What Degree Might You Need to Pursue an HR Career Path? The Requirements to Know | TUI

When you think of human resources, what do you think of? Do you think of employee recruiting, hiring and onboarding? Employee training? Payroll and benefits administration? Conflict resolution? Something else?

The truth is that all of these functions fall under the human resources umbrella, as "human resources" describes a wide range of personnel-related responsibilities and roles.

Pursuing a degree program in human resource management or a related HR discipline can help you prepare to pursue a career path in this diverse field. In this article, we provide an overview of different types of HR degree programs, important HR skills, and typical experience and degree requirements for pursuing an HR career path.

Human Resources Degree Programs: Overview

According to SHRM (Society for Human Resource Management), there are several different types of degrees that can be pursued in the human resources field:¹

• Business Administration (MBA, MBA/HRM, MBA/HR, MBA/HRIS)
• Human Resource Development (MSHRD, MAHRD)
• Human Resource Management (MSHRM, MSHR, MA/HRM, MHRM, MAHR, MAHRM, MHR)
• Industrial Relations/Labor Relations (MSILR, MILR, MAILR, MSIR, MIR, MALER; combined with HR: MHRIR, MA/HRIR, MLRHR, MLHR, MHRLR)
• Industrial/Organizational Psychology (MAP, MAOP, MA-I/O, MSIO, MAIOP, MSIOP, MAP-I/O, MSP-I/O)
• Management (MSM, MSOLE, MSM/HR/CM)
• Organizational Development/Organizational Behavior (MAOD, MOD, MSODA, MSHROD, MSOB)

While each of the above examples refers specifically to master's degree programs (MBA, MSHRM, etc.), these HR-related degree programs may also be offered at the associate, bachelor's and doctoral degree levels.

Human Resources Degree Programs: What They Cover

Business Administration: Business administration degree programs focus on general business skills and knowledge. These are not true human resources degree programs, as only a few HR-related courses typically are included in the curriculum. However, these programs can help to give learners a better idea of how HR fits into a business or organization, and some schools offer the option to choose a concentration in human resources. For example, Trident University International learners can pursue a Bachelor of Science in Business Administration (BSBA) or Master of Business Administration (MBA) degree with a concentration in Human Resource Management.

Human Resource Development: Human resource development degree programs focus on the professional development and training of human resources—i.e., personnel. HRD degree program curricula are informed by and based on concepts in sociology, education, business, psychology and other behavioral sciences.

Human Resource Management: Human resource management—also known as personnel management, industrial relations, employee relations, manpower management and personnel administration—is a subcategory of general management that is focused on managing an organization's people.² It can also refer to the full range of management policies and programs related to employee recruitment, allocation, leadership and direction.² HRM degree programs typically provide thorough coverage of all aspects of human resource management and the employment relationship.¹ For example, Trident's Bachelor of Science in Human Resource Management (BSHRM) degree program is designed to cover practical HR skills, such as staffing, training, HR information systems, benefits, global HRM and more, while also enabling learners to develop a general business foundation. Meanwhile, the Master of Science in Human Resource Management (MSHRM) degree program focuses on how various HR practices contribute to day-to-day operations and to achieving an organization's strategic goals—all while helping learners work to develop a strong business foundation. The MSHRM program is formally recognized by the Society for Human Resource Management (SHRM) for its alignment with SHRM curriculum guidelines.

Industrial Relations/Labor Relations: Industrial relations "developed as a significant social science discipline … focused on the institutional relationship between employers and trade unions, and especially collective bargaining."³ However, according to SHRM, industrial/labor relations degree programs have evolved from this original focus to the "full breadth of HR knowledge."¹

Industrial/Organizational Psychology: Industrial/organizational psychology refers to the application of concepts and methods from several psychology subspecialties (such as learning, motivation and social psychology) to business and institutional settings.⁴ Courses in I/O degree programs are designed to help learners understand human behavior in the "real world," with a strong focus on data-based problem solving and a reliance on hard data.¹ These programs typically provide a thorough education in HR topics but not necessarily other business areas.¹ Therefore, learners who are interested in developing general business skills and knowledge may want to consider additional coursework in accounting, marketing or finance, for example.

Management: Management, or business management, degree programs focus on general business, management and leadership principles and skills that can be applied in all industries. While there is some overlap between management degree programs and business administration degree programs, the former typically have a stronger focus on strategic planning and policy, while the latter tend to provide broader coverage of general business concepts/day-to-day operational knowledge. For someone who is interested in both HR and management, a Human Resource Management degree program could be a better fit.

Organizational Development/Organizational Behavior: Organizational development and organizational behavior are two distinct disciplines, but this type of degree program combines them. Organizational Development (OD) describes an organization's effort to improve its capabilities and overall effectiveness; the process is research driven and focused on modifying human behavior to effect positive change.⁵ Organizational Behavior (OB) describes a social science discipline focused on explaining human behavior in organizations, i.e., why people engage in certain behaviors and what combinations of behaviors and circumstances lead to better organizational outcomes.⁶

HR Degree Program Requirements for Admission

Admission requirements for human resources degree programs can vary, so it may be helpful to reach out to a school's admissions department. For example, if you do not already hold an undergraduate degree in HR but want to pursue a master's in human resources, a school may require that you take one or several additional courses to bring you up to speed and ensure that your HR foundation is solid.

Beyond Human Resources Degree Requirements: Experience, Licensing and Certification

Typically, human resources specialists need a bachelor's degree to enter the occupation, and some employers may also require relevant work experience. But even where experience is not strictly required, it may be preferred. For example, some employers may prefer candidates who have experience in personnel recruitment, staff training and development, employee relations, and compensation and benefits. Furthermore, employers may prefer candidates who hold HR certification. This may be especially true for human resources generalists, as certification demonstrates knowledge and professional competence across all human resources areas.⁷

To become a human resources manager, a candidate typically needs a bachelor's degree (and, sometimes, a master's degree) and several years of related work experience. Employers may prefer or require candidates who hold HR certification, and holding certification may enhance HR job opportunities in general.⁸

Beyond Human Resources Degree Requirements: Important Qualities and Skills

The human resources field encompasses a variety of different career paths that may require different skills sets. For example, a recruiter (someone who finds, screens and interviews applicants for job openings)⁷ is probably going to need to exercise a different skills set than a payroll manager (someone who supervises an organization's payroll department and ensures all aspects of payroll are processed correctly and on time).⁸ However, there are certain beneficial qualities and skills that are common to both HR specialists and HR managers, including⁹:

• Communication skills, such as speaking, writing and active listening
• Judgment and decision-making
• Critical-thinking
• Complex problem-solving
• Social perceptiveness
• Time-management

The HR Curriculum

Bachelor of Science in Human Resource Management (BSHRM)

Trident's Bachelor of Science in Human Resource Management online degree program is designed to focus on HR-related topics while also helping students work to develop their general business skills and knowledge. Core courses may include:

• Business Communication
• Business Ethics
• Staffing Organizations
• Training and Development
• Global HRM
• HR Information Systems
• Principles of Management
• Organization Behavior and Teamwork
• Principles of Human Resource Management
• Advanced Topics in Human Resource Management
• Human Resource Management and Law
• Capstone in Human Resource Management

Learners in the BSHRM degree program must also select four program electives from a pre-determined batch of business-focused courses, such as Financial Accounting; International Business; Principles of Marketing; and Leadership and Change, among others.

Master of Science in Human Resource Management (MSHRM)

The Master of Science in Human Resource Management online degree program is designed to help learners prepare to implement and lead talent management programs nationally and globally. Learners work to gain an understanding of how HR practices, such as talent recruitment, talent development, performance management and employee compensation, contribute to accomplishing day-to-day business operations and strategic goals. Core courses may include:

• Business Ethics
• Principles of Business
• Staffing, Performance Management and Training
• Employment and Labor Relations
• Integrative Capstone
• Management and Organizational Behavior
• Human Resource Management
• Advanced Topics in Human Resource Management
• Legal Implications in Human Resource Management

Bachelor of Science in Business Administration (BSBA)—Human Resource Management

Learners in the Bachelor of Science in Business Administration online degree program can choose to pursue a concentration in Human Resource Management, which may include courses on Principles of Human Resource Management; Human Resource Management and the Law; Advanced Topics in Human Resource Management; and Organizational Development and Change.

Master of Business Administration (MBA)—Human Resource Management

Learners in the Master of Business Administration (MBA) online degree program may also pursue a concentration in Human Resource Management. Concentration courses may include Human Resource Management, Advanced Topics in Human Resource Management and Legal Implications in Human Resource Management.

Is a Human Resources Degree Program Right for You?

The field of human resources is broad, with many different types of roles to suit many different interests. In pursuing a degree program in human resource management, you will have an opportunity to study various aspects of people management and how policies and processes shape organizational culture. If you are interested in HR and ready to take the next step in your academic journey, contact us to learn more about our online degree programs in human resource management and business administration, or apply now.

Trident University International cannot guarantee employment, salary, or career advancement. Not all programs are available to residents of all states. REQ2181229 12/2025

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¹ "Which Degree Is Right for You?," SHRM (Nov. 14, 2023) https://www.shrm.org/membership/students/degree-right.

² "Human resources management," Britannica, https://www.britannica.com/topic/human-resources-management (last visited Nov. 19, 2025).

³ Peter Ackers, "Reframing Employment Relations: The Case for Neo-Pluralism," Industrial Relations Journal, vol. 33(1): 2–19 (2002), https://doi.org/10.1111/1468-2338.00216.

⁴ "Industrial-organizational psychology," Britannica, https://www.britannica.com/science/industrial-organizational-psychology (last visited Nov. 19, 2025).

⁵ Matthew Finio & Amanda Downie, "What Is Organizational Development?," IBM, www.ibm.com/think/topics/organizational-development (last visited Nov. 19, 2025).

⁶ Mary J. Waller, "Organizational Behavior: A Brief Overview and Safety Orientation," Current Problems in Pediatric and Adolescent Health Care, vol. 45(12): 378–81 (Dec. 2015), https://pubmed.ncbi.nlm.nih.gov/26597558/.

⁷ Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, Human Resources Specialists, https://www.bls.gov/ooh/business-and-financial/human-resources-specialists.htm (last visited Nov. 19, 2025).

⁸ Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, Human Resources Managers, https://www.bls.gov/ooh/management/human-resources-managers.htm (last visited Nov. 19, 2025).

⁹ National Center for O*NET Development, O*NET Online, "13-1071.00—Human Resources Specialists," https://www.onetonline.org/link/summary/13-1071.00, and "11-3121.00—Human Resources Managers," www.onetonline.org/link/summary/11-3121.00 (last visited Nov. 19, 2025).