MS in Human Resources

• Highly ranked: The MSHR program is ranked No. 27 in North America by Eduniversal, 2019.
• SHRM certification: The degree is aligned with Society of Human Resource Management (SHRM) guidelines and will help prepare you for SHRM Certification.
• Network: Join a network of 3,000 human resources alumni who work in nearly every major corporation in the Chicago metropolitan area. 
• Mentors: HRER mentors are proficient and well-placed Loyola alumni who work with students to improve their approach to real-life human resources challenges and better understand the employment relations profession.
• Broad and flexible curriculum: The courses prepare students for human resource management positions in a variety of organizations.
• Global: Gain a global perspective through coursework, interactions with international students and faculty members, and through MSHR study abroad courses to countries such as India, China, Australia, and Ireland.
• Values-based: Dive into ethical and values-based leadership.

The Master of Science in Human Resources is offered by the Institute of Human Resources and Employment Relations within Loyola's Quinlan School of Business.

• International human resources
• Staffing
• Compensation/benefits
• Employment relations
• Employee development
• Analytical, team, and communication skills
• Business ethics and social responsibility.

Graduates of the MSHR program are in high demand because of their ability to help organizations attract, retain, and motivate talented employees.

Our graduates have been hired by many of the top companies in the Chicago area, including the Federal Savings Bank, Morningstar, Five Below, Trisect, S&C Electric Company, Northern Trust, and more.

Their management roles have included HR generalist or specialist in international human resources, staffing, compensation/benefits, employment relations, and employee development.

Because Loyola is a member of the Jesuit network of 27 colleges and universities nationwide, our graduates can receive career services at Quinlan's Business Career Services, as well as at career centers at U.S. Jesuit colleges and universities.

Graduate human resources classes are held weekday evenings on Loyola's Water Tower Campus, which is conveniently located off the Red Line in downtown Chicago, as well as online. The MSHR program is on a 10-week quarter system, and you can begin the program in the fall or spring quarters.

The MS in Human Resources can be pursued full-time or part-time. Students with three years of human resources experience take 12 classes. Students without experience take an internship class (HRER 415) in addition to the 12 classes.

Students must complete 3 electives. Up to 1 elective may be non-HRER graduate business courses.

HRER 413: Compensation
This course examines wage and salary policies and programs in private and public organizations. Legislative and social issues affecting pay decisions, and the alignment of pay policies with the business strategy and other human resource programs are covered
Outcome: Students will learn how to design and implement compensation policies and programs that will give their employers a competitive advantage; resolve compensation problems from both a human resource professional and managerial perspective; and create pay policies that are perceived as just and equitable. Students will improve their team leadership, analytical and writing skills

HRER 418: Human Resources Law
This course will introduce students, by a combination of statutory case law analysis and readings, to the substantive case law in the area of employee-employer relations law. The statutes and case law encompass the following: National Labor Relations Act, Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act (ADEA), Americans with Disabilities Act (ADA), Civil Rights Act of 1991, Illinois Human Rights Act, and Illinois Employment Law Statutes and Regulations.
Outcomes: The primary purpose of this course is to introduce graduate students to a practical examination of the principles of "employee-employer" relations law, also called human resources law or personnel law. Students will be exposed to the principle theories, policies and literature concerning the relevant federal and state (Illinois) court case law and government regulations of the employee-employer relationship in primarily the private sector.

HRER 422: Global Human Resource Management
This course examines the critical roles of Human Resource professionals throughout the strategic globalization process, as well as the cross-cultural issues that affect organizational dynamics and behaviors central to Human Resource processes, such as staffing, training, motivation, negotiation, team-building, and communication.
Outcomes: To survey the three types of topics covered by the field of Global HRM:

• management of human resources in global corporations
• management of expatriate employees
• comparison of HRM practices in a variety of different countries.

To consider special topics at the forefront of global HR, such as effects of NAFTA and the European Union, global ethics, and critiques of globalization.

HRER 429: Human Resource Development
This course examines how organizations develop employees with the appropriate technical, interpersonal and leadership skills to be effective in their jobs.
Outcomes: Students will learn how to conduct a training needs assessment, set learning objectives, establish evaluation criteria, select the best instructional methods, and to evaluate the impact of the program on the employee and organization. In addition to conducting formal training programs, students will learn how to use career planning, job rotation and performance feedback to develop employees and themselves. Students will improve their presentation, team leadership, analytical and writing skills

HRER 462: Employment Relations
This course examines critical labor laws in the United States and the structure and function of our employment relations system.
Outcomes: Students will demonstrate understanding of basic case law in the field of labor relations and how unions, management representatives, and government dynamically interact to provide employee representation, balance group interests, and ideally avoid disruptive workplace conflict

HRER 463: Staffing
This course provides an overview of staffing processes in organizations, with an emphasis on recruitment and selection procedures. Other topics of discussion include legal and strategic issues in staffing, and relevant statistical concepts.
Outcomes: Students will become comfortable with the entire staffing process, and be able to design and implement cutting-edge staffing systems, with an emphasis on business strategy.

HRER 490: Analytical Problem Solving
This course is designed as an introductory graduate level course in analytical problem solving, another name for research methods, and design. A basic understanding of - and general familiarity with fundamentals of statistical concepts is assumed. However, where necessary, we will revisit these concepts briefly. Of course, this is not a course in statistics.

HRER 415: Internship (course only required without three years HR experience)
An internship provides the student with direct exposure to human resources and/or industrial relations functions as they are practiced in the real world.
Outcome: Students will learn to practically apply the concepts and theories learned in the classroom to a real organizational work environment.

MGMT 441N: Business Ethics or MGMT 446: International Business Ethics

MGMT 441N
This course examines the ethical aspects of individual and corporate decision making in business and provides resources for making ethical decisions within the context of managerial practice.
Outcome: Students will be acquainted with the concepts and principles of ethical reasoning that have been developed in ethical theory; be aware of the specific ethical issues that arise in management and of the ways in which these issues are commonly analyzed; and be able to make sound ethical and managerial decisions and to implement those decisions within the context of an organization in a competitive marketplace.

MGMT 446
This is an advanced business ethics course that addresses the ethical issues that arise in the global business environment, including the standards for the operation of multinational corporations and the ethical perspectives of managers in different countries.
Outcome: Students will understand the specific ethical problems of international business and of different ethical perspectives; develop skills for personal decision making and for developing and implementing ethical corporate policies in international business; and learn how to work toward more effective background institutions and forms of international business regulation.

HRER 501: Performance Management
Designed to provide both current and future managers an in-depth understanding of performance appraisals and related issues, this course also emphasizes on goal-setting, feedback and the rating process.
Outcomes: Students will learn to apply the various techniques used to conduct effective performance appraisal processes and design comprehensive performance management systems for their organizations. 

Students interested in sitting for the Society for Human Resource Management certification exams are advised to choose the following electives:

HRER 453: Incentive Pay and Employee Benefit Programs
This course examines incentive pay and employee benefit programs in private and public organizations. Program design and the alignment of incentive pay and benefit programs with business strategy and human resource programs are covered.
Outcomes: Students will learn to design and implement incentive pay and employee benefit programs that will give their employers a competitive advantage and be perceived as equitable among employees.  Students will improve their team leadership, analytical and writing skills.

HRER 455: Employment Discrimination Law
The primary purpose of this seminar is to introduce graduate students to the principle theories and literature in the area of employment discrimination law and the role of the law. 
Outcomes: Students will become familiar through case analysis to the substantive case law arising under Title VII of the Civil Rights Act of 1964 Civil Rights Act of 1991 (CRA 1991); the Americans With Disabilities Act (ADA); and the Family and Medical Leave Act.

HRER 417N: Managing & Motivating in the Workplace
(Effective Fall 2016, HRER 417N may be taken as an MSHR elective if completed in the first quarter of study only.)

HRER 430: Organization Development
This course examines how the effectiveness and the quality of life in organizations can be increased using collaborative methods. 
Outcomes: Students will learn to apply concepts from team building, employee involvement, work design, and large group interventions to organizational settings. In addition, students will increase their overall knowledge and effectiveness about leadership, organization development, training and human resource management.

HRER 433: Group Process and Facilitation
This course focuses on major concepts of group development and group dynamics. Other topics of discussion include communication patterns, authority relations, leadership, norms, stages of group behaviors, paradoxes of group life, and self-awareness within group settings. 
Outcomes: Students learn the various tools and techniques of process consultation and also gain knowledge and competence for working with groups. The course combines cognitive and conceptual materials with experienced-based learning.

HRER 498: Independent Study

HRER 499: Thesis Research

HRER 500: Special Topics in Human Resources and Employment Relations
This course engages students in a chosen Special Topic in HRER. 
Outcomes: In-depth understanding of a special topic in the area of HRER.

HRER 502: Global Employment Relations
This course introduces students to different employment relations systems in advanced industrial economies in North America, Europe, and Asia and to formats for resolving new types of labor problems that have merged in a global economy. 
Outcomes: Students will be able to identify critical differentiating aspects of employment relations systems in the developed world and common pro and con arguments regarding proposed solutions to substandard working conditions in the developing world.

All graduate programs in the Quinlan School of Business are on the quarter system. New students can start Quinlan graduate programs in the Fall and Spring Quarters.

Below you will find both required materials and opportunities to strengthen your application when applying to the Quinlan School of Business. Additional information regarding the application process for international students can be found here.