Online Master of Science in Human Resource Management (MSHRM) in California
TUW’s online Master of Science in Human Resource Management is a 36-credit California degree delivered in eight-week sessions. Fully aligned with SHRM’s HR Curriculum Guidebook and Templates, it offers concentrations in Training and Development, Employee Engagement and Total Rewards, and Employee and Labor Relations. No GRE is required, and full-time students can complete it in 12 months.
Program facts
Get the essentials before you explore the curriculum, admissions process, and next steps.
credits
36format
100% online, 8-week coursesconcentrations
Threestart dates
Six per yearnext start
October 26, 2026apply by
October 23, 2026Program Overview
This online Master of Science in Human Resource Management in California is designed for HR generalists and specialists preparing for management roles, as well as career changers with backgrounds in business, communications, psychology, or related fields. These are also among the educational backgrounds BLS identifies for human resources managers.
The program is fully aligned with SHRM’s HR Curriculum Guidebook and Templates, and students select one of three concentrations: Training and Development, Employee Engagement and Total Rewards, or Employee and Labor Relations.
MSHRM Concentrations
Students select one 9-credit concentration as part of the 36-credit MSHRM degree. The remaining 27 credits cover the program’s core requirements, including human resource management, ethics, organizational change, strategy, and the capstone.
Training and Development — 9 credits
The Training and Development concentration focuses on employee learning, leadership, and coaching. Students complete HRM 606 Training and Development, which covers areas including instructional design and program evaluation; HRM 608 Management and Leadership; and HRM 610 Coaching.
This concentration may suit HR professionals working in learning and development, talent development, leadership development, or employee training. A related career is training and development manager. The U.S. Bureau of Labor Statistics reports a median annual wage of $133,000 for training and development managers.
Employee Engagement and Total Rewards — 9 credits
The Employee Engagement and Total Rewards concentration examines how organizations understand employee engagement and design compensation and benefits programs. Students take HRM 625 Fostering Employee Engagement, HRM 627 Strategic Concepts in Employee Motivation, and HRM 629 Designing and Implementing Total Rewards Systems.
The concentration may be especially relevant to professionals interested in employee engagement, compensation, benefits, and total rewards. BLS reports a median annual wage of around $150,000 for compensation and benefits managers, the highest median among the three BLS occupations directly associated with these concentrations.
Employee and Labor Relations — 9 credits
The Employee and Labor Relations concentration focuses on relationships between employees, employers, and labor organizations. Students complete HRM 631 Contemporary Issues in Employee Relations, HRM 633 Contemporary Issues in Labor Relations, and HRM 635 Foundations of Collective Bargaining. HRM 633 addresses grievance procedures, arbitration, dispute resolution, and collective bargaining.
This concentration may suit professionals interested in employee relations, labor relations, workplace disputes, or unionized environments. BLS reports a median annual wage of about $95,000 for labor relations specialists.
Admission Requirements
Applicants to TUW’s online Master of Science in Human Resource Management must:
- Hold a baccalaureate degree from an accredited institution.
- Have a minimum cumulative GPA of 2.5.
Graduate transfer applicants must be in good academic standing at their previous graduate institution with a minimum GPA of 2.75.
International applicants must also meet TUW’s international admission requirements. For applicants using TOEFL to demonstrate English proficiency, TUW accepts a minimum score of 500 on the paper-based TOEFL or 61 on the iBT, using TUW code 3157. TUW’s international admissions page also lists other methods of meeting its English proficiency requirement.
To complete the admission process, applicants must submit an application and arrange for official transcripts from previously attended institutions to be sent directly from the issuing institutions. Applicants with education completed outside the U.S. must follow TUW’s international credential evaluation requirements.
No GRE is required. TUW has waived the application fee for prospective MSHRM students and offers six start dates throughout the year.
[UPDATE] H2: Tuition, Financial Aid & Scholarships
TUW’s current tuition for the Master of Science in Human Resource Management is $500 per semester credit. At that rate, tuition for the full 36-credit program is $18,000 before financial aid, scholarships, employer assistance, or approved transfer credits. Many employers also offer tuition assistance programs, so students should check whether additional support is available through their employer.
TUW accepts Title IV federal funding for eligible students. Students may also have access to institutional scholarships, student loans, and other forms of financial assistance. TUW’s financial aid staff provides individual assistance with questions about eligibility and funding.
The MSHRM is eligible for TUW’s Achieve Your Success Scholarship for qualifying students.
Military & Veteran Benefits
Eligible active-duty military members, retired service members, non-contractor Department of Defense civilians, and qualifying spouses and children may receive a discounted military tuition rate. TUW also provides military-specific resources and contacts to assist students with education benefits and academic questions.
TUW participates in the Yellow Ribbon Program and accepts eligible VA education benefits, including the Post-9/11 GI Bill®. Military students may also receive credit for eligible military education, training, or experience after TUW review, subject to the program’s transfer-credit policies.
Military personnel may already have experience related to HR functions through staffing, personnel administration, training, employee support, or benefits administration. The MSHRM provides an opportunity to build graduate-level HR knowledge around that professional experience.
What Can You Do With a Master of Science in Human Resource Management
A Master of Science in Human Resource Management may support advancement into HR management and specialized positions in areas such as compensation, training, employee relations, talent acquisition, and organizational development. BLS reports that human resources managers work in nearly every industry and typically enter management after gaining several years of related professional experience. Some HR manager positions require a master’s degree in human resources, labor relations, or business administration.
- Human Resources Manager/Director
- HR Consultant
- Talent Acquisition Manager/Director
- Compensation and Benefits Manager
- Training and Development Manager
- Employee Relations Manager
- Organizational Development Manager
- Compliance Officer
- Executive Coach
HR professionals work across sectors, including consulting firms and financial institutions. BLS identifies professional, scientific, and technical services; management of companies and enterprises; manufacturing; healthcare and social assistance; and government among the major employers of human resources managers.
According to the U.S. Bureau of Labor Statistics, human resources managers earn a median annual wage of approximately $150,000. Employment is projected to grow 6% from 2025 to 2035, reflecting continued demand for HR leaders who oversee organizational workforce strategies and employee-related functions. Human resources specialists earn a median annual wage of approximately $76,000, according to the U.S. Bureau of Labor Statistics.
Courses and requirements
Core Requirements
27 Semester Credits
This course provides an overview of Human Resources Management (HRM) theory and HR managers’ role in a variety of organizational settings. Topics include employee motivation and performance, pay, staffing, training and development, health and safety, and conflict resolution.
Credits: 3
This course provides an in-depth approach to ethical, legal and social responsibility topics and issues, which influence human resource management decision-making. Readings and case studies will stimulate critical thinking and collaborative group discussions that address various current ethical and legal issues/topics for the 21st century human resource management professional.
Credits: 3
In this course students study a human resources management approach to develop a competency-based culture in organizations. The focus is on systems and processes used to develop and achieve optimal employee performance, organizational efficiency and effectiveness, and competitive advantage. Topics addressed include models of organizational competency, education, training and professional development activities, Total Quality Management (TQM) and competency based HRM.
Credits: 3
This course explores Human Resource Management theories and tools needed to implement an effective change process within the organization. Course topics will include the aspects of change, the resistance to change, team development, reorganization and downsizing, and the changing nature of the workplace. Students explore key theories that are applied through practice and analysis concerning workplace changes and the associated effects on employees and the organization.
Credits: 3
In this course students explore the role and responsibilities of the Human Resource Manager developing and maintaining assessments. Students learn about the Performance Management System designed for improving organizational effectiveness. Special topics include setting performance standards, developing a plan for development, providing feedback, measuring and evaluating progress towards goals, managing performance gaps and using positive and progressive discipline. The aforementioned topics and more will assist students in learning how engaging employees in a thoughtful and thorough performance assessment process can enhance employee engagement, motivation, and retention rates.
Credits: 3
The course provides students with an analysis of the legal environment governing the employee and labor relations. Special topics include legislation such as Equal Employment Opportunity, ADA, FMLA, sexual harassment, Civil Rights Act and other labor laws and are discussed. Students have an opportunity to evaluate the impact of the current legislation on the management and efficiency of human resources in organizations.
Credits: 3
This course focuses on the role of the HRM regarding the impact of labor relations in global organizations. Specifically, students explore human resource management in organizations operating in a global working environment. Special topics include human resources and workplace optimization best practices in a global setting.
Credits: 3
In this course, students explore the crucial role of the HRM in implementing strategy and planning in an organization. By developing an HR Strategic Plan, students learn how to align the human resource management and policies with the organizational strategy.
Credits: 3
The Capstone Course is the final course in the MHRM degree program. The capstone is intended to demonstrate the student’s ability to integrate all facets of concepts learned in Human Resource Management and apply lessons learned to a real-world project.
Credits: 3
Training and Development Concentration
9
This course focuses on training and development practices and the underlying theories and tools. Special emphasis is placed on the role of Human Resources professionals’ role in instructional design, program evaluation and learning theories relevant to training and development, along with legal considerations in the implantation of training and development.
Credits: 3
This course provides an in-depth examination of management and leadership topics that are relevant and applicable to Human Resource Management. Special topics include management competencies, theories of leadership, effective communication, job satisfaction, and leading change.
Credits: 3
This course provides the Human Resource Manager (HRM) the theories and tools needed to implement a successful coaching program and culture within an organization. Organizations expect managers and staff at all levels to perform highly in meeting the vision, mission and goals. Special emphasis is on the HRM role regarding coaching in the organization, which provide development and skills to managers and employees at all levels.
Credits: 3
Employee Engagement and Total Rewards Concentration
9
This course examines how employee engagement can drive organizational performance. Students will explore the importance of aligning engagement with the organization’s strategic goals. Additionally, the course examines how to review employee engagement data and indicators to design and deliver human resource intervention programs.
Credits: 3
Students will examine how workplace performance relates to employee motivation. Methods and techniques to enhance employee motivation are explored. Factors such as financial, well-being, and career planning are explored in connection with driving employee motivation to excel. Finally, students will examine how having a motivated workforce can drive organizational performance and strategy.
Credits: 3
The focus of this course is on strategic benefits and compensation systems designed to recruit, retain, and motivate personnel. Employee engagement and motivation are examined from a rewards and recognition standpoint. An examination of rewards programs, including the design, structure, and costing of programs are evaluated. Finally, students will learn about considerations with benefit programs including regulatory and fiduciary responsibilities.
Credits: 3
Employee and Labor Relations
9
This course focuses on the role of employee relations in maintaining positive employee – employer relations. Concepts in building a healthy and motivating workforce through employee engagement will be explored. The course will examine how individual, team, and company-wide policies and programs play an instrumental role in how an organization maintains effective relations with its workforce.
Credits: 3
This course focuses on the relationship and strategies for organizations that manage their workforce with a third party labor union representing their terms and conditions of employment. The course will examine concepts in grievance and arbitration, dispute resolution, concepts in building effective relations, and various factors that can inhibit working conditions. Finally, the course will examine the role of collective bargaining agreements within the context of human resources management.
Credits: 3
This course concentrates on the process and strategies for collective bargaining for organizations that manage their workforce with a third-party labor union representing their terms and conditions of employment. The collective bargaining process will be examined from the lens of proposals, reaching agreement, and the regulatory landscape. The course culminates in students developing critical skills in the way of developing proposals to address organizational needs.
Credits: 3
The MSHRM does not lead to professional licensure or automatically confer an HR certification. BLS notes that professional HR certification is generally voluntary, although some employers prefer or require certification for particular positions. SHRM-CP and SHRM-SCP are separate professional credentials with their own requirements and examinations.
Accreditation & SHRM alignment
The Society for Human Resource Management has acknowledged that TUW’s Master of Science in Human Resource Management program is fully aligned with SHRM’s HR Curriculum Guidebook and Templates.
SHRM’s Academic Alignment Program evaluates HR degree curricula against its HR Curriculum Guidelines, which are based on the SHRM Body of Applied Skills and Knowledge, or SHRM BASK®. SHRM also uses the BASK to define the content areas assessed on the SHRM-CP and SHRM-SCP certification exams. This gives students coursework tied to the professional knowledge framework used by SHRM without implying that completing the degree awards certification.
Touro University Worldwide is institutionally accredited by the WASC Senior College and University Commission (WSCUC). WSCUC accreditation applies to the university as an institution, including its online degree offerings. TUW is a nonprofit institution and part of the Touro University System.
To graduate with an online master’s degree in Human Resource Management, students must complete 12 courses, 11 standard courses and one culminating three-credit capstone. The business-focused coursework covers essential topics such as ethics, training and development, management culture, compliance, and organizational strategy.
The Society for Human Resource Management (SHRM) has acknowledged that the Touro University Worldwide Master in Human Resources Management degree program is fully aligned with SHRM’s HR Curriculum Guidebook and Templates.
Concentrations include the following:
The time it will take to complete the Master of Science in Human Resource Management (MSHRM) degree online can vary. The duration of the program depends on several factors, including the number of credits accepted for transfer and whether or not students take time off between semesters.
The typical length of time for the Master of Science in Human Resource Management (MSHRM) is one and half (1.5) years.
Disclaimer:
Students who enroll full-time (12 credits per semester for three semesters each academic year) can complete the degree in one (1) year. Students who enroll part-time (six credits per semester for three semesters each academic year) will complete the MSHRM program in 1.5 years.
Why TUW: Faculty, Proof & Credibility
TUW combines an online, eight-week course format with faculty teaching in the MSHRM program and curriculum aligned with SHRM’s academic standards. The program also includes three areas of concentration so students can focus part of the degree on the HR specialty most relevant to their goals.
Faculty expertise
Dr. Hillstead Coy – Human Resources Consultant and Human Resource Manage
Dr. Gilliard Jacqueline – Independent Consultant
Alumni
See how graduates put the program to work.
Stephanie Vo pursued TUW’s Master of Science in Human Resource Management to transition from frontline healthcare into administrative work. She highlights the program’s flexibility, affordability, and online format as important parts of her experience.
Professional community
TUW’s SHRM-aligned curriculum gives students exposure to a professional framework used across the HR field. This helps connect academic study with the knowledge and competencies recognized by one of the profession’s major organizations.
Frequently Asked Questions
Neither degree is universally better. An MBA provides broad preparation across business functions, while a master’s in human resource management concentrates on HR strategy and practice. BLS notes that some human resources manager positions may require a master’s degree in human resources, labor relations, or business administration, including an MBA. The better fit depends on the type of management work you plan to pursue.
A master’s in HR may be most useful for professionals who already have work experience and want to move into management or a more specialized HR function. BLS lists a bachelor’s degree and five or more years of related experience as typical preparation for human resources managers, so graduate study does not replace professional experience. Its value depends on your career goals and current level of experience.
No prior HR experience is required to enroll. Applicants must meet the program’s academic admission criteria, including the bachelor’s degree and GPA requirements.
For career context, BLS reports that human resources managers typically have five or more years of related work experience, so the degree may support advancement but does not substitute for the experience employers expect for many management positions.
HR, or human resources, usually refers to the organizational function responsible for areas such as hiring, employee relations, compensation, training, and workforce policies. HRM, or human resource management, refers to the discipline of managing those functions and connecting workforce decisions with organizational needs. That management focus is reflected in TUW’s Master of Science in Human Resource Management curriculum.
Yes. You can change concentrations up to your final term. However, it is recommended that you make the change before beginning concentration courses so you can avoid taking courses that may no longer apply to your new concentration.
TUW students may transfer up to 9 credits, equivalent to three 3-credit courses. If all nine credits are accepted, a student would have 27 credits, or nine 3-credit courses, remaining to complete at TUW. Transfer eligibility depends on TUW’s review of prior coursework.
You do not need to live in California to enroll in or complete TUW’s MSHRM. TUW is a 100% online university with no residency requirement and participates in NC-SARA for interstate distance education.