Human Resource Development

The Master of Science degree in Human Resource Development is designed to bring theories and best practices into focus for those who serve, or wish to serve in strategic HR roles as administrators of HRD programs, training program directors, management development facilitators, OD consultants, career advisors, or leadership coaches.

Students will receive the preparation needed to be active and informed members of their professional community and to have a keen awareness of the issues and trends driving the human resource development field. Emphasis is placed on the role of change management and competencies for developing a an organizational culture of learning.

Program Director
Albert Cabral, M.B.A., M.S.
acabral8@naz.edu

Entry Requirements  

1. Completed Online Application
2. Completion of the professional statement as described on the application
3. Official transcripts from all colleges attended
   • Applicant must have completed, or will be completing, a baccalaureate degree from an accredited institution with a cumulative index of 3.0 and a “B” average in the major field by the start date of the desired term.
     • An applicant who does not meet these grade point average expectations must address them in his/her professional statement; please see the Professional Statement section of the admissions application for further information.
     • Demonstration of competencies in introductory statistics, organizational behavior/management, and technology.
4. Two letters of recommendation
5. Interview with the program director
6. Resume

Application Deadlines:
For Summer, Fall or Spring Terms:
Rolling admission 

Student Learning Outcomes:

1. Understand and explain the role of HR as an agent of change and demonstrate the ability to outline HR practices that contribute to an organizational culture and work environment that fosters employee engagement and ethical business practices.
2. Ability to apply strategic thinking and processes to compare and contrast different HR initiatives and how they align with the priorities of the firm, differentiating HR interventions in conjunction with organizational needs and strategic initiatives to generate plans for continual improvement and competitive advantage.
3. Synthesize knowledge and skills for effective communications as a strategic partner and change advocate.