Master Of Global Human Resources
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An International Perspective Meets Hands-on HR Learning
Degree:
Master Of Global Human Resources Degree
Application:
$0 application fee. No essays/exams.
In a world where mobilizing talent is a key competitive advantage, National University’s Master of Global Human Resources (MGHR) program equips you for strategic HR management on a global scale. Instruction and curriculum will focus on vital activities, such as staffing models, global talent acquisition, total rewards, global employee relations, cross-cultural communication, and organizational development. This comprehensive approach ensures students are well-versed in both the theoretical and practical aspects of HR, enabling them to thrive in diverse, international settings.
The 30-hour program is designed for those with prior HR experience and for students looking to enter the field. It takes a cutting-edge perspective on today’s global business challenges while aligning with standards and guidelines set by industry leading bodies, such as the Society of Human Resource Management (SHRM) and the Human Resource Certification Institute (HRCI). Through hands-on projects, real-world scenarios, and interactive learning modules, you’ll not only master HR theory but learn how to apply these principles in a global context. This practical, experiential approach fosters the ability to support and lead HR functions in diverse settings, making graduates highly valuable to a variety of business, nonprofit, and government employers.
Degree Requirements
To receive a Master Of Global Human Resources, students must complete at least 30 quarter hours.
National University awards credit in quarter units, with each academic year divided into four 12-week quarters.
Each quarter is made up of three 4-week classes, with one class per month. Under the current policy, 4.5 units of credit are awarded for courses.
- Total Credit Hours: 30 Credit Hours
- Courses: 10 Courses
- Recommended Completion Time: 1 Year, 4 Months
- Modality 1:1 Model
- Admissions: General Graduate Admissions Requirements
PRogram Requirements
10 Courses
Introduction to Global Human Resources
3.0 Quarter Units
The Introduction to Global Human Resources Management is a comprehensive course that provides students with a thorough understanding of how human resource functions integrate throughout organizations and contribute to achieving optimal organizational effectiveness. This course explores the challenges, strategies, and best practices associated with effectively managing a diverse workforce across borders. With a focus on both national and global business environments, students will explore foundational concepts, theories, and effective practices in human resource management. By acquiring this knowledge and developing essential skills, students will be equipped to navigate the dynamic global business landscape with confidence.
Global Talent Acquisition Metrics and Analytics
3.0 Quarter Units
This course is designed to equip students with the knowledge and skills to effectively measure, analyze and optimize talent acquisition strategies and outcomes in a global context. Combining a comprehensive staffing model with a data-driven approach, this course explores the key components of staffing, external influences, and effective staffing system management within a global context. Students will learn how to apply data-driven approaches and utilize key performance indicators (KPIs) to enhance talent acquisition processes and make informed decisions. The course emphasizes the use of metrics and analytics techniques to assess the effectiveness of recruitment strategies, evaluate candidate quality, and optimize workforce planning in multinational organizations. By leveraging data and analytics, students will be equipped to optimize talent acquisition practices, adapt to dynamic global environments, and contribute to organizational success.
Global Compensation and Benefits
3.0 Quarter Units
This course provides a comprehensive understanding of the complexities and strategies involved in designing and managing compensation and benefits programs in a global context. Global compensation and benefits management is a critical link between a multinational enterprise (MNE) and achieving its global strategies.
Globalization has impacted the field of Human Resources, particularly in terms of researching, understanding, designing, developing, and assessing compensation and benefits programs. These programs attract and motivate home, host, and third-party nationals for internal assignments.
Students in this course will examine the impact of compensation and benefits on an organization’s global strategies. They will also learn how to manage compensation and benefits that support the organization’s strategies.
Global HR professionals need to consider factors that influence global compensation and benefits. This entails a comprehensive understanding of the customs, labor market, legal regulations, labor regulations, economic conditions, political environment, cultural factors, and taxation systems where the organization operates.
Global Employee Relations
3.0 Quarter Units
This course provides students with a comprehensive understanding of the dynamics and strategies involved in managing employee relations in a global context. Students will examine the history, theories, and practices of labor relations, including the structure and impact of labor unions. They will evaluate the factors influencing employee decisions to organize or participate in union activities, considering cultural, legal, and economic aspects that shape labor relations globally. The course emphasizes risk management strategies in employee relations, including conflict resolution techniques and ensuring compliance with international labor standards. By examining global issues, students will gain insights into the intersection of unionization and the influence of international labor organizations on domestic companies and their employees.
Global Cultural Effectiveness
4.5 Quarter Units
Prerequisite: ABA 626
Focuses on promoting improved significant social changes in an individual’s life and defines the major types of generalized behavior change and strategies and tactics applied behavior analysts use to achieve them.
Developing ABA Interventions
4.5 Quarter Units
Prerequisite: ABA 628
Describes how to state intervention goals in observable and measurable terms, identify potential interventions based on assessment results, and recommend interventions, strategies, and goals.
Ethics Compliance Code
3.0 Quarter Units
This course is designed to equip students with the necessary knowledge and skills to navigate the complexities of today’s global workplaces. By exploring current trends and issues in employment laws, regulations, and HR policies, students will gain a comprehensive understanding of the global context of employment relationships. Students will examine the cultural and legal aspects that shape HR practices on a global scale. They will delve into the legal and ethical considerations associated with managing HR practices worldwide, including compliance with international labor laws, anti-discrimination regulations, and ethical guidelines. An integral part of the course involves developing a global and cultural perspective on HR management. Students will learn strategies to foster diversity and inclusion and enhance cross-cultural communication. The course emphasizes the importance of aligning HR practices with global business objectives and fostering a supportive and inclusive work culture.
Managing a Global and Diverse Workforce
3.0 Quarter Units
This course will help you acquire the essential skills to be an effective manager in today’s global workplace. You will examine concepts and apply strategies necessary for managing diverse teams and individuals, ethical decision-making, and creating an organizational culture that fosters an accepting culture for a diverse workforce.
Global Talent Development and Management
3.0 Quarter Units
In this course, you will explore the foundations for global talent development and management as well as the strategic role that training and development plays in the management of an international workforce. Roles and practices of HR in the context of global corporations and organizations will be discussed with consideration of cultural issues. Techniques on assessing the organizational needs and designing the appropriate programs for training and development will be analyzed. Also, HR practices and programs in various national and regional contexts will be reviewed to help you develop core competencies necessary for global assignments.
Global Leadership and Change
3.0 Quarter Units
In this course you will investigate leadership roles, styles, philosophy, and behaviors in globally diverse organizations. The course explores leadership through the challenge and implementation of change in global organizations. It focuses on realistic managerial situations and the techniques involved in managing change and responses to opportunities and threats.
Global Business Strategic Management
3.0 Quarter Units
In this course you will examine the strategic management of multinational corporations (MNCs) and outline Foreign Direct Investment (FDI) trends and its economic determinants. You will appraise global business strategies that MNCs have used in emerging economies and challenges they confront in different regions by using real life case studies. The course will also identify factors contributing to foreign debt crisis and its prevention.
Capstone
3.0 Quarter Units
In this course, you will synthesize the foundational knowledge and skills needed to be an effective human resources leader in a global business environment. The knowledge of main HRM areas will highlight critical roles of managers in terms of utilizing diverse human capital in consideration of improving organizational performance as well as employee satisfaction and well-being.
Career Outlook
The Master Of Global Human Resources degree will prepare you for careers such as:
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Learn the key skills to help you excel in your field of study.
- Apply human resource management concepts in addressing issues and challenges in domestic and global organizations
- Evaluate an organization’s human resources capacity
- Analyze the challenges of managing human resource operations in domestic and global organizations
- Create employee compensation, benefits, and classification plans
Admissions
Next start date: Every Monday
Year-round enrollment
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Scholarships and Financial Aid
National University is dedicated to making higher education affordable, as well as accessible. Through NU scholarship offerings, eligible students are able to reduce the financial burden of college, start classes sooner, and finish their programs faster while focusing on achieving their goals.
Accreditations
The Western Association of Schools and Colleges (WASC) accredits public and private schools, colleges, and universities in the U.S.
As a leading accreditation association for business education, the Accreditation Council for Business Schools and Programs (ACBSP) “develops, promotes, and recognizes best practices that contribute to continuous improvement of business education.” The Association emphasizes the importance of “learning how to learn,” balancing teaching and research activities to enhance the quality of classroom instruction and contribute to student learning. To learn more about the ACBSP, visit their website.
Why National University?
We’re proud to be a Veteran-founded, San Diego-based nonprofit. Since 1971, our mission has been to provide accessible, achievable higher education to adult learners.
Today, we educate students from across the U.S. and around the globe, with over 240,000 alumni worldwide.
“National University has impacted my career. You can immediately apply what you learn in class to your business.”
Francisco R.,
Class of 2016
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Our network of 240,000 alumni is a large global community that provides our graduates with the professional connections to get a leg up in your new career.
Program Disclosure
Successful completion and attainment of National University degrees do not lead to automatic or immediate licensure, employment, or certification in any state/country. The University cannot guarantee that any professional organization or business will accept a graduate’s application to sit for any certification, licensure, or related exam for the purpose of professional certification.
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