phd in human resources in california

Earning A Ph.D. In Human Resources: Everything You Need To Know Before Enrolling

Updated: Jul 6, 2023, 12:37pm

A Ph.D. in human resources will allow you to pursue executive,upper-management or academic roles. Read on to learn why you might pursue a Ph.D. in human resources.

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What Is a Doctorate in Human Resources?

A doctorate in human resources, or a Ph.D. in human resources, is the terminal degree in the field, meaning it is the highest degree level you can attain. Doctoral degree holders in human resources are preeminent experts, driving the field forward through research and teaching.

A Ph.D. in human resources takes up to eight years to complete. Doctoral programs begin with two years of intensive coursework before students declare a concentration and focus on developing and defending a dissertation. Ph.D. students spend several years working on their dissertations before graduating.

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What can you do with a doctorate in human resources.

A doctorate in human resources qualifies you for the most advanced and high-level roles in the HR field. You are also qualified to pursue positions in research and academia, setting you apart from master’s degree holders. You can find work as a human resources professor at a university or as an industrial-organizational psychologist . Salary information via the Bureau of Labor Statistics (BLS) .

Below, we cover four careers available for doctoral degree holders in human resources.

Human Resources Professor

Job Growth (2021-2031): +6% Median Annual Salary: $88,790 Job Description: Human resources professors work within business departments at colleges and universities. Job duties include teaching undergraduate students, mentoring Ph.D. candidates and performing research to advance the HR field.

Chief Executive

Job Growth (2021-2031): +6% Median Annual Salary: $189,520 Job Description: Chief executives work at the highest management level within some of the largest companies in the world. Job titles include chief operating officer, chief financial officer, chief technology officer or chief information officer. Professionals with a doctorate in human resources bring knowledge of management, leadership and best practices in big-picture company culture.

Human Resources Manager

Job Growth (2021-2031): +7% Median Annual Salary: $130,000 Job Description: Human resources managers take charge of HR departments at any company. They can work in many industries, including the nonprofit sector, healthcare and information technology, where they oversee hiring, firing, compensation, benefits and training.

Industrial-Organizational Psychologist

Job Growth (2021-2031): +4% Median Annual Salary: $139,280 Job Description: Industrial-organizational psychologists study the effects of applied psychological principles on the business and managerial world. They perform research and provide actionable advice to workplace management. You must have a Ph.D. or doctoral degree to practice independently as a psychologist.

What’s the Difference Between an MBA in Human Resources and a Doctorate in Human Resources?

An MBA in human resources and a Ph.D. in human resources are very different degrees. An MBA with a concentration in human resources covers broad business foundations like marketing, finance and economics alongside HR coursework. An MBA in HR qualifies graduates for many jobs due to their overarching business education.

Where an MBA provides breadth, a Ph.D. in human resources provides depth. A Ph.D. requires students to complete significant research and writing. Ph.D. students become human resources experts as they spend most of their degree conducting HR-specific research.

Compared to MBA graduates, doctoral degree holders are more limited in what business careers they can pursue; however, doctoral degrees qualify graduates to seek nearly any position in the HR field.

Admission Requirements for a Doctorate in Human Resources

Admission requirements for Ph.D. programs in human resources vary widely, moreso than undergraduate and graduate programs. Prospective students must meet a minimum GPA and generally need a master’s degree in the field. They must submit official transcripts, letters of recommendation and a statement of purpose detailing their intended research focus or the faculty members they’d like to research alongside.

Many Ph.D. programs admit small cohorts and require applicants to complete an admission interview. Some programs also require applicants to submit GMAT or GRE scores.

Common Courses in a Human Resources Ph.D. Program

Behavioral sciences.

A behavioral sciences seminar covers major theories and methodologies in psychology, such as cognitive processes and behavioral interactions. This course introduces students to research design and methodologies at the doctoral level.

Current Issues in Organizational Behavior

Organizational behavior and industrial-organizational psychology are key components of a Ph.D. in human resources. This survey course covers the spectrum of contemporary research in organizational behavior and its practical applications to companies around the world.

Organization Theory

This course delves into various theories on organizational performance and how Ph.D. graduates can apply them when entering the HR field. Students discuss, compare and contrast multiple models in organizational theory.

Survey of Social Psychology

This course surveys the major theories and research in the social psychology field. Social psychology studies how thoughts, behaviors and feelings change based on norms and other people and plays a crucial role in human resources.

Dissertation

A dissertation is the culminating requirement for Ph.D. candidates. In most cases, Ph.D. candidates must write a paper based on their original research, after which they must defend their dissertation to a panel of faculty members. This requirement takes years to complete, making it difficult to pinpoint exact completion timelines for Ph.D. programs.

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Frequently Asked Questions (FAQs) About a Ph.D. in Human Resources

What can you do with a ph.d. in human resources.

A Ph.D. in human resources prepares you for high-level human resources positions or roles in academia, such as research or teaching. In tandem with professional experience, graduates can pursue CEO jobs. Doctoral degree holders can also pursue licensure to practice or conduct research as industrial-organizational psychologists.

Is a doctorate in HR worth it?

Whether a doctorate in HR is worth it depends on your career goals. If you want to pursue careers in academia and research, a Ph.D. in human resources is the right fit for you. These degrees can lead to HR professor and industrial-organizational psychologist positions.

In contrast, you do not need a doctoral degree to become a human resources manager, although it can help. However, financially, you are likely better off pursuing an MBA in human resources for HR management careers.

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Doctor of Philosophy in Human Resource Management (PhD-HRM)

100% online phd-hrm.

Complete your studies on your own time.

New Start Date Every Monday

Start your first course when it’s convenient for you.

38 Months to your PhD-HRM

Finish your PhD-HRM in just 20 courses.

National and Northcentral have merged, and this program is now offered by NU.  Learn more .

Doctor of Philosophy in Human Resource Management

Enhance global business environments with the 100% online Doctor of Philosophy in Human Resource Management (PhD-HRM) degree program at National University. No GRE/GMAT required. You’ll gain the expert-level knowledge you need to take on leadership positions in the private, public, and non-profit sector. Through this comprehensive doctoral degree, you’ll deepen your understanding of human resource theories and practices, including critical thinking and research skills. 

Advance Your Human Resource Career Completely Online

NU’s PhD-HRM program is centered on the evolution of human resources. You’ll explore extrinsic and intrinsic compensation concepts, how to improve organizational effectiveness, and how to motivate diverse workforces. You’ll also learn how to develop and apply quantitative and qualitative research designs and methodologies. Other focus areas in the PhD in Human Resource Management include working within a unionized environment, legal issues impacting human resources, and how to improve diversity and inclusion. 

NU’s one-to-one learning model will provide you with the guidance, attention, and support you deserve throughout your doctoral education.

The Western Association of Schools and Colleges (WASC) accredits public and private schools, colleges, and universities in the U.S.

Course Details

• Credit Hours: 60
• Courses: 20
• Estimated Time to Complete: 38 months

The Doctor of Philosophy in Human Resource Management (PhD-HRM) program can be completed in 60 credits. Each foundational course runs 8 weeks, and dissertation courses run 12 weeks.

Course Sequence

This program can be completed with a minimum of 60 credit hours, but may require additional credit hours, depending on the time required to complete the dissertation research. If needed, additional courses will be added to the student degree program in alignment with the SAP and Academic Maximum Time to Completion policies. Students who do not complete their program in accordance with these policies may be dismissed.

Course Name

In this course, you will focus on the development of the human resource function in organizations. From exploring employee recruitment, motivation, performance and various forms of compensation and benefits packages, you will view the human resource function in a strategic role that enhances global business environments.

In this course, you will explore the concepts of extrinsic and intrinsic compensation in the management of today’s diverse and global workforce. The decisions made in these areas, related to compensation and benefits at the Executive and the employee level, can directly impact the strategic nature and direction of the organization.

In this course, you will explore all aspects of labor relations from a human resources perspective. This will include the history, structure, politics, processes, and relationships associated with bargaining units (unions). You will examine how unions can change attitudes and behaviors of both management and employees, as well as the benefits and challenges to working in a human resources position in a unionized environment.

In this course, you will explore how to manage human resources to optimize organizational effectiveness as well as individual outcomes in a global context. You will consider current laws, public policies, recruitment and retention strategies. In addition, you will determine how employees’ concerns and complaints are incorporated into organizational decision-making.

Prerequisites:  *Fundamental requirement in General Management

In this course, you will examine supervisory concepts, laws, regulations and HRM practices used in the 21st Century. You will explore techniques for motivating employees as a supervisor of diverse workforces and evaluate the role of supervisors in organizational planning.

This doctoral course examines the uniqueness of culture and its impact on all areas of organizational operations. This includes such aspects as diversity, global transitioning, accommodations, and cross-national teamwork. The Twenty-First century Human Resources professional must have an open mind and a willingness to suspend judgments, ask questions, and listen to answers.

In this course, you will explore multiple levels of employment, including management, full-time employees, part-time employees, temporary employees, and contracted employees based on the passage and interpretation of laws, whether at the federal, state, or local level. Policies such as employment-at-will, right to work, or termination, and other regulations can change with an act of Congress or a state legislature.

In this course, you will explore how the HRM function creates a more inclusive culture by valuing diversity of its workforce. During the course, you will review organizational decisions on diversity issues in order to learn how to avoid discrimination while improving organizational effectiveness. To gain an awareness of corporate best practices, you will examine HRM’s role in diversity and inclusion cases.

In this course, you will examine how organizational behavior is relevant to HRM. You will explore theories that support and explain causes and outcomes of typical issues in HRM. In addition to individual behaviors in organizations, team dynamics in relation to organizational structures will be discussed in consideration of organizational goals and employee well-being.

In this course, you will explore the strategic role of human resources in organizations. Through an examination of HRM functions, you will determine how these align with the strategic direction of organizations. In addition, you will consider the potential contributions and challenges that HRM might face, especially during organizational change processes. You will then develop HRM initiatives that help achieve organizational goals.

In this course, you will review policy development processes, how these are implemented and the outcomes resulting from policies being deployed. You will consider various forces that affect HR policies including the needs of global environments, organizations, and employees. You will develop policy implementation plans that include the necessary steps, resource allocations, and measurement of outcomes.

In this course, you will engage in the process of scholarly literature reviews and academic writing. With an emphasis on how to (a) conduct effective literature searches, specifically in preparation for the dissertation, (b) develop a plan for writing comprehensive, critical, and synthesized reviews of research literature, and (c) critically review and write about underlying theory/conceptual frameworks, you will develop a foundation for future research. The overarching goal of this course is for you to conduct an exhaustive search of the peer-reviewed research literature in your topic area and identify potential areas of inquiry for your dissertation.

In this course, you will cultivate a statistical mindset through learning and nurturing skills needed to perform and interpret univariate inferential statistics. The course will facilitate building your statistical confidence in assessing and performing statistics. The course will cover univariate parametric and non-parametric statistical tests, interpretation of statistical output, and introduce skills needed to select statistical tests based on quantitative research questions.

During this course, as a scholar-practitioner, you will build the skills essential for designing quantitative studies; analyzing the data collected in these studies, and interpreting the results of data analyses. You will explore designs and statistical techniques to use with their envisioned dissertation research.

During this course, you will examine qualitative methods for studying human behavior including grounded theory, narrative analysis, ethnography, mixed methods, and case studies. You will explore designs and methodologies to use with your envisioned research.

The Pre-Candidacy Prospectus is intended to ensure students have mastered knowledge of their discipline prior to candidacy status and demonstrated the ability to design empirical research as an investigator before moving on to the dissertation research coursework. Students will demonstrate the ability to synthesize empirical, peer-reviewed research to support all assignments in this course. The Pre-Candidacy Prospectus is completed only after all foundation, specialization, and research courses have been completed.

Students in this course will be required to complete Chapter 1 of their dissertation proposal including a review of literature with substantiating evidence of the problem, the research purpose and questions, the intended methodological design and approach, and the significance of the study. A completed, committee approved (against the minimum rubric standards) Chapter 1 is required to pass this course successfully. Students who do not receive approval of Chapter 1 to minimum standards will be able to take up to three supplementary 8-week courses to finalize and gain approval of Chapter .

Students in this course will be required to work on completing Chapters 1-3 of their dissertation proposal and receive committee approval for the Dissertation Proposal (DP) in order to pass the class. Chapter 2 consists of the literature review. Chapter 3 covers the research methodology method and design and to includes population, sample, measurement instruments, data collection and analysis, limitations, and ethical considerations. In this course, a completed, committee-approved Chapters 2 and 3 are required and, by the end of the course, a final approved dissertation proposal (against the minimum rubric standards). Students who do not receive approval of the dissertation proposal will be able to take up to three supplementary 8-week courses to finalize and gain approval of these requirements.

Students in this course will be required to prepare, submit, and obtain approval of their IRB application, collect data, and submit a final study closure form to the IRB. Students still in data collection at the end of the 12-week course will be able to take up to three supplementary 8-week courses to complete data collection and file an IRB study closure form.

In this dissertation course students work on completing Chapters 4 and 5 and the final Dissertation Manuscript. Specifically, students will complete their data analysis, prepare their study results, and present their findings in an Oral Defense and a completed manuscript. A completed, Committee approved (against the minimum rubric standards) Dissertation Manuscript and successful Oral Defense are required to complete the course and graduate. Students who do not receive approval for either or both their Dissertation Manuscript or defense can take up to three supplementary 8-week courses to finalize and gain approval of either or both items as needed.

Degree Requirements

The University may accept a maximum of 12 semester credit hours in transfer toward the doctoral degree for graduate coursework completed at an accredited college or university with a grade of “B” or better. The PHD-HRM degree program in the School of Business has the following graduation requirements:

• A minimum of 48 credit hours of graduate instruction must be completed through NU
• Grade Point Average of 3.0 (letter grade of “B”) or higher
• Satisfactory completion of the PHD-HRM Pre-Candidacy Prospectus
• University Approval of Dissertation Manuscript and Oral Defense completed
• Submission of the approved final dissertation manuscript to the University Registrar, including the original unbound dissertation manuscript and an electronic copy
• Official documents on file for basis of admission: a conferred master’s degree from an accredited academic institution
• Official transcripts on file for all transfer credit hours accepted by the University
• All financial obligations must be met before the student will be issued their diploma and/or degree posted transcript.

Positions  

• Human resource manager or specialist 
• Postsecondary teacher
• Compensation, benefits, and job analysis specialist
• Business partner
• Recruitment/placement specialist
• Human resource employee relations manager
• Business intelligence analyst
• Compensation analyst
• Assistant professor of management (college and university professors, faculty members) 

Work Settings

• Public administration (Federal and State governmental agencies, VA, Forest Service Bureau of Prisons, Environmental Protection Agency, etc.)
• Colleges and Universities seeking academic faculty members
• Professional, scientific, and technical services (Management consulting companies like Deloitte, Accenture, or government contractors offering consulting services) 
• Healthcare (Managed care providers, hospitals, medical facilities, residential care facilities)
• Manufacturing (Aerospace, defense, biotech, pharma, and other large private sector corporations)
• Large retailers like Amazon and Wayfair
• Information Technology
• Finance and insurance

*Positions may require additional experience, training, and other factors beyond completing this degree program. Many roles may also require state licensure, and it is the responsibility of the student to ensure that all licensure requirements are met.

SOURCE: Emsi Labor Analyst- Report. Emsi research company homepage at https://www.economicmodeling.com/company/ (Report viewed: 4/13/2022). 

DISCLAIMER: The data provided is for informational purposes only. Emsi data and analysis utilizes government sources to provide insights on industries, demographics, employers, in-demand skills, and more to align academic programs with labor market opportunities. Cited projections may not reflect local or short-term economic or job conditions and do not guarantee actual job growth. Current and prospective students should use this data with other available economic data to inform their educational decisions.

DISSERTATION PROCESS

Faculty assist each NU Doctoral candidate to reach this academic goal through a systematic process leading to a high-quality completed dissertation. A PhD-HRM dissertation is a scholarly documentation of research that makes an original contribution to the field of study. This process requires care in choosing a topic, documenting its importance, planning the methodology, and conducting the research. These activities lead smoothly into the writing and oral presentation of the dissertation.

A doctoral candidate must be continuously enrolled throughout the series of dissertation courses. Dissertation courses are automatically scheduled and accepted without a break in scheduling to ensure that students remain in continuous enrollment throughout the dissertation course sequence. If additional time is required to complete any of the dissertation courses, students must re-enroll and pay the tuition for that course. Continuous enrollment will only be permitted when students demonstrate progress toward completing dissertation requirements. The Dissertation Committee determines progress.

Program Learning Outcomes

As a graduate of National University’s Doctor of Philosophy in Human Resource Management (PhD-HRM) program, you’ll be able to:

• Evaluate human resource theories, concepts, and scholarly research
• Recommend best practices in hiring, retaining, supporting, and motivating employees
• Determine the impact of employment laws in domestic and multinational organizations
• Contribute to the body of theory and practice in human resource management

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Dissertation Completion Pathway (DCP) is a 100% online pathway helping students “All But Dissertation” finish their doctoral degree.

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Frequently Asked Questions

With a PhD in HR, you can pursue various career paths. These include academic positions such as teaching and conducting research in universities, research and development roles in government or private organizations, or leadership roles in HR departments in corporations or non-profit organizations.

Pursuing a PhD in HR depends on your career goals and interests. If you want to become a professor, researcher, or hold high-level positions in HR departments, a PhD from National University can be beneficial. It can also lead to higher salaries and job security.

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Do you qualify for a needs-based scholarship? Learn more about the NU Key Grant Scholarship and other scholarship opportunities to unlock the door to your dreams!

Program Disclosure

Successful completion and attainment of National University degrees do not lead to automatic or immediate licensure, employment, or certification in any state/country. The University cannot guarantee that any professional organization or business will accept a graduate’s application to sit for any certification, licensure, or related exam for the purpose of professional certification.

Program availability varies by state. Many disciplines, professions, and jobs require disclosure of an individual’s criminal history, and a variety of states require background checks to apply to, or be eligible for, certain certificates, registrations, and licenses. Existence of a criminal history may also subject an individual to denial of an initial application for a certificate, registration, or license and/or result in the revocation or suspension of an existing certificate, registration, or license. Requirements can vary by state, occupation, and/or licensing authority.

NU graduates will be subject to additional requirements on a program, certification/licensure, employment, and state-by-state basis that can include one or more of the following items: internships, practicum experience, additional coursework, exams, tests, drug testing, earning an additional degree, and/or other training/education requirements.

All prospective students are advised to review employment, certification, and/or licensure requirements in their state, and to contact the certification/licensing body of the state and/or country where they intend to obtain certification/licensure to verify that these courses/programs qualify in that state/country, prior to enrolling. Prospective students are also advised to regularly review the state’s/country’s policies and procedures relating to certification/licensure, as those policies are subject to change.

National University degrees do not guarantee employment or salary of any kind. Prospective students are strongly encouraged to review desired job positions to review degrees, education, and/or training required to apply for desired positions. Prospective students should monitor these positions as requirements, salary, and other relevant factors can change over time.

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Management + Organization PhD Program

MOR research includes the study of human behavior in organizational settings, the design of organizational structures and the relationship of organizations to their environments. MOR research draws on the basic disciplines of psychology, sociology and economics to investigate research questions in three general areas: organizational behavior, organizational theory and strategic management.

• ADMISSIONS EVENTS

Organizational Behavior

Organizational behavior is the study of how individuals, groups, and organizations interact with each other. Scholars in this area research topics like motivation, hierarchy, leadership, ethics, creativity, decision-making, social identity, influence, negotiations, job satisfaction, and group effectiveness. They also study issues related to diversity, equity, inclusion, and belonging - devoting particular attention to the roles that ethnicity and gender can play within organizations. The field draws heavily from social psychology and industrial/organizational psychology to examine these issues. In short, people doing research in organizational behavior examine how people and organizations can flourish and overcome the barriers they may face. Organizational behavior research is designed to achieve goals that include improving job performance, boosting job satisfaction, fostering creativity and innovation, promoting ethical behavior, creating a positive work environment, and making work environments more inclusive. To apply to this program, submit your application to the “Organizational Behavior Track.”

Organizational Theory

Organization theory builds and tests theory about organizations, their members, their management, organization-environment relations, organizing processes, and broader markets and fields. Organization theory draws on various disciplines such as sociology, psychology, economics, and management. Researchers in this field examine topics such as entrepreneurship, stakeholder management, reputation, social evaluations, and the structure and dynamics of markets, as well as the formal and informal aspects of organizations, including hierarchies, power dynamics, communication patterns, and decision-making processes. They seek to uncover the underlying principles that govern how organizations are created, evolve, and adapt to their market and institutional environments. Organization theory has been brought to bear on a range of managerial, organizational, and societal issues, yielding both new theoretical insights and practical recommendations. To apply to this program, submit your application to the “Strategy/OT Track.”

Strategic Management

Strategic management is a multidisciplinary academic field that draws on various disciplines such as sociology, psychology, economics, and management to understand how organizations can achieve a sustainable competitive advantage in complex and dynamic markets. Researchers in this field investigate how organizations can differentiate themselves from competitors by, for example, leveraging their unique resources, capabilities, and market positioning; how innovation drives competitiveness; how organizations can adapt to technological change and disruptions in the marketplace; How government policies and regulations influence business strategies and outcomes; how sustainable practices and responsible business strategies can contribute to long-term organizational success and address societal and environmental concerns; how organizations should enter new market and compete in global and cross-cultural markets; and how strategic decisions are made and implemented within organizations. Strategic management is not only a valuable academic discipline but also offers practical insights for business leaders, policymakers, and stakeholders. It provides a holistic perspective on how organizations can navigate the ever-changing business landscape, adapt to new challenges, and contribute to economic growth and societal well-being. To apply to this program, submit your application to the “Strategy/OT Track.”

Requirements

Sample Course Schedule

• Organizational Behavior (MOR 601)
• Research Design (MOR 604)
• Organizational Theory (MOR 602)
• Strategic Management (MOR 603)

Research Development Beginning in the first semester, students will apprentice with a faculty mentor to learn research fundamentals. Typically students are assigned to a new mentor each semester in the first year.

Screening Examination In the summer of the first year, students complete a screening examination which may take the form of a written or oral exam, written assignments, and/or summer research project. The results of the examination help the faculty determine students’ developmental needs and fitness to continue in the program.

• Methods III
• Electives (3)
• Electives (2)
• GSBA 790 (Special Topic)

Research Development Students continue their apprenticeship with a faculty mentor to learn research fundamentals and participate in research projects. Typically students are assigned to a new mentor each semester in the first and second years.

• Independent Dissertation Preparation (2)
• Electives (Optional)

Research Development Ph.D. candidates continue to apprentice with faculty, and are given increasing responsibility. They also will begin to work on their dissertations.

Teaching Development Ph.D. candidates begin developing teaching skills by serving as a teaching assistant for one or two classes and engaging in teaching skills workshops.

Qualifying Examination With the recommendation of their faculty mentor, students take a comprehensive examination on the core knowledge of their discipline. The examination includes both written and oral components. Upon passing the examination, an individual becomes a Ph.D. candidate and begins work on the Ph.D. dissertation.

Research Development Research is the primary activity in the fourth year and beyond. In addition to continuing independent and joint research projects, Ph.D. candidates participate actively in and present their research at departmental seminars.

Teaching Development Ph.D. candidates co-teach one course with a faculty member.

Dissertation Defense & Submission The dissertation is the culminating work of a student’s independent research. In the fourth or fifth year of the program, students complete, defend and submit the dissertation. This is the last step to earn the Ph.D.

• INFO SESSIONS

Research topics include the study of groups and individuals and how they affect and are affected by the organization; the effects of organizational structure and environmental demands on behavior; the study of strategic and organizational change; and corporate boards and top management teams.

Community Learning

The MOR Ph.D. program is based on the belief that preparing for a career in academia involves considerable participation, interaction and responsibility. You will:

• Interact with faculty frequently and intensely, developing your knowledge and research skills and eventually getting published in top academic journals.
• Hone your teaching skills through faculty instruction and as a teaching assistant (possibly teaching your own course). Be actively involved in our distinguished speaker series, brown-bag sessions and special-topic groups.

MOR Faculty

Our faculty members and doctoral students publish in the most selective and prestigious top-tier journals, including:

• Academy of Management Journal
• Academy of Management Review
• Administrative Science Quarterly
• American Journal of Sociology
• American Sociological Review
• Harvard Business Review
• Journal of Personality and Social Psychology
• Management Science
• Organization Science
• Organizational Behavior and Human Decision Processes
• Sloan Management Review
• Strategic management Journal

In addition, the Center for Effective Organizations, headed by Professor Ed Lawler, is one of the world’s leading institutes for applied management research.

Maya Cratsley

• PhD Candidate in Management and Organization

Alys Ferragamo

Ha young lee.

• PhD Student in Management and Organization

Program Culture

The culture of the program is research focused, collegial, supportive, and highly interactive. PhD students are “junior colleagues” encouraged to participate in academic research with faculty from the very beginning. The low PhD student/faculty ratio coupled with the faculty’s “open door” policy promotes frequent and meaningful interactions between faculty and students about research, careers and teaching. Students also serve as colleagues and mentors to each other and often develop papers together.

Students are matched with a primary advisor based on their interests and those of their advisors. Students may change primary advisors at any point during the program. We encourage students to work with at least two faculty members aside from their primary advisor.

Research Environment Faculty and students attend weekly scholarly presentations from invited faculty from around the world. In addition internal brown bag seminars and reading groups allow students and faculty to exchange ideas and receive feedback on research topics.

Student Background Our students come from all of over the world. They have strong academic backgrounds and bring with them a variety of experiences prior to joining the program.

Awards Ph.D. students in the Management and Organization department have contributed to the field by publishing in leading journals. They have also won numerous awards.

Recent Placements (2020 - 2024)

Our PhD graduates contribute to marketing research and practice throughout the world. We have a long history of mentoring PhD students who are on the faculty of top universities around the world.

• Jinhong Lu (2024) Washington University in Saint Louis
• Enlan Wang (2024) University of Missouri
• Bo Yang (2024) Hong Kong University
• Merrick Osborne (2023) Postdoctoral Researcher, UC Berkeley, Haas School of Business
• Maurice Murphy (2022) Assistant Professor, University of Georgia, Terry College of Business
• Alyssa Han (2021) Independent Researcher
• David Newman (2021) Google
• Mindy Tuong (2021) Postdoctoral Researcher, Northwestern
• Beverly Rich (2021) Assistant Professor, University of Utah
• Jue Wang (2020) Assistant Professor, Pennsylvania State University

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• PhD in Business Management
• Human Resource Management

Human Resource Management Doctor of Philosophy in Business Management

Capella’s online PhD in Business Management, Human Resource Management equips you with skills to develop winning teams and empower people to do their best work. This program builds on a curriculum of ethics, research, and practice in the human resource field – including a focus on diverse perspectives, new technologies, and emerging trends in the workplace. Our rigorous coursework will help you fuse theory and practice to form a basis for your own research and become an expert in global workforce issues.

Virtual Residencies

Network with faculty and peers, and gain access to valuable resources to use during your program and beyond, through three doctoral virtual residencies.

Research mentor

Maintain progress through your dissertation; we’ll pair you with an academic mentor who can help you keep your momentum.

Stay on track with your academic goals and dissertation; we’ll help you organize your work into manageable segments.

Apply today with no application fee.

At a glance

• 11 Core courses
• 12 max transfer credits
• 4 Specialization courses
• 1 Elective course
• 3 Virtual Residencies

Comprehensive exam

Dissertation

• ACBSP-accredited

Reduce your tuition by $20,000

Enroll in a qualified program and apply for a $20K Capella Progress Reward, a scholarship to help fund your doctoral degree. Eligibility rules and exclusions apply. Connect with us for details.

Courses and skills

Explore human resource management courses.

• This program requires a total of 90 quarter credits
• You’ll need to complete 11 core courses, four specialization courses, one elective course, three virtual residencies, one comprehensive exam and one dissertation

View all courses

What you'll learn

This specialization prepares you to lead high-performance teams in diverse business settings. You’ll learn practical solutions to workplace challenges, evaluate new technology trends, and develop a systematic approach to problem-solving in the field.

On successful completion of this program, you should be able to:

• Synthesize multidisciplinary theories that inform and shape theory and practice to attract, develop, and retain a global work force
• Synthesize emerging trends and technological influences to advance the theory and practice of global Human Resource Management
• Evaluate diverse demographic and cultural perspectives to advance the body of knowledge and practice in global human resource management
• Exhibit proficiency in academic research, writing, and critical thinking skills
• Evaluate ethical theories and frameworks that guide human resources practices in the 21st century
• Integrate research and practices into the development of adaptive and innovative global workplace environments

Review the Capella career exploration guide  to learn more about this program and professional paths to explore.

Tuition and learning format

How much does the phd in business management cost.

The total cost of your degree will depend on academic performance, transfer credits, scholarships and other factors. See GuidedPath cost information below.

A structured learning format with an active peer community and faculty guidance. We’ll set the schedule, you meet the deadlines.

• Based on the quarter system; 1-2 courses per 10-week quarter
• 1 semester credit = 1.5 quarter credits
• Weekly assignments and courseroom discussions
• Pay for what you take, price varies by courseload or term

$985 per credit,  $5,000  quarterly tuition max, 75 coursework credits, 12 max transfer credits

Learn more about GuidedPath »

Tuition breakdown

Program phases.

$985 Per quarter credit

75 coursework credits

Per quarter credit

$2955 Per quarter

Per quarter

Resource kit fee

$175 Per quarter

Coursework phase only; includes eBooks, textbooks, interactive media, software, course packs, articles, test kits, and other instructional materials

Application fee

$0 no application fee

no application fee

Tuition and program length are unique to you

Your total tuition and program length depend on a variety of factors:

• The program specialization you choose
• Scholarships and finances
• Prior coursework
• Transfer credits
• Employer and/or military benefits
• Number of quarters spent working on dissertation
• Complexity of your dissertation
• Academic performance
• School/work/life balance
• Unexpected life events

About cost scenarios

The cost scenarios below are examples based on general program pricing and 2024–25 Capella tuition rates and assume the average number of transfer credits a student brings into the program. Pacing and pricing information is current as of Jan. 1, 2024. These rates are the same nationwide and may change depending on factors affecting program length and price. You are responsible for paying your own travel costs related to residencies, including plane, hotel, and food expenses.

To discuss whether the specialization you’re interested in has additional factors that may affect program cost and length, contact a Capella enrollment counselor.

Cost scenarios

*Eligibility rules apply. Connect with us for details.

Get the details

Connect with an enrollment counselor to further discuss the cost of the program and explore your eligibility for scholarships and discounts.

Scholarships and savings

Are there scholarships available for doctoral degrees.

Your education is an investment in your future that's within reach. There are  more ways to save  than you might think.

$5,000 quarterly tuition maximum

Maximize your courseload – take 6 or more credits per quarter and pay just $5,000.* *Cost of each residency is included in the $5,000 quarterly tuition maximum; books, resource kit, travel, lodging, meals, and other expenses are not included.

$20K toward your doctorate Apply for a $20K Capella Progress Reward , a scholarship to help fund your doctoral degree. Eligibility rules and exclusions apply. Connect with us for details.

10% military discount 

Capella offers a tuition discount to active-duty service members, guard and reserve members, veterans, their spouses** and dependents. **Starting in July, spouses of veterans can now benefit from a 10% discount on eligible certificates, master’s and doctoral programs and a 15% discount on eligible bachelor’s programs.

Accredited and recognized

Capella is accredited by the higher learning commission..

Accreditation and recognitions provide assurance that we meet standards for quality of faculty, curriculum, learner services, and fiscal stability. See all our  accreditations  and  recognitions .

How to apply

Phd in business management admission requirements.

Applicants must provide the following information for  admission  to Capella programs and specializations:

• A master’s degree from an institution accredited by an agency recognized by the U.S. Department of Education, or from an internationally recognized institution
•  Your official master’s transcripts, with a minimum grade point average of 3.0 or higher on a 4.0 scale
• A valid, government-issued form of photo identification

GRE and GMAT are not required for admission.

International Student Requirements

If you completed your most recent academic coursework, degree, or credential at an institution outside the United States, regardless of your citizenship or where you currently live, you are considered an international applicant.

In addition to the above admission requirements, you will need to submit these materials:

• Minimum score on acceptable test for proof of English proficiency
• Transcript evaluation

Learn more about  international student admissions .

Faculty and support

What support does capella offer online students.

Our programs are designed to meet the unique needs of doctoral students. We’ve structured the experience in manageable pieces that build on one another to help you earn your doctorate. You’ll have support from faculty, staff, and online resources along the way.

Doctoral faculty

Work with faculty members who have years of experience and specialize in their areas of expertise throughout each phase of your program, including literature review and implementation planning.

Enrollment counselors

These experts will set you up for success. They’ll help you find the right degree program and answer all your questions about Capella.

Academic coaches

Through quarterly appointments and as-needed counseling sessions, these specialists introduce you to Capella and help you tailor your program to your personal goals and experiences.

Articles and resources

Expand your perspective on academic and career topics with articles and resources from Capella University.

10 qualities to look for in a career mentor

Finding a career mentor can really help as you develop your professional skills and move up the ladder.

What’s the ROI for a PhD?

Is a PhD worth the investment of time, money, and energy?

What’s it like to be a doctoral student?

What does it take to earn a doctoral degree? Learn more about the experience and explore each step of the journey.

Career exploration

What can you do with a phd in human resource management degree.

Your education can help you reach your goals, professionally and personally. Here are some of the jobs and employment settings to consider with a PhD in Business Management, Human Resource Management.

Related job titles to explore*

• Adjunct or part-time human resource management faculty
• Full-time human resource management faculty
• Dean or associate dean of business program
• Human resource director
• Director/vice president, human resources
• Director/vice president talent acquisition
• Director/vice president labor relations
• Director/vice president EEO and/or diversity
• Director/vice president compensation and benefits
• Director/vice president human resource development
• Chief human resource officer (CHRO)
• Senior human resource manager

Employment settings to explore

• Land-based or online college or university
• Community college
• Consulting firm
• Corporation
• Nonprofit organization
• Manufacturing
• Health care organization
• Insurance firm
• Small business
• Government—local, state, federal

*These are examples intended to serve as a general guide. Some positions may prefer or even require previous experience, licensure, certifications, and/or other designations along with a degree. Because many factors determine what position an individual may attain, Capella cannot guarantee that a graduate will secure any specific job title, a promotion, salary increase, or other career outcome. We encourage you to research requirements for your job target and career goals.

Take the first step toward earning your degree and achieving your goals. {page-tel}

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