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Bachelor of Science in Human Resource Management

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Be a Team Player and Help Build an Organization’s Most Vital Asset

If you’re a people person interested in becoming a vital part of an organization, consider a future in human resource management. From interviewing job applicants and training employees to handling compensation and benefits, HR managers are responsible for planning, coordinating, and directing the administrative functions of an organization.

National University’s Bachelor of Science in Human Resource Management (BSHRM) degree program is designed to provide fundamental knowledge and skills for students seeking entry-level and supervisory positions in the field of human resource management. If your goal is to become an integral link between a company’s management and its employees, NU’s practice-based human resource management degree will help you build a thorough foundation of industry-current qualifications and prepare you for an exciting career in any industry.

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Course Details

Course Listing

Program Requirements

  • 14 courses; 63 quarter units

This course provides an overview of the myriad of human resource management activities performed in the workplace. Topics include human resource planning, job analysis, staffing, recruitment, selection, retention, training and talent development, compensation and benefits, legal aspects, DE&I, discipline, performance management, labor relations, ethics, and health and safety.

Analysis of the wide spectrum of legal and regulatory issues faced by human resource managers in the workplace. EEO laws, compliance requirements, and prevention of employment related liability are evaluated. Emphasis on the creation of DE&I policies for avoiding discrimination and creating a more diverse, equitable, and inclusive workplace. Federal statutes are reviewed. Case law is discussed and analyzed to prepare students to recognize and anticipate potential legal issues in the workplace.

Examination of the value of diversity, equity, and inclusion (DE&I) in the workplace. Discussion of the relevance of evaluating metrics associated with DE&I theories. Review of the benefits to organizations in the areas of costs, marketing, resource acquisition, creativity, problem solving, and flexibility as a result of valuing diversity. Discussions of equity and inclusion are examined as they relate to managing a diverse workforce.

Evaluation of all aspects of reviewing the strategic direction of an organization as it relates to assessing and filling jobs, from initial recruitment and hiring through subsequent placement, onboarding, and retention. Examining DE&I theories and the importance of diversity, equity, and inclusion considerations while determining staffing needs, job analysis, interviewing, screening, evaluating, and promoting.

Exploration of all aspects of employee training and talent development in the workplace. Challenges faced by human resource managers related to the content of the developmental experience and the methods of delivering training programs will be reviewed. Challenges facing HR managers regarding globalization and an increasingly diverse workforce will be discussed. Understanding various methods of talent development and training activities are highlighted to ensure that employees have the skills, motivation, and resources to successfully meet an organization’s ever-changing needs.

Evaluation of the fundamentals of wage and salary programs, including performing job evaluations, conducting salary surveys, adjusting pay structures, and relating pay to performance. Benefits programs and related employee incentives and service programs are covered. Linking performance to both extrinsic and intrinsic rewards will be reviewed. The incorporation of technology as it relates to human resource information systems (HRIS) that increase pay and benefits administration is explored. The synthesis of pay, benefits administration, and HR technology integrates the selection, development and administration of practical programs and systems for attracting, motivating, and retaining a diverse workforce.

Exploration of the labor relations process and its current applications in the workplace. The formation of labor unions, collective bargaining, and contract negotiations will be reviewed, as they relate to union workers and management. The evolution of labor laws will be discussed along with grievance and arbitration activities. Current judicial decisions will be examined. Ethical issues concerning bargaining behavior influences and employee empowerment will be addressed. Current events in labor relations are integrated throughout the covered material.

Examination of the theories of organizational design concepts and strategies used by managers to position their company for success. The historical perspectives on organization design are discussed, along with current challenges faced by today’s organizations. Strategic approaches to measuring organizational effectiveness are explored. Various experts’ strategies are evaluated to gain an understanding of ways in which managers can give direction to organizations to remain competitive in the workforce.

A survey of the impact individuals, groups, and structures have on behavior within organizations for the purpose of applying such knowledge toward improving employee performance. A focus on work-related behavior with an emphasis on individual and group performance as it relates to organizational productivity. Exploration of the development of interpersonal skills and emotional intelligence, with a view toward equity and inclusion, to help all employees, supervisors, and managers improve their effectiveness.

A survey of organizational development, career systems, and talent management. The course explores and defines the interrelationship of the three areas under the auspices of human resource development. The exploration examines these areas as they relate to helping practitioners achieve organizational goals and identify and develop employee talent. Students learn about both theory and practice as it relates to their ability to assist individuals while seeking greater consonance between individual, group, and organizational change and growth.

Examination of methods for promoting a safe work environment by creating a culture of safety. The Occupational Safety and Health Act (OSHA) is reviewed in connection with human resource management duties and responsibilities under the Act. Workplace violence and workplace bullying are explored along with measures to reduce incidents of violence in the workplace. Challenges faced by human resource managers in creating methods for identifying and coping with job stress are discussed.

Examination of the roles managerial leaders perform and the importance of managerial leadership in the workplace. The link between sound managerial leadership and positive consequences for employees – and the organization as a whole – will be discussed. Skills possessed by managerial leaders are examined as they relate to enhancing employee satisfaction, motivation, and performance output. Interpersonal skills of communication, empathy, and coaching skills are explored in connection with managing conflict in the workplace.

Utilization of a managerial framework for the examination of ethics in the workplace. Exploring the recognition of the link between workplace ethics and business success as part of an effective business strategy. Managerial best practices in workplace ethics are studied, providing students with an understanding of how ethical decision making occurs. Case analyses are employed to prepare students for real-life experiences involving issues of workplace ethics and assist students in developing skills needed to contribute to responsible business conduct.

The Capstone course is designed to be the culminating work for the bachelor’s degree in Human Resource Management. Under the guidance of the instructor, students will design a project to demonstrate their mastery of human resource management theories and the core components of the program, various managerial approaches, and frameworks. Students’ deliverable will include scholarly research, attention to ethical frameworks, and critical analysis of their project.

Upper-Division Elective

  • 2 course; 9 quarter units

Degree and Course Requirements

To receive a Bachelor of Science in Human Resource Management, students must complete at least 180 quarter units as articulated below, including a minimum 70.5 units of the University General Education requirements, 45 quarter units of which must be completed in residence at National University, 76.5 quarter units of which must be completed at the upper-division level. In the absence of transfer credit, additional general electives may be necessary to satisfy total units for the degree.

According to the Bureau of Labor Statistics, over 148,000 job openings for human resource managers are projected each year, and the demand continues to grow as companies in every industry place an increasing emphasis in areas like healthcare, retirement plans, as well as diversity, equity, and inclusion (DEI). You can also make a good living in this field. The BLS reports that the median annual wage for an HR Manager was $126,230 in 2021, with the highest 10% earning more than $208,000.*

NU’s online human resources degree provides a Gain a broad knowledge of the foundations of managing human resources, including recruitment, selection, retention, compensation and benefits, and more.

Our curriculum will prepare you for expanded opportunities in diverse industries.  You will obtain valuable knowledge and skills in human resource management that will enable you to contribute to the ongoing process of attracting and retaining individuals who will assist in furthering an organization’s interest in achieving its mission.

*SOURCE: https://www.bls.gov/ooh/management/human-resources-managers.htm#tab-5

NU’s human resources degree is a practice-based curriculum that will help you develop a market-relevant understanding of topics including compensation and benefits, training and talent development, and diversity, equity, and inclusion (DEI) in the workplace. With this career-focused knowledge, you’ll be well prepared to pursue positions like:

  • Human Resources Specialist
  • Human Resources Manager
  • Administrative Services & Facilities Manager
  • Compliance Officer
  • Training & Development Specialist
  • Compensation & Benefits Manager
  • Training & Development Manager
  • Labor Relations Specialist
  • Recruiter
  • Human Resources Coordinator
  • Director of Human Resources
  • Talent Acquisition Specialist
  • Technical Recruiter
  • HR Assistant
  • HR Specialist

Employers of HR professionals look for candidates with key skills in communications, leadership, and problem solving. Career opportunities are spread across all industries, from healthcare, manufacturing, finance and insurance to professional, scientific, and technical services. A few of the top employers with openings in their HR departments include:

  • Randstad
  • Deloitte
  • Anthem Blue Cross
  • Robert Half
  • Amazon
  • KPMG
  • Humana
  • Guidehouse
  • Aston Carter
  • Applied Materials

**SOURCE: Emsi Labor Analyst- Report. Emsi research company homepage at https://www.economicmodeling.com/company/ (Report viewed: June 24, 2022). DISCLAIMER: The data provided is for Informational purposes only. Emsi data and analysis utilizes government sources to provide insights on industries, demographics, employers, in-demand skills, and more to align academic programs with labor market opportunities. Cited projections may not reflect local or short-term economic or job conditions and do not guarantee actual job growth.  Current and prospective students should use

Program Learning Outcomes

Upon successful completion of National University’s Bachelor’s Degree in Human Resource Management, you’ll be able to:

  • Conduct a job analysis to identify staffing needs as part of the human resource planning process
  • Design a recruitment and selection plan for attracting and retaining qualified candidates for employment
  • Develop an orientation and training program to assist new employees in effectively integrating into the organization
  • Formulate a compensation and benefits plan linked to performance and motivation of employees
  • Recognize situations that pose legal risks of liability to the employer and implement policies concerning legal compliance of workplace laws
  • Define and discuss workplace diversity, equity, and inclusion, and its impact on an organization
  • Identify labor relations issues in an environment of unionized employees and explain the organizational impact of union activities
  • Discuss organizational theory and design as it relates to strategic HR planning, development, and talent management
  • Describe elements of proper safety, health, and security measures in the workplace
  • Apply ethical principles to complex issues that arise in the workplace

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To that end, we’ve simplified and streamlined our application process, so you can get enrolled in your program right away. Because we accept and review applications year round, you can begin class as soon as next month, depending on your program and location of choice.

Learn more about undergraduate, graduate, military, and international student admissions, plus admissions information for transfer students. You can also learn more about our tuition rates and financial aid opportunities.

To speak with our admissions team, call (855) 355-6288 or request information and an advisor will contact you shortly. If you’re ready to apply, simply start your application today

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Program Disclosure

Successful completion and attainment of National University degrees do not lead to automatic or immediate licensure, employment, or certification in any state/country. The University cannot guarantee that any professional organization or business will accept a graduate’s application to sit for any certification, licensure, or related exam for the purpose of professional certification.

Program availability varies by state. Many disciplines, professions, and jobs require disclosure of an individual’s criminal history, and a variety of states require background checks to apply to, or be eligible for, certain certificates, registrations, and licenses. Existence of a criminal history may also subject an individual to denial of an initial application for a certificate, registration, or license and/or result in the revocation or suspension of an existing certificate, registration, or license. Requirements can vary by state, occupation, and/or licensing authority.

NU graduates will be subject to additional requirements on a program, certification/licensure, employment, and state-by-state basis that can include one or more of the following items: internships, practicum experience, additional coursework, exams, tests, drug testing, earning an additional degree, and/or other training/education requirements.

All prospective students are advised to review employment, certification, and/or licensure requirements in their state, and to contact the certification/licensing body of the state and/or country where they intend to obtain certification/licensure to verify that these courses/programs qualify in that state/country, prior to enrolling. Prospective students are also advised to regularly review the state’s/country’s policies and procedures relating to certification/licensure, as those policies are subject to change.

National University degrees do not guarantee employment or salary of any kind. Prospective students are strongly encouraged to review desired job positions to review degrees, education, and/or training required to apply for desired positions. Prospective students should monitor these positions as requirements, salary, and other relevant factors can change over time.

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*Positions may require additional experience, training, and other factors beyond successfully completing this degree program. Depending on where you reside, many positions may also require state licensure, and it is the responsibility of the student to ensure that all licensure requirements are met. We encourage you to also review program-specific requirements. Any data provided on this page is for informational purposes only and does not guarantee that completion of any degree program will achieve the underlying occupation or commensurate salary.