal, technical and management skills, in alignment with strategic leadership, for the effective management of human capital.
  2. Prepare individuals to advise organizations on the management of human talent utilizing qualitative and quantitative diagnostics to propose alternatives action plans.
  3. Develop strategic human capital plans in alignment with short- and long-term business strategy.
  4. Understand search and selection strategies based on best industry practices.
  5. Design, implement and monitor development and training programs.

Course Descriptions

Organizational Development

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

3 credits

Prerequisite: None

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.

3 credits

Prerequisite: None

Driving Engagement

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.

3 credits

Prerequisite: None

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.

3 credits

Prerequisite: None

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.

3 credits

Prerequisite: None

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.

3 credits

Prerequisite: None

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.

3 credits

Prerequisite: None

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.

3 credits

Prerequisite: None

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.

*Elective Course in the HR Management Program. One elective is required for degree completion.

3 credits

Prerequisite: None

Diversity as a Competitive Advantage*

This course analyzes the value of diversity to an organization. Explores diversity of culture, gender, race, age, LGBTQ issues among others. Reviews options and strategies for interaction at work as an ability to increase organizational effectiveness and innovation. The imperative of adding diverse talent and mindsets for corporate growth. Integrative leadership and individual cultural values: empathy, emotional, socializing, cooperation and open to improvisation.

*Elective Course in the HR Management Program. One elective is required for degree completion.

3 credits

Prerequisite: None

Anticipating Needs in HR *

This course explores how human capital professionals must anticipate needs for long- and short-term organizational strategy. Emphasizes the emerging professions in the area of marketing and trading in the digital era. Underscores changes in recruitment, selection and development and decisive factors in hiring. Generations X, Y, Z, and beyond: issues and impact of a multigenerational workforce on modern organizations.

*Elective Course in the HR Management Program. One elective is required for degree completion.

3 credits

Prerequisite: None

Integrative Human Capital Project and Simulation

This experiential course requires students to think critically and develop a comprehensive strategy, analyze research, allocate resources, and implement all elements of a coherent human capital strategy with an integrative project and business simulation.
Prerequisite: Successful

3 credits

Prerequisite: Successful completion of all other required MS in Human Capital Management coursework and Departmental approval.

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