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Exam Number : GPHR
Exam Name : Global Professional in Human Resource (HRCI) 2023
Vendor Name : HR
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GPHR Exam Format | GPHR Course Contents | GPHR Course Outline | GPHR Exam Syllabus | GPHR Exam Objectives
For each certification offered by HR Certification Institute® (HRCI®), an Exam Content Outline is available as a reference. Each provides a description of the concepts, tasks and knowledge you need to successfully understand and perform HR-related duties associated with each specific credential.
Every year, hundreds of HR volunteers worldwide, representing various industries and HR specialties, contribute thousands of hours of time to help HRCI determine knowledge and professional competencies required to master HR practice. Exam questions are also peer-reviewed for technical validity and applicability to current HR practice and applied job knowledge.
HR tasks and the knowledge needed to perform them are extensively researched and grouped into functional areas. The final exam content (also known as the Exam Content Outline) is used by exam question writers and organizations that develop study/preparation materials for our HRCI certification exams.
Functional Area 01 | Strategic HR Management (25%)
Functional Area 02 | Global Talent Acquisition and Mobility (21%)
Functional Area 03 | Global Compensation and Benefits (17%)
Functional Area 04 | Talent and Organizational Development (22%)
Functional Area 05 | Workforce Relations and Risk Management (15%)
The Global Professional in Human Resources (GPHR®) exam is created using the GPHR EXAM CONTENT
OUTLINE, which details the responsibilities of and knowledge needed by todays HR professional. The
GPHR EXAM CONTENT OUTLINE is created by HR subject matter experts through a rigorous practice
analysis study conducted by HR Certification Institute® (HRCI). It is updated periodically to ensure it is
consistent with current practices in the HR profession
Functional Area 01 | Strategic HR Management (25%)
The development of global HR strategies to support the organizations short- and long-term goals,
objectives, and values.
Responsibilities:
01 Participate in the development and implementation of the organizations global business strategy,
plans, and structure.
02 Develop HR strategies to support the organizations global strategic plans and the business
requirements (examples include outsourcing, off-shoring, new product development, transfer of
technology and human capital, talent management, shared services, mergers and acquisitions).
03 Develop an HR infrastructure and processes that supports global business initiatives where HR
serves as adaptable subject matter expert and credible business partner.
04 Participate in strategic decision-making and due diligence for business changes (examples include
entry strategy, expansions, mergers and acquisitions, joint ventures, new operations, divestitures,
restructuring).
05 Develop HR processes to establish operations in new countries (examples include greenfield
operations and integration of acquired companies).
06 Develop measurement systems to evaluate HRs contribution to the achievement of the
organizations strategic goals.
07 Stay current on economic, geopolitical, legislative, employment, cultural, and social trends in
countries of operation and develop appropriate HR strategies and responses.
08 Provide leadership for the development and integration of the organizations culture, values,
ethical standards, philosophy on corporate social responsibility, risk management, and employer
branding.
09 Establish internal and external global relationships and alliances with stakeholders (examples
include diversity councils, joint venture partners, employers groups, unions, works councils,
business leader forums, governments).
10 Determine strategies and business needs for outsourcing and vendor and supplier selection
for HR operations (examples include centers of excellence on benefits and payroll processing,
relocation and employee services, training, global assignment management).
11 Develop strategies for optimizing workforce and minimizing related expenses using various
staffing options (examples include consultants, contract, temporary, seasonal workers).
12 Participate in the development and implementation of global change management strategies.
13 Determine strategy for HR technology (examples include HR information systems, intranet) to
meet organizational goals and objectives in a global environment.
14 Participate in the development and implementation of the organizations social media strategy
and policies.
15 Participate in the development and implementation of Corporate Social Responsibility (CSR)
programs consistent with corporate philosophy and goals, host country legal requirements and/or
external influences.
Functional Area 02 | Global Talent Acquisition and Mobility (21%)
The development, implementation, and evaluation of global staffing strategies to support organizational
objectives in a culturally appropriate manner. This includes utilizing the employer brand; performing job and
cost analysis; and attracting, recruiting, hiring, and managing global mobility to meet business objectives.
Responsibilities:
01 Make sure global talent acquisition and mobility policies, practices, and programs comply with
applicable laws and regulations.
02 Develop a strategic approach for global talent acquisition and mobility that is aligned with
business needs and a diverse workforce.
03 Develop, implement, and evaluate orientation and on-boarding processes that are culturally
relevant and align with organizational strategy.
04 Monitor staffing metrics to evaluate results against global staffing plan (examples include cost-ofhire, retention, return on investment).
05 Comply with required talent acquisition and mobility regulations (examples include immigration,
tax, visas, work permits).
06 Lead all aspects of vendor/supplier management (independent contractor, consultant, agency,
and third-party organization) in areas of staffing and mobility (examples include researching
vendor options, conducting contract negotiations, vendor selection, managing ongoing
relationship, conflict resolution, termination of engagement).
07 Utilize and promote the employer branding strategy to attract diverse talent from global and
local markets.
08 Identify, utilize, and evaluate sources of global talent (examples include personal networks,
professional and business organizations, college recruiting, job boards, social media, other
technological tools).
09 Develop a global staffing plan with key stakeholders that supports business needs.
10 Develop, implement, and evaluate pre- and post-hire policies and procedures that are culturally
appropriate (examples include selection criteria and tools, employment and expatriate
agreements, background checks, medical evaluation).
11 Create position descriptions that define job-specific responsibilities, knowledge, skills, and
abilities.
12 Prepare cost estimates for global assignments and advise management on budget impacts.
13 Provide consultation to potential global assignees and their managers on terms and conditions of
the assignment.
14 Manage and coordinate relocation services and expenses (examples include host location
destination services, housing disposition including property management, household goods
shipment/storage, travel and temporary living arrangements, logistics of repatriation).
15 Manage and coordinate mobility services and expenses for global assignments (examples include
culture and language training; spouse or partner assistance; employee, spouse or partner and
family mentoring and coaching, repatriation planning and implementation).
16 Establish/maintain ongoing communication practices with global assignees, host and home
country management.
17 Develop repatriation programs for global assignees.
Functional Area 03 | Global Compensation and Benefits (17%)
The establishment and evaluation of a global compensation and benefits strategy aligned with the business
objectives. This includes financial and non-financial rewards.
Responsibilities:
01 Develop and implement compensation, benefits, and perquisite programs that are appropriately
funded, cost- and tax-effective and comply with applicable laws and regulations.
02 Establish and communicate a global compensation and benefits strategy that aligns with business
objectives and supports employee engagement.
03 Design and/or negotiate compensation and benefits programs for business changes (examples
include start-ups, restructuring, mergers and acquisitions, joint ventures, divestitures).
04 Develop, implement, and assess job valuation systems aligned with global business strategy.
05 Establish and maintain compensation, benefits, and perquisite programs for key executives and
employees in each country of operation, including base salary structures, short- and long-term
incentive plans, supplemental benefits programs, and tax-effective compensation arrangements.
06 Develop and implement global assignment compensation terms and conditions (examples include
balance sheet and alternative approach calculations, allowances, premiums, end-of-assignment
bonuses, localization).
07 Develop and implement global assignment benefit and perquisite programs (examples include
health care, employee assistance programs, club memberships, company cars).
08 Develop, implement, and assess programs to address income and social insurance tax
obligations, including portability for global assignees.
09 Develop, implement, and manage compensation, benefits and perquisite programs for global
assignees and local employees for each country of operation.
10 Manage and evaluate global assignment-related payments, payroll, and activities.
11 Research, develop and implement technological tools (for example, HRIS, performance
management systems) to support the compensation and benefits programs.
Functional Area 04 | Talent and Organizational Development (22%)
The design, implementation, and evaluation of organizational development programs and processes to
effectively develop a global workforce supporting business goals, culture and values.
Responsibilities:
01 Make sure talent development programs comply with applicable laws and regulations.
02 Align local and regional practices with corporate vision, organizational culture, and values.
03 Create and implement awareness programs (examples include diversity, non-discrimination,
bullying, cultural sensitivity, multi-generational workforce) that are aligned with the organizations
philosophy and adapt to local cultural perspectives.
04 Develop systems that support the implementation of global change management initiatives.
05 Develop and implement communication programs that are effective for a global workforce and
other stakeholders.
06 Make sure employees have the appropriate knowledge, skills, and abilities needed to meet
current and future business requirements.
07 Implement and evaluate a process to measure the effectiveness of organizational development
programs based on global HR metrics/measurements (examples include employee engagement
surveys, turnover rates, training return on investment [ROI], benchmarking data, scorecards).
08 Develop and implement processes, programs, and tools to support organization and workforce
development at all levels of the organization (examples include career and leadership
development, succession planning, retention, repatriated employees, short-term assignments).
09 Develop programs, policies, and guidelines to support geographically dispersed and/or virtual
teams (examples include team building, project management, performance management).
10 Establish work-life balance programs (examples include job sharing, flextime, telecommuting) and
their application and appropriateness to different cultures.
11 Implement culturally appropriate performance management processes that support both global
and local business objectives.
12 Develop and implement global programs to support the organizations growth, restructuring,
redeployment and downsizing initiatives (examples include mergers and acquisitions, joint
ventures, divestitures).
13 Develop and implement competency models to support global and local business goals.
14 Identify and integrate external workforce to provide services to support global and local
objectives (examples include consultants, independent contractors, vendors, suppliers) as it
relates to talent and organizational development.
Functional Area 05 | Workforce Relations and Risk Management (15%)
The design, implementation, and evaluation of processes and practices that protect or enhance
organizational value. This includes managing risk, ensuring compliance, and balancing employer and
employee rights and responsibilities on a global basis.
Responsibilities:
01 Make sure activities related to employee and labor relations, safety, security, and privacy are
compliant with applicable laws and regulations, from initial employment through termination.
02 Comply with extraterritorial laws to mitigate risk to the organization (examples include US Title
VII, US Americans with Disabilities Act, US Foreign Corrupt Practices Act, EU Data Privacy
Directive and Safe Harbor Privacy Principles, UK Bribery Act).
03 Make sure the organization complies with globally recognized regulations to enable effective
workforce relations and meet acceptable workplace standards (examples include OECD
Guidelines for Multinational Enterprises, ILO conventions, Mercosur, NAFTA, WTO).
04 Monitor employment-related legal compliance and ethical conduct throughout the global supply
chain (examples include consultants, independent contractors, vendors, suppliers) to mitigate the
risk to the organization.
05 Develop exam procedures for HR internal controls, evaluate results and take corrective
actions.
06 Comply with all regulations related to employee records and data (examples include EU Data
Privacy Directive, US HIPAA, Australian Federal Privacy Act).
07 Establish alternative dispute resolution and grievance processes, disciplinary procedures, and
investigative processes in compliance with applicable laws and practices.
08 Develop and implement programs to promote a positive work culture (examples include
employee recognition, constructive discipline, non-monetary rewards, positive reinforcement).
09 Confer with employee representative groups in compliance with statutory requirements
(examples include works councils, unions, joint action committees).
10 Develop, implement, and communicate employment-related corporate policies (examples include
ethics and professional standards, codes of conduct, anti-discrimination, anti-harassment, antibullying).
11 Coordinate global risk management, emergency response, safety, and security practices
(examples include intellectual property, occupational health and safety, disaster and crisis
management, duty of care).
CORE KNOWLEDGE OF
01 The organizations vision, values, mission, business goals, objectives, plans, processes, and culture
02 Strategic/business planning and continuous improvement processes and their implementation
03 Concepts and processes to align the global HR function as a strategic business partner (examples include business environment, markets, consumer segments, industry specific trends and cycles, key business factors)
04 Financial planning processes and budget development
05 Strategies and business models (examples include joint ventures, wholly owned subsidiaries,
representative offices, outsourcing/off-shoring) and their implications
06 Organizational structures (by geography, business unit, product line, and functional discipline)
and their design and implementation
07 HR analytics, methods, and processes for assessing the value and the results of HR programs
(examples include return on investment [ROI], cost/benefit analysis)
08 The organizations values and culture and their fit with the culture, legal systems, and business
practice contexts of other countries, including local and regional differences
09 Business ethics standards and practices at a global level, while maintaining local relevance
10 Role and expectations of customers, suppliers, employees, communities, shareholders, boards of
directors, owners, and other stakeholders
11 HR technology (examples include HR information systems, Intranet) to support global human
resource activities.
12 Procedures and practices for cross-border operation, integration, and divestiture
13 Company and site start-up practices and procedures
14 Organization business philosophies, financial models, and financial statements
15 Due diligence and restructuring processes appropriate to specific regulatory environments and
countries.
16 Best practices and application of community relations, environmental initiatives, and philanthropic
activities
17 Corporate social responsibility practices and policies
18 Strategies to promote employer of choice or employment branding initiatives and best practices
19 Social media technologies, trends, and best practices including knowledge of evolving legislation
and regulations
20 Applicable laws and regulations related to hiring and employment
21 Strategies to promote employer of choice or employment branding initiatives
22 Methods for developing, sourcing, and implementing a global workforce staffing plan
23 Global and country-specific recruiting and hiring practices, methods and sources
24 Position description development
25 Culturally appropriate interviewing techniques and selection systems
26 Employment contract content requirements by country
27 Deployment activities (examples include relocation, mobility services, immigration)
28 Company onboarding programs
29 Staffing metrics (examples include cost-of-hire, new hire attrition, return on investment [ROI])
30 Policies and processes related to types of assignments (examples include short-term, long-term,
permanent, commuting) that address specific needs (examples include technology transfer,
leadership and management development, project management)
31 Assessment and selection tools and models for global assignments
32 Global assignment management, tracking, and reporting
33 Intercultural theory models and their application to overall business success
34 Critical success factors for global assignees (examples include spouse or partner and family
adjustment, support, communications)
35 Global assignee preparation programs (examples include cultural and language training, host
country site orientation, relocation services, destination services)
36 Expenses related to global relocation and mobility services (examples include destination
services, housing, travel and temporary living, shipment and storage of household goods, culture
and language training, dependent education)
37 Assignment exam measures to evaluate global assignee fit and impact on the business
38 Immigration issues related to global mobility (examples include visas, work permits, residency
registration)
39 Techniques for fostering effective communications with global assignees, management, and
leadership
40 Tools, best practices, and support services for repatriation
41 Corporate income tax ramifications of employee and employment activities in various
jurisdictions, including unintentional permanent establishment
42 Local laws regarding compensation, benefits, and taxes (examples include tax equalization or
protection, mandatory or voluntary benefits)
43 Global assignment tax planning and compliance requirements and processes
44 Payroll requirements and global assignment payment methods (examples include split payroll,
home and host country payments)
45 Localization concepts and processes (examples include compensation and benefits adjustments,
tax implications, social insurance issues)
46 Global assignment compensation packages (examples include net-to-net, regional and host
location based, headquarters based, balance sheet, host country-plus)
47 Cost-of-living models and their impact on global assignments (examples include goods and
services allowances, efficient purchaser indices)
48 Global and country-specific benefit programs (examples include retirement, social insurance,
health care, life and disability income protection)
49 Global and country-specific perquisite programs (examples include company cars, club
memberships, housing, meal allowances, entertainment allowances)
50 Equity-based programs (examples include stock options, phantom stock, restricted shares, stock
purchase) and their global application and taxation issues for the employee and the company
51 The impact of cross-border moves on long- and short-term incentive programs
52 Portability of health and welfare programs (examples include retirement, social insurance, health
care, life and disability insurance)
53 Finance, payroll, and accounting practices related to local compensation and benefits
54 Procedures to collect and analyze data from global, regional, and local compensation and
benefits surveys
55 Appropriate mix of compensation and benefits for different local and regional markets
56 Global executive compensation, benefits, and perquisites programs (examples include bonuses,
deferred compensation, long-term incentives, tax-effective compensation methods)
57 Financing of benefits programs, including insured programs, multinational insurance pooling and
retirement funding options
58 Information sources on global and local compensation, benefits, and tax trends
59 Due diligence procedures for business changes (examples include mergers and acquisitions, joint
ventures, divestitures, restructuring) with respect to compensation, benefits, and perquisites
60 Job valuation tools (examples include point-factor systems, salary surveys, benchmarking)
61 Tax treaties and bilateral / reciprocal social security agreements (Totalization Agreements)
62 Collective bargaining agreements and works council mandated compensation and benefits
63 Applicable laws and regulations related to talent development activities
64 Work-life balance programs
65 Techniques to promote and align corporate vision, culture, and values with local and regional
organizations
66 Global organizational development programs and practices (examples include succession
planning, leadership development)
67 Needs exam for talent and organizational development in a global environment
68 Training programs and their application in global environments
69 Global learning models and methodologies
70 Performance management, feedback, and coaching methods as they apply locally and globally
71 Techniques to measure organizational effectiveness in a global business environment (examples
include engagement surveys, benchmarking, productivity measurement tools)
72 Retention strategies and principles and their application in different cultures and countries
73 Redeployment, downsizing, and exit management strategies and principles and their application
in different cultures and countries
74 Career planning models
75 Critical success factors for global assignees (examples include family adjustment and support,
communication, career planning, mentoring)
76 Best practices and processes for utilizing the experience of repatriated employees
77 Competency models and their global applicability
78 Trends and practices for employee engagement
79 Interpersonal and organizational behavior concepts and their application in a global context
(examples include the use of geographically dispersed teams, virtual teams, culture training,
cross-cultural communications)
80 Applicable laws affecting employee and labor relations (including termination of employment),
workplace health, safety, security, and privacy
81 Major laws that apply extraterritorially (examples include US Title VII, US Americans with
Disabilities Act, US Foreign Corrupt Practices Act, EU Data Privacy Directive and Safe Harbor
Privacy Principles, UK Bribery Act)
82 Globally-recognized regulations, conventions and agreements (examples include OECD
Guidelines for Multinational Enterprises, ILO Conventions, Mercosur, NAFTA, WTO, UN Compact)
83 Employment-related legal compliance and ethical conduct of vendors, suppliers and contractors
84 Internal controls, compliance, and audit processes
85 Employee rights to privacy and record-keeping requirements (examples include EU Data Privacy
Directive and Safe Harbor Principles, US HIPAA, Australian Federal Privacy Act).
86 Individual employment rights (examples include employees rights to bargain, grievance
procedures, required recognition of unions)
87 Appropriate global and local techniques for managing employee relations (examples include small
group facilitation, dispute resolution, grievance handling, employee recognition, constructive
discipline).
88 Legal and customary roles of works councils and trade unions
89 Local collective bargaining processes, strategies, and concepts
90 Employment litigation
91 Workplace security risks including physical threats and piracy of intellectual property and other
company-proprietary information
92 Local conditions relating to personal security (examples include kidnapping, terrorism, hijacking)
93 Emergency response and crisis-management planning (examples include plans for medical
emergencies, pandemics, disasters, evacuation, riots, civil disorder, other physical threats, facility
safety)
94 Basic business, global, political, and socioeconomic conditions, demographics, law, and trade
agreements, and how they relate to business operations
95 Globalization and its drivers, opportunities, consequences, and trends
96 Global management techniques, including planning, directing, controlling, and coordinating
resources
97 Global project management methods and applications
98 Global application of human resource ethics and professional standards
99 Change management strategies,processes, and tools
100 Global leadership concepts and applications
101 Qualitative and quantitative methods and tools for analysis, interpretation and decision-making
purposes and their application
102 Intercultural theory and specific cultural behaviors
103 Cross-cultural management techniques
104 Strategies for managing global vendor/supplier relationships, selection processes, and contract
negotiations
105 Communication processes and techniques and their worldwide applicability
106 Effective use of interpreters, translators, and translations
107 Techniques to promote creativity and innovation
108 Principles and practices that foster a diverse workforce
109 Strategies of globalization versus localization of HR policies and programs
110 HR capability within the organization (both global and local)
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HR Human boot camp
2023 Summer CampsHuman Resources encourages Purdue University faculty and staff to use the following resources below to assist you in your research for selecting summer camp options in the Greater Lafayette area. Human Resources does not endorse any of these organizations. At the time of publication, these were the facilities that were investigated. The list may not be comprehensive. If you know of a facility that should be listed, please email familyfriendly@purdue.edu and we will see that it gets added. How to Choose a Summer CampChoosing a summer camp program for your child involves some important research. Visit Parenting's How to Choose a Summer Camp Web site for information on key factors to consider when making a well-informed choice of a camp. Please note: Information provided by Purdue University does not indicate endorsement of any particular summer camp program and may change at any time. Employees should contact providers directly to confirm location, programs, and rate information. MBA in Human Resources OnlineRegister By: July 01 Classes Start: July 03 The MBA That Fits Your LifeA human resources concentration built into an MBA? That's the type of degree that can fit well into your career-advancement goals. The Master of Business Administration (MBA) in Human Resources at Southern New Hampshire University prepares you to take on this increasingly important role. And because it’s an MBA, its approach to the HR discipline is to enhance your business acumen first and foremost, along with your ability to drive change. The program lays a foundation in standard business administration topics, weaving topics like leadership, marketing, finance and operations throughout your coursework. You'll dive into them in different ways. For example, you won't just learn about leadership, you'll learn how to lead people, organizations and organizational change. The comprehensive nature of this program makes it a great option for anyone interested in honing their business skill sets, strengthening marketability and increasing career opportunities – whether you're a recent undergraduate, a well-established professional or somewhere in between. With only 30 credits required to graduate for just under $19k, the new MBA program also allows you to move through your core coursework faster and for less, even giving you the ability to finish in about a year should you choose to take part full time. However, despite the accelerated timeline, you can still anticipate the same level of rigor and complexity that you would find in a traditional MBA, allowing you to get the most out of your program in the least amount of time. "Everything is business as you progress up the ranks of leadership,” said Kate Noor, an MBA academic advisor at SNHU. As with all of our HR programs, the MBA in Human Resources aligns with SHRM’s guiding principle – that human resource professionals must be prepared to play a key role in the success of today's agile companies. SHRM is considered the industry standard in HR credentialing. The coursework was designed to include competencies found in the SHRM Book of Competency and Knowledge (SHRM BoCK™), which forms the basis for SHRM-issued HR credentialing opportunities. The SHRM BoCK covers the 8 behavioral competencies and HR knowledge human resources professionals need to do their best work.1 Melanie Rowe ’18G says her MBA in HR prepared her on many levels. “The classes at SNHU have taught me a lot about change management, people management, group dynamics, company culture and leadership,” she said. “I’ve used this knowledge in my relationship management and to position myself as an informal leader, which makes it easier for me to recommend and implement change.” What You'll LearnAt SNHU, you'll get support from day 1 to graduation and beyond. And with no set class times, 24/7 access to the online classroom and helpful learning resources along the way, you'll have everything you need to reach your goals. Career OutlookThe HR role will continue to evolve as companies in every industry adjust to the long-term effects of events like the COVID-19 pandemic. But whether the workforce expands or contracts as organizations retool, there could always be demand for strong human resource leadership. Results from the 2021 Graduate Management Admission Council (GMAC) Demand for Graduate Management Talent Survey show that businesses are seeking qualified MBA degree holders to assist with organizational restructuring fueled by the pandemic. And according to the 2021 GMAC Enrolled Student Survey, almost 8 in 10 enrolled students who responded agree that a graduate business education is a worthwhile investment, even in times of economic uncertainty.2 Likewise, most survey respondents feel confident in their employability in the face of the many challenges imposed by the global pandemic.2 This speaks to the value that earning your MBA in Human Resources can add to your resume, despite the ever-changing landscape. It's one of the most respected and versatile degrees in business, and it can help qualify you for a number of roles at the management level or above by furnishing you with both the strategic and soft skills needed to succeed in times of uncertainty. Some of the top needed skills from MBA degree holders include leadership, strategy and innovation, decision making, and strategic and systems skills, according to GMAC.2 All of these skills are woven into SNHU's MBA in HR, plus embedded industry-aligned credentials are offered in many of these key areas.
“HR professionals need to understand business and think business first,” she said. “They also need to recognize that almost everything they need to do is to be done through other people – line managers, employees and their colleagues. Hence, they need to be able to build effective influencing and relationship skills.” Earning your MBA in Human Resources can prepare you to pursue a variety of positions, including: The outlook is good for these roles. According to the 2021 GMAC Demand for Graduate Management Talent Survey, demand for graduate management talent is returning to pre-pandemic levels.2 So whether you’re entering the HR field or looking to step up into management with your current employer, the MBA in HR can take you in a number of directions. You’ll find your MBA HR degree opens doors in managerial and executive positions across a diverse range of industries. According to the BLS,3 those industries include: Results from the 2021 GMAC Demand for Graduate Management Talent Survey also show that growth in the technology sector specifically has fueled the hiring of business school graduates.2 The beauty of an MBA in Human Resources is its versatility to cut across industries and areas of interest. “A student’s decision to be in one industry or another has to do with their passions,” said Gogliettino. “I like mission-driven organizations. I like the multi-layers of complex issues you get in healthcare. But a student who’s adept at HR can work in any industry.” If the C-suite is in your sights, an MBA in HR can help you get there faster. While every business values people management skills, many employers place greater emphasis on the ability to manage programs that affect their entire workforce. And, according to the BLS, employers generally compensate better for these skill sets.2 However, no matter which direction or industry you choose, MBA degree holders command some of the highest average starting salaries according to GMAC, with a median starting salary of $115,000.2 So not only is the program designed to equip you with the necessary skills to excel in business and HR, getting your MBA in HR degree could lead to higher earning potential. Job Growth and SalaryThe MBA in HR could put you on a growing, lucrative path. Job GrowthThe outlook looks good for roles through 20313: And the 2021 median salaries for jobs were much higher than the pay of all workers combined3: Some of the largest employers of HR managers are: Professional, Scientific and Technical ServicesProvide a number of services, such as payroll, consulting, training and acquisition, among other roles. Corporations and EnterprisesServe in an HR leadership position that gives you the opportunity to make decisions that can move organizations forward. ManufacturingManage HR functions in an industry that you're passionate about, like computers, furniture, textiles, food and more. HealthcareBecome an HR leader in a fast-growing field, making employee-focused, data-driven decisions aimed at improving patient outcomes. Start Your Journey Towards an Online Human Resources DegreeWhy SNHU for Your MBA in Human Resources Online Flexible With no set class meeting times, you can learn on your schedule and access online course materials 24/7. Affordable As part of our mission to make higher education more accessible, we’re committed to keeping our tuition rates low. In fact, we offer some of the lowest online tuition rates in the nation. Prior coursework and work experience could also help you save time and money. SNHU’s transfer policy allows you to transfer up to 12 credits from your previous institution. You could also earn college credit for previous work experience. Respected Founded in 1932, Southern New Hampshire University is a private, nonprofit institution with over 160,000 graduates across the country. SNHU is accredited by the New England Commission of Higher Education (NECHE), a regional accreditor, which advocates for institutional improvement and public assurance of quality. Recently, SNHU has been nationally recognized for leading the way toward more innovative, affordable and achievable education: Network At Southern New Hampshire University, you'll have access to a powerful network of more than 300,000 students, alumni and staff that can help support you long after graduation. Our instructors offer relevant, real-world expertise to help you understand and navigate the field. Plus, with our growing, nationwide alumni network, you'll have the potential to tap into a number of internship and career opportunities. 93.6% of online students would recommend SNHU (according to a 2022 survey with 17,000+ respondents). Discover why SNHU may be right for you. Admission Requirements Expanding access to quality higher education means removing the barriers that may stand between you and your degree. That’s why you can apply at any time and get a decision within days of submitting all required materials: Acceptance decisions are made on a rolling basis throughout the year for our 5 graduate terms. How to Apply If you’re ready to apply, follow these simple steps to get the process going: 
What SNHU Graduates are Saying
Melanie Rowe ’18G “As a director, it’s important to have a good business foundation in addition to expertise in your field. SNHU’s MBA program allows me to take the core business classes I need to be a director in addition to the HR classes I would take if I was just pursuing a master’s degree in HR.” Courses & CurriculumThe business world needs well-educated human resource professionals more than ever. SNHU's MBA in Human Resources online was designed to expand your expertise on a wide range of human resource management topics. Like all of our online MBA programs, it explores today’s most relevant themes, including ethics and corporate social responsibility, leadership, strategy, management, technology and innovation. And because it’s an online program, it allows you to build relationships with a diverse group of students while enhancing the “soft skills” that are so essential to success in business.
The MBA in HR consists of 7 core MBA courses and 3 human resource courses. Depending on your academic background, you may need to supplement the core courses with business foundation coursework. However, those with a bachelor’s in business administration, human resources or a related area may be able to waive one or more foundations – and jump into the core more quickly. The MBA in HR program follows the same structure as our other MBA programs, allowing you to: The MBA human resource management concentration stresses the strategic nature of the HR role. You’ll learn how the HR system helps drive the overall organizational mission and see its impact from both a human resource and business perspective. Broad themes include: The human resource courses that make up SNHU’s concentration align with the guiding principles of the Society for Human Resource Management (SHRM), the industry standard in HR credentialing. Coursework emphasizes competencies in the SHRM Book of Competency and Knowledge (SHRM BoCK™), which forms the basis for SHRM credentials.1 As you progress through the MBA in HR program, you may take these 3 concentration courses: As you complete your MBA in Human Resources concentration courses, you’ll learn to lead and operate within cross-functional teams by effectively navigating the complexities of HR management. “HR is complex, because it has a lot of different variables to it,” said Deborah Gogliettino, SNHU’s associate dean for human resources. “It’s not something you can wing. You have to know the business plus employment laws, federal and state. You answer questions every day in your work.” Melanie Rowe '18G works for a nonprofit and believes “it’s important to have a good business foundation in addition to expertise in your field.” She most enjoys working in compliance, because she likes “being involved in the action." “Compliance lets me get involved in every department in the organization,” she said. “I get to learn how everything functions, help fix things that aren’t working and ensure that our process and programs are supporting the organization’s sustainability.” SNHU also offers a graduate certificate in human resource management, which MBA in HR students can take as a standalone or fold into their program with minimal additional courses. Taking advantage of this opportunity lets you walk away with not one but two in-demand credentials. Together, these two credentials provide robust competency in multiple areas of business as well as HR – an ideal way to increase your knowledge, skills and marketability. Don't have a business background? No problem. Our MBA is accessible to everyone. Interested students must have a conferred undergraduate degree for acceptance, but it can be in any field. Those without an undergraduate degree in business or a related field may be asked to complete up to 2 foundation courses to get started. These foundations cover essential business skill sets and can be used to satisfy elective requirements for the general-track MBA. With foundations, the maximum length of your online MBA would be 36 credits. Attend full time or part time. Students in the MBA have the option to enroll full time (at 2 classes per term) or part time (with 1 class per term). Full-time students should be able to complete the program in about 1 year, while part-time students could finish in about 2 years. Our students are busy, often juggling jobs, family and other obligations, so you may want to work with your academic advisor to identify the course plan that works for you. The good news is, you can switch from full time to part time and back again as often as you want. List of Courses Courses May Include MBA Human Resources MBA 530 Leading People and Organizations Impactful leaders have the ability to define direction, understand their uniqueness, communicate effectively, and use emotional intelligence to lead people, teams, and organizations. Students will explore leadership theories, issues, and trends, while also applying evidence-based methodologies and tools to assess and elevate their personal leadership plan. By connecting leadership theories and methodologies to trends, challenges, and opportunities facing leadership, this course will help students to effectively lead and empower others. MBA 699 Strategic Opportunity Management Impactful leaders move strategic initiatives forward with innovation, collaboration, and informed, data-driven decision-making. In this course, students will assess conditions, processes, and resources that impact how leaders design adaptive strategies, using emotional and business intelligence to manage strategic objectives. Students will solve complex problems, manage opportunities, and build sustainable stakeholder relationships. OL 600 Strategic Human Resource Management Examine key regulatory procedures and human resource requirements as they relate to applications in organizations. Analyze the strategic role of the human resource manager in performing functions of recruitment, hiring, training, career development and other contemporary processes within the organizational setting. Study concepts aligned with the Society for Human Resource Management (SHRM) Body of Competency and Knowledge (BoCK). OL 620 Total Rewards This course examines the compensation and benefits functions within the organizational structure and ways they impact the management function. Topics include job analysis, surveys, wage scales, incentives, benefits, HRIS systems and pay delivery administration. Students design a compensation and benefits program as a course outcome. OL 663 Leading Change This course focuses on transforming organizations by introducing Kotter's eight processes by which leaders effect change. Because organizations, leaders, and employees differ, various techniques and strategies are examined. The course integrates Kotter's processes for leading change, organizational development and transformation theory and practice, and analysis of an organization which has effected systematic change. The use of work teams as a key change factor will have special emphasis. Total Credits: 30Minimum Hardware Requirements Component Type PC (Windows OS) Apple (Mac OS) Operating System Currently supported operating system from Microsoft. Currently supported operating system from Apple. Memory (RAM) 8GB or higher 8GB or higher Hard Drive 100GB or higher 100GB or higher Antivirus Software Required for campus students. Strongly recommended for online students. Required for campus students. Strongly recommended for online students. SNHU Purchase Programs Visit Dell Visit Apple Internet/ Bandwidth 5 Mbps Download, 1 Mbps Upload and less than 100 ms Latency 5 Mbps Download, 1 Mbps Upload and less than 100 ms Latency Notes: Master of Business Administration (MBA) Technical Requirements Video Communication Platform: Internet Connectivity for Virtual Labs:
Tuition rates for SNHU's online degree programs are among the lowest in the nation. We offer a 25% tuition discount for U.S. service members, both full and part time, and the spouses of those on active duty. Online Graduate Programs Per Course Per Credit Hour Annual Cost for 15 credits Degree/Certificates $1,881 $627 $9,405 Degree/Certificates(U.S. service members, both full and part time, and the spouses of those on active duty)* $1,410 $470 $7,050Tuition rates are subject to change and are reviewed annually.*Note: students receiving this rate are not eligible for additional discounts. Additional Costs:$150 Graduation Fee, Course Materials ($ varies by course) Frequently Asked QuestionsWhat can you do with an MBA in Human Resources? Whether you’re entering the HR field or looking to step up into a management position, the MBA in Human Resources can take you in a number of directions. Common roles to consider include: Where can I get a master's in human resources? While you have many options for a master's in human resources, start by ensuring the program is accredited by the Accreditation Council for Business Schools and Programs (ACBSP), the industry's leading accreditation council. In addition to an MBA in Human Resources, Southern New Hampshire University offers master's in human resource management. Both programs are accredited by ACBSP and align with SHRM’s guiding principle – that human resource professionals must be prepared to play a key role in the success of today's agile companies. Is HR a good career choice? Yes, HR continues to be an excellent career choice. The U.S. Bureau of Labor Statistics projects 7% job growth for human resource managers through 2031 and a 2021 median salary of $126,230.3 Related roles, such as compensation and benefits managers, also show steady demand and high income potential, earning a 2021 median salary of $127,530.3 Of course, if you're not ready for a master's degree, you can still get your foot in the door with an undergraduate human resources degree online, or boost your professional credentials with an online HR certification. Two key workforce trends are fueling demands for HR managers: human resource information systems (HRIS) and financial wellness. SNHU’s MBA in Human Resources addresses both areas. With the growing use of cloud-based human resources technology, HR professionals need to develop fluency in this area. Deborah Gogliettino, SNHU’s associate dean for human resources, says a business student with IT skills can get into HR systems or analysis within a couple of years – and command a higher salary. Gogliettino says change in employee wellness has fueled the financial wellness trend. “There’s still a focus on work/life balance, but now there’s a heightened focus in upcoming generations interested in financial literacy.” Which is better, an MBA or MHRM? Where do you want to take your career? Do you want more flexibility to move around in the workforce, or do you want to move up the ladder in HR? Understanding what you want in future roles should help you determine which path is best for you. An MBA can give you a more well-rounded business education, where you'll study topics like strategy, accounting and marketing within your coursework. An MBA can be useful across all industries and throughout many types of organizations. At Southern New Hampshire University, you also have the option to add a 3-course concentration – like HR – to your program, helping you build the skill set you need for your current goals. A master's in human resource management (MHRM), on the other hand, focuses solely on HR. You'd learn how to focus on an organization's mission, vision and goals. And you'd gain skills like negotiation, global and cultural context, legal and ethical principles, communication and strategy. Deborah Gogliettino, SNHU’s associate dean for human resources, advises anyone with higher aspirations in HR to “go get your master’s in HR. … When you start to move forward, you can start to see how your ideas can take shape.” How much does a master's in HR cost? You have many options when it comes to pursuing a master’s in HR. The difference comes down to where and how you pursue your degree. Generally, the price tag for online programs runs lower than traditional on campus programs. At $627 per credit, Southern New Hampshire University's 30-credit MBA in Human Resources costs just $18,810 in tuition. That makes it one of the most affordable MBA programs in the country! While SNHU's MBA in Human Resources program was designed for anyone with a bachelor's degree, if you don't have a business background, you may be asked to take 1 or 2 foundation courses to help set you up for success. These classes fall outside of the MBA program curriculum. For total costs, the only additional investments would be your class resources and your $150 graduation fee at the end of your program. There's no application fee and no extra costs for required technologies, saving you even more money on the path to your master's. SNHU's mission is to expand access to education, and keeping tuition rates low is just one of the ways it helps you get you where you want to go. What is Marketing and What Can You Do with a Marketing Degree?Marketing is an ever-evolving and dynamic career. It encompass's everything from the customer experience on a website or with TV, print or digital advertisements and much more. Marketing can be an exciting professional path and your marketing degree can lead you to many exciting career avenues. What Can I Do with an Accounting Degree Besides Accounting?While many accounting degree holders find work as certified accountants and analysts, similar professions are also available across many industries. The analytical and critical thinking skills gained in an accounting program can help prepare you for more careers than you might think. 10 Qualities of a Good LeaderIf you have worked for a bad leader, you likely already have the answer to why good leadership matters. Good leadership can make the difference between enjoying your job and tolerating your job. Here are 10 qualities of a good leader that can benefit teams and organizations. ReferencesSources & Citations (1, 2, 3) 1Society for HR Management (SHRM), on the internet, at: 2Graduate Management Admission Council (GMAC), on the internet, at: 3Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, on the internet, at: Cited projections may not reflect local and/or short-term economic or job conditions and do not guarantee actual job growth. Des Plaines Chamber Gives Thanks to Veterans and Military Spouses with Back-to-Work Boot CampThe Des Plaines Chamber Veterans Back-to-Work Boot Camp has officially kicked off its 2023 application process for its free career employment program for military veterans and the spouses of active-duty personnel. This comes on the heels of Memorial Day Weekend, which itself honors the members of America's military services who lost their lives defending our country. Recognizing that former military service people and spouses of active-duty military members that have been stationed in the Chicagoland area can have difficulty finding the right opportunity to transition into civilian work, the Veterans Boot Camp provides in-depth training, mentorship, networking opportunities, and job seeking tools including a personal laptop to qualified job seekers. All of this is free of charge to those selected for the program. Since being founded in 2017 by chamber executive director Andrea Biwer, over the past six years the Boot Camp has helped over 150 veterans secure new careers outside of the military. "The Boot Camp gave me priceless networking opportunities and the chance to meet companies that have a desire to hire veterans," notes Laura Johnstone, who was part of those selected for the very first Veterans Boot Camp in 2017. Thanks to the Des Plaines Chamber of Commerce & Industry Foundation's program, the proud Air Force veteran has gone on to a successful management career in the grocery industry. This year, the program will select 15 veterans and 5 spouses of active-duty service people and provide them with the tools they need to not only succeed, but to truly thrive in the workforce. The inclusion of spouses of active military personnel stationed in the area is a new addition to this year's program and will add to the wonderful group dynamic of people looking to put in the work and take the steps necessary to change their lives. "This year's program will broaden our reach to include spouses of Veterans as well," explains Marne Deithorn, vice president of human resources at Rivers Casino - one of the key business partners sponsoring the program with the Chamber. "The spouses of Veterans hold so much responsibility in military families. Expanding our program to include these men and women shows how much we value their contributions as well." Applications for the 2023 Veterans Back-to-Work Boot Camp and additional information on the program and culminating career fair are available on the Des Plaines Chamber of Commerce & Industry interactive website at www.dpchamber.com. "Each year the Des Plaines business community and the chamber of commerce come together with a focus on giving back to those who have served our country," says Biwer. "The Veterans Boot Camp is a testament to both the compassion and the intelligence of our area business. Military-trained professionals make some of the best long-term employees." The 2023 Veterans Boot Camp is brought to you by the Des Plaines Chamber of Commerce & Industry and Rivers Casino, with additional support from American Legion Post 36, Harper College, Oakton College, Daily Herald Media Group, Journal & Topics Media Group, Planet Fitness, and Home Depot. New sponsors adding their support this year are The Foxtail on the Lake Restaurant / Jessica and Timothy Canning Charitable Fund. "Our military men and women have sacrificed so much. It's our responsibility to assist them with a successful transition to fulfilling civilian careers which showcase their talents and contributions," adds Deithorn. "I am honored to represent Rivers Casino and its partnership with the Des Plaines Chamber of Commerce. As a mentor in the program and a Veteran myself, I'm so proud of what all our graduates have gone on to accomplish." Each participant selected to participate in the program will receive: * Personalized resume and interview training package * Professional and personal development training * Career coaching and mentoring * The opportunity to attend exclusive networking events * The opportunity to participate in a community service project that showcases their job skills Those who complete the Veterans Back-to-Work Boot Camp and graduate in November will also receive: * A high-end personal laptop, complete with Microsoft Office package * Gift Card's to help them begin their Career path * Additional products and services from the program's sponsors The entire package is valued at over $10,000! Although the program is brought to you by the Des Plaines Chamber of Commerce & Industry's Foundation and the training takes place in that area, applicants don't need to be Des Plaines residents as long as they can get there for the training sessions and events. "We are committed to inclusivity and helping everyone we can," says Biwer. "The Veterans Back-to-Work Boot Camp is open to all former service people and the spouses of those on active duty in the area." Following the 10-week training program, a career fair will be held at the Des Plaines Public Library. The event is open to all job seekers, however there will be a private pre-fair reception for all veterans and their families one hour before the show opens to the public. These special job fairs have historically led to employment for an impressive number of job applicants. "Veterans make great employees because they are so well trained and well disciplined," concludes Biwer. "Veterans traditionally have a determination to get the job done no matter what the obstacles. That's a mentality that goes a long way in civilian life." The application deadline is July 10, 2023. For more information or to apply visit: www.DPChamber.com |
Deborah Gogliettino, SNHU’s associate dean for human resources, explains it further.
“An MBA is great for those in a ‘traditional’ business setting, but every industry has room for an MBA in some capacity. What you learn is beyond just crunching numbers," said SNHU academic advisor Kate Noor.
Southern New Hampshire University is a private, nonprofit institution accredited by the New England Commission of Higher Education (NECHE) as well as several other accrediting bodies.
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