Master of Science in Human Resources Management

Location: LAU Beirut Campus
Total Credits: 30

The Master of Science in Human Resources Management (HRM) at the Lebanese American University provides graduate students with advanced knowledge in the areas of strategic HRM, human resources management functions, and human capital evaluation. In addition, the program will help students develop a thorough understanding of challenges and trends in the HRM field. Students will also learn how to make ethical decisions within the general social and legal framework. Through instructive teaching and original learning methodologies, case studies, and supervised independent research, students will develop greater HRM skills that help them promote organizational performance.

Program Outcomes

Upon completion of the MS in HRM, the graduate will have: 

  • Mastered advanced knowledge and concepts in the field of HRM.
  • Demonstrated leadership skills.
  • Learned to apply ethical and legal issues involved in HRM cases.
  • Developed effective written and oral communication skills, commensurate with the advance management status.
  • Acquired advanced knowledge of the interface between HRM and other functional areas.

Career Prospects

Transferable skills and extensive knowledge of human resources management qualify graduates to work in any field that relies on human capital.Careers in human resources management include:

  • Human resources executive
  • Office manager
  • Occupational psychologist
  • Training, talent and development manager
  • Director of Industrial Relations
  • Human resources IT specialist

Graduates in Human Resources Management can also fulfill the following roles:

  • Business adviser
  • Careers adviser
  • Data scientist
  • Higher education lecturer
  • Life coach
  • Management consultant
  • Operational researcher
  • Recruitment consultant
  • Risk manager
  • Sales executive
  • Trade union research officer
  • Compensation, benefits, and job analysis specialist

Although most employers will consider graduates in any discipline, the degree can enhance job prospects of graduates in business, economics, finance, psychology, HR, IT and computer science in their respective fields.

Examples of establishments in both the private and public sectors that hire graduates in human resources management:

  •  Healthcare facilities and hospitals
  •  Academic institutions
  •  Small businesses and large corporations
  •  Financial institutions
  •  Manufacturing companies
  •  Telecommunications companies
  •  Technical companies
  •  Retail industry
  •  Leisure industry

Program Requirements

Students must complete a total of 30 credits composed of:

  • Course Requirements (24 credits)
  • Research Requirements (6 credits)

Students with a non-business background are required to take additional courses (6 credits) to acquire sufficient general knowledge in human resource management:  

Additional courses:

  • MGT 831 Management Theory (3 credits)
  • MGT 851 Leadership, Ethics and Team Management (3 credits)

A minimum grade of B is mandatory.

Course Requirements(24 credits):

Course No. Course Title Credits
HRM 701 Strategic Human Resources Management 3
HRM 703 Recruitment and Selection 1.5
HRM 705 Training and Development  1.5
HRM 711 Performance  Measurement and Management 3
HRM 721 Labor  Law, Ethics, and Diversity 3
HRM 713 Compensation Packages 1.5
HRM 715 Job Analysis and Job Evaluation 1.5
HRM 723 Return on Investment in Human Capital 3
HRM 707 Advanced Organizational Behavior 3
HRM 717 Research Methods in Human Resources Management 3

Research Requirements(6 credits):

Course No. Course Title Credits
HRM 798 Research Topic in Business: HRM (project) 3
HRM 797 Internship (Practicum) in Human Resources Management 3
HRM 799 Thesis in Human Resources Management  Studies 6



We accept students during the Fall, Spring, and Summer semesters.

Applicants are expected to:

  • Have a sound academic background.
  • Have completed a bachelor’s degree in business studies or equivalent from a recognized university.

Admission is granted on a selective and competitive basis to students who have demonstrated distinct academic ability and motivation by meeting at least the minimum requirements described below.

In addition to a satisfactory proof of English language proficiency as per LAU rules and regulations, applicants to the program are expected to meet the following admissions requirements:

  • A passing grade on the remedial course, if required 
  • Letters of recommendation.
  • Interview, if required.

However, please note that meeting these requirements does not guarantee admission to the program.

Students with a non-business background are required to take the following additional courses (6 credits) to garner sufficient general knowledge in human resource management:

  • MGT 831 Management Theory (3 credits)
  • MGT 851 Leadership, Ethics and Team Management (3 credits)

A minimum grade of B is mandatory.

Admission to the program takes place in each of the fall, spring and summer semesters.

Also Check: Admission Requirements


Course Requirements:

HRM 701 Strategic Human Resources Management (3 credits)

This course is designed to outlay fundamentals of strategic human resources management and its significance in attaining a competitive edge in an era of fierce competition. The course will define the major functions of human resources management that will create competitive abilities and competencies. Topics include development, staffing, compensation, safety, employee relations and the viable role of human resources management in strategic planning. The course will pay special attention to the concepts of talent management and performance management and their importance in today’s highly successful organizations. Finally, given the increasing integration of technologies in today’s organizations, the course will also present an overview of Human Resources Information Systems and their importance for HRM success. 

HRM 703 Recruitment and Selection (1.5 credits)

Recruitment and selection represent vital organizational activities for finding and employing the optimal set of workers for specific jobs in specific organizations. In this course, students will be presented with various approaches and strategies for attracting the right employees. Topics related to recruitment sources, recruitment methods, and issues and trends in recruitment will be presented. Moreover, the course deals with various employee selection techniques such as behavioral interviews and personality tests used in making a successful selection outcome. The students will also be taught trends and innovations in the area of employee selection.

HRM 705 Training and Development (1.5 credits)

This course provides an in-depth discussion of the process of training and development. It exposes the students to the benefits of training and investing in human resources in attaining a competitive edge. Training and development are designed to improve employee’s competency and organizational performance. It covers the different training and development delivery systems and programs. In addition to that, students will learn the concept of Organizational Development and the various organizational development techniques.

HRM 711 Performance Measurement and Management (3 credits)

This course emphasizes identifying, measuring and developing the performance of individuals and teams and aligning their performance with the strategic objectives of organizations. The course includes discussions related to the methods, tools, and processes used in appraising employees’ performance relative to the job and corporate objectives.

HRM 721 Labor Law, Ethics, and Diversity (3 credits)

This course deals with a variety of interrelated topics, namely the legal and ethical aspects of the business. First, the Lebanese labor law will be discussed, focusing on the laws and regulations pertaining to human resources issues in the workplace. An overview of different labor laws in Europe and the US will also be presented. Second, the course deals with a variety of topics in ethics and diversity. In particular, the ethical principles, philosophies, and practices are presented with a special emphasis on its application in the business world and its implications for the HRM field. Other topics under the ethical dimension include workforce health and safety, corporate social responsibility with discussions on its significance in corporations today, whistleblowing, and code of conduct. Finally, the course presents various topics on diversity management and inclusiveness.

HRM 713 Compensation Packages (1.5 credits)

This course deals with all aspects of compensation involving direct financial compensation, employee benefits, and non-financial rewards. The course stresses the importance of developing a reward system that is strategically aligned with organizational objectives while ensuring employee motivation for high performance. Major discussion areas involve administering and building a pay system, pay equity, customizing employee benefit plans, and building a rewarding job environment.

HRM 715 Job Analysis and Job Evaluation (1.5 credits)

Job analysis serves as a foundation for the successful implementation of all HR functions and HR activities, especially job evaluation. In this course, we will learn about the job analysis process, including the methods and techniques used for collecting data about a job which is necessary for creating job descriptions. Data collected from the job analysis is used to evaluate each job and determine a job’s worth or importance in the firm. The course will discuss the procedures and practices that are used today to evaluate jobs accurately and for ultimately determining wages and salaries to be paid for each job according to its importance in the firm.

HRM 723 Return on Investment in Human Capital (3 credits)

The course will evaluate the tangible and intangible costs and returns associated with developing people within an organization, including the calculation of profits per employee, and of other HR measures.

HRM 707 Advanced Organizational Behavior  (3 credits)

The purpose of this course is to acquaint you with several major topics of interest in organizational behavior and to provide an introduction to major theories and empirical research in these areas. The course is designed to provide an understanding of organizational behavior and recent and future trends that affect people at work. An in-depth investigation of several important areas in the field including areas of contemporary interest will be discussed. Students will appreciate and value the richness of theory and research on various traditional and contemporary organizational behavior topics. Moreover, the course includes a special component on ethics and leadership, whereby students will be able to integrate ethical and leadership principles and theories. Topics include individual behavior, group behavior, leadership, conflict resolution, organizational culture and structure, and ethics.

HRM 717 Research Methods in Human Resources Management (3 credits)

This course is an examination of research methods applicable to the identification, definition, and problem resolution in a business environment, emphasizing methodological aspects and data collection and analysis techniques. Topics include problem identification and definition, hypothesis formulation, selection of appropriate research designs, sampling, data collection methodologies, statistical validation, and research report writing.

Research Requirements:

HRM 798 Research Topic in Business: HRM Project (3 credits)

This course entails the application of research methods to a current topic relevant to HRM. The project must incorporate the student’s hypothesis, test methods, test results, and conclusions.

Prerequisite: HRM 717

HRM 797 Internship (Practicum) in Human Resources Management  (3 credits)

An internship is a career-related position for graduate students to develop or expand their occupational experience over 3 months.

HRM 799 Thesis in Human Resources Management Studies (6 credits)

This course entails the application of research methods to a topic relevant to HRM in the Middle East. The thesis must incorporate the student’s hypothesis, test methods, test results, and conclusions, in an expanded report available to future researchers. In some cases, the faculty may authorize expanded research procedures resulting in high-quality publication.

Prerequisite: HRM 717