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My LER
My LER
  1. Programs
  3. HUMAN RESOURCE STUDIES

HUMAN RESOURCE STUDIES

University of Oklahoma-Norman Campus

Master's DegreeCIP: 52.1099

Become a contributor for free to openly demonstrate student outcomes, industry alignment & eligibility criteria.

No description available.

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Program Pathways

Credentials this program stacks toward

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Program Details

Detailed information about this program

No detailed information available.

Requirements

What you need to earn this credential

No requirements listed.

Financial Aid

Eligible funding programs

No funding information available.

Scholarships

No scholarships listed.

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Locations

Where this program is offered

  • Norman, Oklahoma

    660 Parrington Oval, Norman, Oklahoma, 73019-3072

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Related Programs

Programs related to this one

No related programs.

Skills & Competencies

Skills developed through this program

Auto-populated·from O*NET via SOC 43-4161.00

Skills

Active ListeningReading ComprehensionSpeakingWritingCritical ThinkingSocial PerceptivenessMonitoringTime ManagementService OrientationJudgment and Decision Making

Knowledge

Personnel and Human ResourcesAdministrativeCustomer and Personal ServiceAdministration and ManagementEnglish Language

Abilities

Oral ComprehensionOral ExpressionWritten ComprehensionWritten ExpressionSpeech ClarityNear VisionSpeech RecognitionProblem SensitivityDeductive ReasoningInformation OrderingInductive Reasoning

Tasks

  • Process, verify, and maintain personnel related documentation, including staffing, recruitment, trai
  • Record data for each employee, including such information as addresses, weekly earnings, absences, a
  • Explain company personnel policies, benefits, and procedures to employees or job applicants.
  • Interpret and explain human resources policies, procedures, laws, standards, or regulations.
  • Hire employees and process hiring-related paperwork.
  • Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines a

Technology

Human resources softwareComputer based training softwareCalendar and scheduling softwareOffice suite softwareData base user interface and query softwareDocument management softwareGraphics or photo imaging softwareWeb page creation and editing softwareDesktop publishing software

Tools

10-key calculatorsDesktop computersDocument binding equipmentLaser facsimile machinesMainframe computersPersonal computersPhotocopiersPhotocopying equipmentScannersComputer scannersDigital audio recordersDigital video disk DVD playersLaptop computersLiquid crystal display LCD projectorsMulti-line telephone systemsOffice inkjet printersVideo projectorsWeb conferencing cameras

Work Values

RelationshipsSupportWorking ConditionsIndependenceAchievementRecognition
Career Pathways

Occupations this program prepares you for

  • Human Resources Assistants, Except Payroll and Timekeeping43-4161.00
  • Human Resources Specialists13-1071.00
What You'll Learn

Key competencies developed through this program

Auto-populated·from NSX Competency Framework

Mastery: advanced (Level 4)(based on Master's Degree)

  • HR documentation frameworks — design and implement organization-wide standards for personnel record management, ensuring regulatory compliance and operational consistency across all departments.
  • Policy development — lead the drafting, review, and communication of HR policies and employee handbooks, aligning procedures with evolving employment law and organizational strategy.
  • Benefits program oversight — direct the evaluation and continuous improvement of employee benefit and workers' compensation programs, negotiating with vendors and advising senior leadership on cost and coverage trade-offs.
  • HR technology strategy — select, configure, and champion enterprise HRIS and ERP systems for the organization, defining data governance standards and training staff on system use.
  • Team development — mentor and coach HR assistants and coordinators, setting performance expectations and building capability across the HR administrative function.
  • Orientation and onboarding programs — architect comprehensive onboarding experiences that integrate compliance, culture, and role-specific training, measuring outcomes and iterating based on retention data.
  • Workforce data reporting — lead the production of strategic HR metrics reports for executive leadership, translating personnel database information into actionable talent management insights.
  • Escalated issues resolution — serve as the final organizational resource for complex employee inquiries involving benefit disputes, classification challenges, and leave accommodations, applying advanced judgment and legal awareness.
  • Cross-functional HR coordination — establish collaborative workflows between HR, payroll, legal, and operations to ensure seamless personnel action processing and information sharing at scale.
  • Compliance and audit leadership — direct internal audits of HR records and processes, identifying systemic risks, implementing corrective action plans, and presenting findings to organizational leadership.

Some details on this page are auto-populated from public workforce data sources: O*NET (opens in new tab), BLS (opens in new tab), College Scorecard (opens in new tab), DOL Training Provider Results (opens in new tab), NSX (opens in new tab). Provided in partnership with LER.me Career Intelligence.

Student Outcomes

Performance metrics for this program

Auto-populated·from Scorecard + DOL
Completion Rate
95%
Placement Rate
Not reported