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Operations transform resource or data inputs into desired goods, services, or results, and create and deliver value to the customers.

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BusinessDictionary.com. Easy-to-use free business glossary with over 20,000 terms. Concise, clear, and comprehensive.

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Marketing is the process of interesting potential customers and clients in your products and/or services.

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Looking to start your own business, or just make your existing business more profitable? Our experts can help make your small business dreams come true.

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Human resources is used to describe both the people who work for a company or organization and the department responsible for managing resources related to employees.

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New standards for conduct and compliance in the workplace, a decentralized workforce, and issues such as offshoring and outsourcing all add to the complexity of human resource management in today's business environment. This new landscape requires HR managers to possess an in-depth knowledge of business along with a mastery of HR management skills- all of which can be gained through a master's degree program in human resource management.

Serving as senior-level managers, directors and company executives, today's master's-prepared human resources professionals are responsible for shaping key policies and focusing on talent as a strategic resource for a business's overall success.

Content and Standards for Master's Programs in Human Resource Management

Since 2005, HRM programs have been moving toward a more defined business foundation in response to the needs of the marketplace.

In an initiative designed to strengthen HRM programs and align them with management programs that meet accreditation standards set by the Association to Advance Collegiate Schools of Business (AACSB), the Society for Human Resource Management (SHRM) published the SHRM Human Resource Curriculum: An Integrated Approach to HR Education, a guidebook detailing standards for advanced HRM education.

These guidelines are flexible and focused on outcomes. This allows educators to realign existing curricula and effectively measure the results of their programs.

One of the most important features of these guidelines is that they offer academic institutions the flexibility to devise their own HR courses, while still providing a level of content standardization. This modular approach has been effective, with nearly 300 HRM programs now aligned with the guidelines.

SHRM guidelines for minimum required HRM content areas in undergraduate and graduate programs are (Set forth below, with slight modifications, are content areas developed by SHRM and originally published in the SHRM Human Resource Curriculum: An Integrated Approach to HR Education):

Employment law

Ethics

HR's role in the organization

Job analysis/job design

Managing a diverse workforce

Metrics and measurement of HR

Performance management

Staffing: recruitment and selection

Strategic HR

Toward rewards (compensation and benefits)

Training and development

Workforce planning and talent management

According to a 2013 SHRM study, academicians and senior professionals agreed that the focus areas and competencies most valuable to human resource management graduate students are (Set forth below, with slight modifications, are focus areas and competencies recommended by academicians and senior professionals originally published in the SHRM Human Resource Curriculum: An Integrated Approach to HR Education):

Change management

Globalization

Internal consulting

Organizational development

Master of Business Administration (MBA) in Human Resource Management

A 2005 SHRM study of graduate and undergraduate HR curricula found that senior HR professionals overwhelmingly indicated the need for students to develop business knowledge beyond human resources. In addition, senior HR professionals believed that a degree in business with a concentration in HRM was more valuable than a degree in HRM without a business emphasis.

The results of this study support current research that shows business-based HR degrees are becoming increasingly important in the marketplace. Both students and employers are becoming increasingly aware that business knowledge is critically important because it allows HR professionals to make better decisions regarding where, how, and when to integrate HR strategies that improve business performance.

One of the more well-recognized graduate programs is the Master of Business Administration (MBA) in Human Resource Management.

The SHRM details a sample curriculum for an MBA in Human Resource Management, which generally includes 5 or 6 HR-specific courses, including an introductory course and a capstone course (Set forth below, with slight modifications, is the sample curriculum for MBA-HRM programs developed by SHRM and originally published in the SHRM Human Resource Curriculum: An Integrated Approach to HR Education).

Business core courses in an MBA in Human Resource Management are likely to include the following as part of the degree program's general education requirements:

Accounting

Business law

Economics

Finance

Marketing

General management

Statistics

Strategic management

Some of the above courses may be prerequisites to admission, depending on specific university requirements.

Sample course outline for an MBA in Human Resource Management:

Workforce planning and talent management

HR's role in organizations

Ethical decision-making in human resources

Labor market analysis, trends, and forecasting

Creating a strategic staffing plan
Legally compliant recruitment, selection, and staff management strategies

Total rewards

Linking individual and team performance to organizational outcomes

Job analysis and job design

Compensation and benefits philosophy and structure

Strategic human resource management

HR within the global business environment

Managing human capital assets for competitive advantage

Organizational development

HR in the role of internal consultant and advisor

Employment law

Americans with Disabilities Act of 1990 (amended in 2008)

Reasonable accommodations

Title VII of the Civil Rights Act of 1964 and 1991

Fair Labor Standards Act of 1938

Family and Medical Leave Act of 1993

Occupational Safety and Health Act of 1970

Worker Adjustment and Retraining Notification Act of 1988

Employment relationships and the legal environment

Analyzing HR metrics

Linking HR to the organizational scorecard

Leveraging human resource information systems data to manage human capital

Master of Science (MS)/Master of Arts (MA) in Human Resource Management

A Master of Science (MS) or a Master of Arts (MA) in Human Resource Management (or in another business discipline, such as management, with HRM as a major or area of concentration, emphasis, or focus) is typically a 30- to 42-credit hour program. These programs are comprised of a wide array of HR-specific courses and may also include an introductory and capstone course (Set forth below, with slight modifications, are course outlines developed by SHRM for MS/MA-HRM programs and originally published in the SHRM Human Resource Curriculum: An Integrated Approach to HR Education).

The business core courses cover the following areas as part of the program's general education requirements (in addition to courses in the major area of study or concentration):

Accounting

Business law

Economics

Finance

Marketing

General management

Statistics

Strategic management

Some of the above courses may be prerequisites to admission based on university requirements.

A sample course outline of an MS or MA in Human Resource Management will vary depending on areas of specialization, such as:
Compensation

Developing a total rewards strategy

Communicating a total rewards philosophy

Pay for performance and merit pay systems

Incentive compensation

Special compensation situations

Managing compensation and benefits in employee separations

Controlling benefits costs

Global Human Resources

Staffing strategies for multinational organizations

Managing expatriate compensation

Global legal environment

Security issues

Green management issues

Cultural sensitivity

Employment Law

Overview of employment law (ADA, FLSA, FMLA, OSHA, etc.)

Staffing

Unlawful harassment

Labor Management Relations

Employee engagement and involvement strategies

Union-related and labor relations law

Union membership

Union/management relations

Union decertification and de-authorization

Collective bargaining issues

Collective bargaining process

Strikes, boycotts, and work stoppages

Managing union organizing policies and handbooks

Staffing, Performance Management, Training, and Workforce Planning and Talent Management

Creating an employment brand

Environmental considerations

External and internal recruitments strategies

Reference/background checks

Structured interviewing

Job offers

Performance appraisals

Career development

Employee development

Workforce planning and talent development

Analytics, Metrics, and Problem-Solving in HRM

Research theory

Research design and methodology

Benchmarking HR

Balanced scorecard

Tend and ratio analysis

Reputation and brand enhancement

Accountability and transparency

Risk management

Leadership, Organizational Behavior, and Change Management

Individual, group, and organizational dynamics

Equity, ethics, and fairness in the workplace

Productive work environments

Theories and strategies for developing an organizational behavior model

Leadership, motivation, and individual behavior

Decision-making

Managing diverse groups and work teams

Leadership and communication styles

Internal consulting

Role of power and influence in HR

Organizational development

Workplace culture and trust building

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Masters in Human Resources | MBA in Human Resource Management

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New standards for conduct and compliance in the workplace, a decentralized workforce, and issues such as offshoring and outsourcing all add to the complexity of human resource management in today's business environment. This new landscape requires HR managers to possess an in-depth knowledge of business along with a mastery of HR management skills- all of which can be gained through a master's degree program in human resource management.

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Sales are the activities involved in selling products or services in return for money or other compensation. It is an act of completion of a commercial activity.

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Wikipedia is a free online encyclopedia, created and edited by volunteers around the world and hosted by the Wikimedia Foundation.

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Accounting or accountancy is the measurement, processing, and communication of financial and non financial information about economic entities such as businesses and corporations.