The Master of Science in Human Resource Development (MS HRD) requires 30 credit hours, or 10 three credit courses. Students complete eight core courses and two elective courses, typically over 16–24 months depending on course load.
Program Structure
- Total credits: 30 credit hours.
- Total courses: 10 graduate courses.
- Core courses: 8 required courses that build a foundation in HRD theory, research, learning, and change.
- Electives: 2 approved electives (6 credit hours) selected with a graduate faculty advisor.
- Options: Internship and thesis are available as elective options for interested students.
These courses provide a strong foundation in data driven decision making, leadership, learning design, evaluation, and organizational change.
Core Courses
Students select two graduate electives (6 credit hours) in consultation with a graduate faculty advisor. Electives allow students to deepen expertise in areas such as consulting, facilitation, or specialized HRD topics.
Examples of commonly selected electives include:
- HRD 6301 – Leadership Development in HRD
- HRD 6302 – Design and Management of Learning using Artificial Intelligence
- HRD 6303 – Assessment and Evaluation in HRD
- HRD 6304 – Applied Research Methods in Organizations
- HRD 6305 – Organization Development and Change
- HRD 6350 – Foundation in Human Resource Development
- HRD 6352 – Instructional Design for the Learning and Development Professionals
- HRD 6353 – Methods of Adult Learning
- HDCS 6300 – Quantitative and Statistical Methods for Human Resource Development
Elective courses typically include:
- HRD 6354 – Facilitation of Global Team Processes and Change
- HRD 6355 – Designing Organization Development Interventions
- HRD 6356 – Consulting and Professional Practice
- HRD 6358 – Global Human Resource Development
- HRD 6359 – Trends in Organizational Development
- HRD 6397 – Special Topics in HRD
Skills and Competencies Developed
Across the core and elective curriculum, students develop the ability to:
- Integrate learning with work by designing, implementing, and evaluating learning and talent initiatives.
- Lead organizational change by aligning human capital with organizational goals.
- Improve performance by aligning business needs with talent strategies and targeted interventions.
- Co‑design with artificial intelligence to co‑create learning experiences that support performance improvement.
- Facilitate action by leading sessions that drive decisions, accountability, and measurable results.
Students should consult the University of Houston Graduate Catalog for the most current course descriptions and prerequisites.