Doctor of Business Administration (DBA)
in Human Resources Management
No residency
No Group Work
100% Online Learning
Doctor of Business Administration (DBA), Specialization in Human Resources Management
This specialization explores the interrelationships between human resource capital, leadership, and business organization. Students research theory and practice for HRM information systems, compensation and staffing strategies, training and professional development, cultural diversity, innovation, labor relations, and legal issues in HRM.
Degree Requirements
Students must complete at least 9 credit hours in a single area of specialization at the University (not counting foundational courses) and may elect to have the specialization recorded on their transcript and diploma. The remaining 9 elective credits must be appropriate to the student’s degree program. Students may opt to use the remaining 9 elective credits towards an additional specialization.
3 courses; 9 semester credits
All DBA specializations require completion of the DBA core curriculum, three specialization courses, one doctoral elective, and the dissertation sequence, including prospectus, proposal, data collection and analysis, and final manuscript and defense.
Specialization Course Listings
Choose three of the following:
This course focuses on the development of the human resource function in organizations. By exploring employee recruitment, motivation, performance, and compensation and benefits packages, you’ll examine the human resource function in a strategic role that enhances global business environments.
In this course, you’ll explore the concepts of extrinsic and intrinsic compensation in the context of managing today’s diverse and global workforce. You’ll learn how compensation and benefits decisions made at the executive and the employee level can directly impact the strategic direction of the organization.
An exploration of all aspects of labor relations from a human resources perspective. This course includes the history, structure, politics, processes, and relationships associated with bargaining units (unions). You’ll examine how unions can change attitudes and behaviors of both management and employees, as well as the benefits and challenges of human resources work in a unionized environment.
In this course, you’ll examine 21st-century supervisory concepts, laws, regulations and HR practices. You’ll explore techniques for motivating employees of a diverse workforce, and you’ll evaluate the role of supervisors in organizational planning.
This doctoral course examines the uniqueness of culture and its impact on all areas of organizational operations. Topics include diversity, global transitioning, accommodations, and cross-national teamwork. You’ll learn the traits necessary to be a culturally-aware 21st-century human resources professional, including an open mind and a willingness to suspend judgments, ask questions, and listen to answers.
In this course, you’ll explore and interpret the laws pertaining to multiple levels of employment, including management, full-time employees, part-time employees, and temporary and contracted workers. You’ll look at policies such as employment-at-will, right-to-work, termination, and other issues and regulations that can change with an act of Congress or a state legislature.
Learning Outcomes
Students earning the Doctor of Business Administration in Human Resources Management specialization will learn to:
- Frame complex problems or questions within the specialization using appropriate conceptual, analytical, and contextual lenses
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.