Human Resource Development (HRD) is a comprehensive program that develops HR leaders through evidence-based education and applied experiences in functional and strategic human resource management. The program is designed to provide students with a fundamental understanding of critical concepts pertaining to the field of Human Resources, aligned with the body of knowledge and competencies identified by the major professional HR associations. Professionals in the field teach selected courses thereby adding value and realism to the program. The classes are enriched through the student composition of professionals with years of HR and business experience and individuals launching their HR careers as recent undergraduates and those seeking to transition from other careers or as they return to work. Graduates of the program not only expand their general professional knowledge in HR, but also acquire new and specific skills in strategic planning, analytics and research methods for application in increasingly dynamic organizational environments. Our graduates become global HR thought leaders driving high performing, inclusive organizations that provide meaningful work experiences. The HRD Graduate Program offers a 36-credit MS in Human Resource Development, and four 15-credit certificate programs. The certificates can be earned in conjunction with the MS degree or as stand-alone certificates.
The HRD program is a multi-modal program allowing students the flexibility of taking classes both in-person and/or online as it fits their schedule. Students can decide at the time of registration which format of the course is best for their schedule. Classes have different formats depending on which modality is selected. Read more about program and schedule format. The MS HRD program can be completed with a mix of online and in-person courses depending on students’ preference. Read more about he description below primarily describes the campus-based program. For information on the online program, please visit gradartsci.villanova.edu and look for the HRD program in the list of all online programs.
Understand how an organization manages its finances and human capital. Explore basic concepts in finance and apply frameworks that measure the economic value of an organization's human capital investment to effectively guide organizational strategy.
Create a strong foundation on critical aspects of HR analytics: measurement, research methods, probability and statistics, analysis, and interpretation of data. Improve human capital decisions through a strategic use of HR data and effectively communicating findings to decision makers. Create a strong foundation on critical aspects of HR analytics: measurement, research methods, probability and statistics, analysis, and interpretation of data. Improve human capital decisions through a strategic use of HR data and effectively communicating findings to decision makers.
In-depth exploration of the principles and methods of quantitative and qualitative research design necessary to plan, conduct, analyze, and communicate regarding scientific inquiries of individuals and groups with respect to psychological and HR-related phenomena within work settings. Pre-requisites: Introduction to HR in the Business World (may be waived based on HR experience). Principles of Evidence-Based HR (may be waived based on research credentials assessment).
Evidence-Based HR involves using critical evaluation techniques and skills of a discriminating consumer of the four sources of evidence (scientific, organizational, professional expertise, and stakeholders) to improve decision-making outcomes. Students develop critical thinking and persuasive communication skills.
Introduce the major functional areas of human resources management and how these HR functions support all other business units. Examine how organizations operate and explains the role of HR in supporting employees and management. This course may be waived based on experience in HR at admission.
Evidence-Based HR involves using critical evaluation techniques and demonstrating the skills of a discriminating consumer of the four sources of evidence (scientific, organizational, professional expertise, and stakeholders) to improve decision-making outcomes. Students develop research writing skills that include gathering research evidence using library databases and writing clear, effective, and persuasive communications that adhere to the American Psychological Association style and formatting. This course may be waived based on review of HR-relevant research credentials.
Strategic Workforce Planning (SWP) drives an integrated talent management strategy which supports the organization's business strategy. Introduce SWP components, models and processes, and examine strategies for developing, implementing, evaluating, and communicating successful SWP initiatives.
Compensating employees as part of a total rewards strategy that aligns with organizational strategy is critical and complex. Study of various approaches to using compensation effectively to reward performance, create engagement, and measure the impact of a company's compensation strategy.
Approaches to total rewards strategies for building a competitive benefits program with an emphasis on the motivational and productivity implication. Diversity of benefits programs, including basic regulatory framework affecting employee benefits, such as ERISA, Social Security, and Medicare.
Technology is rapidly changing human resources by providing access to information across the enterprise. Explores the many ways HR departments are leveraging technology solutions. Examines methods and challenges of implementing technology initiatives.
Current legal issues affecting the human resource function, including employment-at-will, EEO, sexual harassment and Supreme Court decisions. Application to human resources situations from the employer and employee perspective.
This course examines the foundational research associated with emotional intelligence (EI), its impact on leadership and performance in organizations, its influence on hiring and development and its link to artificial intelligence in the future. The use of EI initiatives in organizations improves employee and organizational levels of empathy and social perceptiveness which in turn, improve team and individual performance.
This course will examine social and cultural identities of individuals and groups, raise awareness of how these identities intersect, biases that exist around each, and societal inequities that may affect employee performance and satisfaction in the organization. This course will also examine changes in the economic and social environment creating new challenges and considerations for I&D work. This course will help students develop skills that foster equity, inclusion, and social justice and consider organizational initiatives that do the same.
This course will examine ways to measure and evaluate the effectiveness of diversity and inclusion initiatives. Students working in I&D must be able to clearly articulate the ROI of I&D programs through specific HR metrics and analytics. Additionally, students must be able to communicate the story behind this data to key stakeholders in the organization.
This course will examine the research and application of work-family initiatives and benefits used in organizations to create inclusive environments that lead to increased productivity and employee satisfaction. Students will examine career and talent management implications of work-family issues including gender, family choices, work schedules, health and accommodations.
Effective HR leaders maintain high levels of personal and professional integrity promoting core values, integrity, and accountability throughout the organization. Explore strategies and issues related to creating, ethical, respectful, and socially responsible organizations.
Examines the notion of relational capital as a form of human capital, explains its stages, and looks at the Relational Quotient assessment instrument for analyzing relationships that enhance business success.
Provide students with a critical understanding of theories, trends, principles, and current issues relevant to the breadth of human resource management (HRM) in organizations. Explore the evolving role of HRM as a strategic partner in organizations.
Explore Human Resource Management (HRM) challenges in the complex international context faced by many multinational companies. Understand the theory and application of global HRM principles and develop approaches using a global mindset.
The current complex global economy affects HR requiring an understanding of how diversity relates to the objectives of the organization. Understanding and inclusion of diverse populations is a strategic initiative related to profitability, and not exclusively a compliance issue.
The capstone course provides an opportunity for students to synthesize and integrate knowledge and perspective gained from course work in the HRD program.
Contemporary topics in Human Resource Development. These courses reflect critical and changing human resource topics. The course offerings will vary each semester; please check the HRD web site (www.gradhrd.villanova.edu) under Weekend Seminars, for a current list of courses offered.
