10 Most Affordable Doctorate in Human Resources Online
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Getting an online Ph.D in Human Resources appeals to a large number of students. Our list of the top 10 most affordable Doctorate in Human Resources Online programs provides students with a list of which school offer HR programs and which programs charge the least in terms of tuition. Many of the students attending these programs are professionals who already have a business degree and work for a company, but want to make more. Some students hope to start companies of their own too. We created a methodology to show our readers how we ranked human resources Ph.D online programs.
Affordable Online Human Resources PhD Programs
Our Methodology, Explained
|Academic Quality||Full-time faculty percentage, student-to-faculty ratio, student retention and graduation rates||30%|
|Affordability||Tuition rates, median student debt, and financial aid||10%|
|Reputation||Admission and enrollment rates||30%|
|Program Offerings||Number of program options||20%|
|Online Enrollment Score||Portion of learners taking at least one online course||10%|
Human Resources Doctorate Programs for You
These top schools offer a variety of online graduate degree programs. Figuring out where to apply? Consider one of these online Master’s or PhD programs.
Additional Online Doctorate in Human Resources Offerings
Ph.D in Human Resource Management with Organizational Behavior
Average Graduate Tuition: $16,274 Per Year
Ph.D in Organizational Development and Leadership
Average Graduate Tuition: $18,336 Per Year
Ph.D in Human Resources
Average Graduate Tuition: $50,953 Per Year
Ph.D in Management and Strategy
Average Graduate Tuition: $51,950 Per Year
Frequently Asked Questions
Looking at cheap online human resources Ph.D programs isn't the only thing students should do before applying or enrolling. We highly recommend taking a look at some of the questions that others students asked and the responses to those questions.
What Disciplines Are Within Human Resources?
The Society for Human Resource Management (SHRM) is the top professional organization within this field. It allows students and professionals to become members and attend conferences and other special events. Members can also post and apply for jobs on its job board and read its official publications. The SHRM lists the individual disciplines within this industry as including:
- Health, safety and security of employees
- Employee relations
- Rewards, compensation and benefits
- Organizational development
Employee health, safety and security deals closely with the methods and procedures that help workers stay safe on the job. This discipline can include treatment options for those diagnosed with specific diseases and medical conditions, planning for possible disasters and reducing mental health problems in the office. Employee relations is a discipline that focuses more closely on the connections between employers and their workers. It looks at how to improve retention, the best way to conduct exit interviews and methods used to recruit new employees.
Organizational development focuses on the organization as a whole and the ways in which that organization can improve itself. Workers might focus on improving communications between departments, changing the training that new workers go through and implementing mentoring programs to help new workers. Those working in rewards, compensation and benefits will look at what compensation employees deserve. This can include paid vacation time, paid health leave, health insurance and bonuses.
What Jobs Are Open to Those with a Human Resources Ph.D?
Many online Ph.D in Human Resources focus specifically on training students to work as teachers. There is a common misconception that students enter doctoral programs because they want to teach and work in academia. While there are jobs open in the education field to these graduates, there are other jobs open to them too. Some may prefer working as a human resources manager. These men and women are responsible for the needs of a large group or a department within an organization or corporation. They may assign duties such as writing up new job listings and going through candidates who apply for those positions. Managers will also work with employees to create better benefits that makes jobs more appealing to applicants. A small number of graduates may work as human resource specialists, but those working in these jobs usually need only a bachelor's degree.
Working as a college professor appeals to those who want to do research and teach at the same time. Many colleges have a tenure track, which is only available to full professors. Once those teachers receive tenure, they can spend more time doing research and less time teaching. Professors maintain office hours to meet with students and offer support to those who need extra help. They may work with teaching or research assistants or on their own. Adjunct professors work on a part-time basis and may teach just one or two classes every semester while working for an HR department in the same city or town.
How Much Can a Doctoral Degree Holder Earn?
Many prospective doctoral students will want to know how much they can make with this type of degree, because they want to know if taking the time to go back to school is worthwhile. It's usually worth it to earn a doctoral degree in human resources because these graduates can earn significantly more than those with only a master's degree earn. The median salary for a human resource specialist is around $59,000 a year, but this position requires just a bachelor's degree. Those with a doctoral degree can find work as an HR manager, which is a position that has a median salary of nearly $107,000 a year.
Human resources managers working for private companies and in enterprise positions earn the highest salary, which climbs to more than $120,000 a year. Those working in government and health care positions earn the lowest median salary, but those professionals can still earn more than $90,000 a year. The median salary for college professors is around $75,000 a year. Teachers working for private universities earn more than those working for public schools do.
Where Do HR Professionals Work?
Earning a human resources doctorate online allows students to live and work in one state or city while earning a degree from a completely different area. Before graduating, those students will find it helpful to look at which states hire these professionals. The highest concentration of HR managers in the United States is in California, where these managers earn a median salary of more than $135,000 a year. New York is also home to a number of these professionals and pays them a higher median salary of more than $140,000 a year. Managers typically live and work in major cities like San Francisco, New York City, Los Angeles and Washington, DC.
The median salary for workers living in major cities is high because those cities have a high cost of living. Cost of living refers to all the costs that workers face, including rent or a mortgage, groceries, gas, clothing and utility bills. Those living in rural areas and smaller cities may earn less but still come out ahead because they spend less money on needed expenses.
What is a Human Resource Dissertation?
Online Ph.D. in Human Resources require that students do a dissertation in the last year of the program. This is similar to the thesis done by graduate students, but is much longer and more detailed. A student will first meet with his or her adviser to go over a list of possible topics. The two will work together to decide on the final project. Most colleges and universities give students course credit for their research and any other work they do on the dissertation. Students can pick topics that relate to what they want to do with their degrees or where they want to work. They can focus on topics such as the benefits of proper employee training programs, the best methods of conducting employee appraisals, how letting employees work from home will affect a company and the importance of wellness programs in the work space.
How Does the Dissertation Defense Work?
The dissertation defense refers to the way in which students present their final work. Online programs may offer students the chance to do this online, but some will require that students come to the campus to defend their work. Professors working in the human resource department, which usually includes the student's adviser, will ask the student to present his or her paper or project. After finishing the presentation, the panel has the chance to ask questions based on what they heard and read. It's the student's responsibility to answer all their questions and refer back to the work that they did. Successfully presenting a dissertation is usually the last step students take before getting a doctoral degree.
How Can Online HR Doctoral Students Gain Teaching Experience?
Traditional doctoral programs allow students to apply for positions as teaching assistants. A TA will work closely with a professor from that department and handles some of the teaching responsibilities. They might proctor midterm and final examinations, meet with students during office hours, pass out assignments and grade the work that students submit. Those enrolled in an online program will need to look for other opportunities to gain the teaching experience they need to work in academia. Many community colleges and vocational schools hire teachers with just a master's degree, especially if the teacher has practical experience. Students can also apply for jobs in job centers that offer training and counseling for locals looking for work.
Students have the chance to get their doctoral degrees while still working a full-time job and handling all their other commitments too when pursuing an online Ph.D in Human Resources
How Has The Pandemic Changed Human Resources?
In the age of COVID-19, with a legion of workers going remote and facing new challenges, the role of a human resources manager has taken on new importance. HR must now navigate new health precautions, remote interviews, and transitioning important processes like orientation from in-person to online.
There is no denying that the pandemic has changed how HR interacts with employees. From how new workers are found to how they are onboarded and offered routine support — COVID-19 has really changed the playing field.
Here are five ways the coronavirus has altered the habits of HR professionals for now, and why many of these changes could be permanent.
1. Virtual recruiting
A move to remote work has resulted in the need for virtual recruiting and orientation. In a survey of 1,500 talent acquisition professionals conducted by LinkedIn, an overwhelming 70% of respondents said that virtual recruiting would continue to complement in-person interviews after COVID-19 passes. Virtual recruitment is often more affordable and efficient than bringing potential hires into the office. Moving forward, HR professionals may need to be comfortable with a hybrid of face-to-face and virtual recruitment.
2. Onboarding and training
Gone (for now) are the days of training several new office job hires in a large conference room with a presentation. Instead, HR professionals are leveraging online training programs and manuals. And jobs that require hands-on training have also changed. There has been an increased need for cleaning, minimizing human contact, and offering flexibility when teaching a new worker about operating machinery or doing other tasks. One significant change is the adoption of robotic management, and contact-free strategies are understandably on the rise.
3. Employee communication and support
There are many new opportunities for crises during COVID-19, all of which require an empathetic and efficient response. HR professionals are developing new strategies for responding to employees’ mental health needs, physical health needs, adjustment to working from home, and issues with being an essential worker. One 2020 survey showed the top crisis issues facing HR professionals were the health of employees, transition to remote work, creating engagement with working remotely, and protecting employees’ jobs. Rapid response programs allow HR to communicate quickly with remote employees.
4. Employee safety
Many companies are following CDC guidelines for businesses as they welcome some employees back to the workplace, and HR is often organizing relevant programs and disseminating information. These changes include moving desks and workstations farther apart, conducting daily health and temperature screenings, mask-wearing, and disinfecting communal surfaces daily. Some companies may even assign a coordinator to schedule regular testing in spaces where distancing is not possible. The CDC recommends weekly testing if possible.
5. Maintaining company culture virtually
Another role of HR is the social engineer, making sure employees remain engaged and happy within the organization. Providing a supportive environment (or company culture) is more challenging during the time of COVID-19. Organizing special deliveries at home, encouraging video happy hours, and making the office-to-home transition as seamless as possible are all helping.
How Are Companies Improving Diversity and Inclusion Efforts?
Amid thousands of protests against racism and inequality, HR is in a unique position to acknowledge the emotional toll on employees and react. Many companies are also promising an improved plan for increasing diversity, equity, and inclusion (DEI).
Future human resources professionals will have to show up with DEI training, ready to build a diversified staff and coach managers to incorporate inclusion. Effective diversity and inclusion efforts should be transparent, pay consultants fairly for their work, and feature meaningful actions.
Employers are making more DEI jobs available, opening up a field for HR pros who understand and want to promote a diverse set of perspectives. Honing up on diversity training and racial justice issues can make you a strong candidate for such roles.
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