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VCS-324 Administration of Veritas Enterprise Vault 12.3 resources |

VCS-324 resources - Administration of Veritas Enterprise Vault 12.3 Updated: 2024

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Exam Code: VCS-324 Administration of Veritas Enterprise Vault 12.3 resources January 2024 by team
Administration of Veritas Enterprise Vault 12.3
Veritas Administration resources

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VCS-261 Administration of Veritas InfoScale Storage 7.3 for UNIX/Linux
VCS-278 Administration of Veritas NetBackup 8.1.2
VCS-325 Administration of Veritas Backup Exec 20.1
VCS-324 Administration of Veritas Enterprise Vault 12.3
VCS-285 Veritas NetBackup 10.x and NetBackup Appliance 5.x Administrator

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Question: 34
An administrator is experiencing an issue that a user complains that the Virtual Vault fails to appear in the Outlook
Navigation Pane. The administrator has confirmed that Virtual Vault is enabled for the user in the policy setting.
Which file on the userâs PC should the administrator check next?
A. Webapp.ini
D. VC_desktop.txt
E. web.config
Answer: B
Question: 35
The Business Retention Category has a retention period of one year. This Retention Category and the Default
Exchange Mailbox policy are applied to the All Users Provisioning Group.
What will happen after the scheduled archiving task runs?
A. previously archived items and newly archived items will be assigned a retention period of one year
B. newly archived items will be assigned to the Business Retention Category
C. previously archived items will be reassigned to the Business Retention Category
D. newly archived items and previously archived items will be assigned to the Business Retention Category
Answer: B
Question: 36
An administrator needs to create a different Exchange mailbox archiving policy for the VIP group. The administrator
has added a new Provisioning Group called âVIPsâ, added the users to this group, applied the new Exchange mailbox
archiving policy to this group and synchronized mailboxes; however, the user continues to use the initial Provisioning
Which steps should the administrator perform to enable the VIP users to use the new Exchange mailbox archiving
A. Vault Administration Console > âVIPsâ Provisioning Group Properties > Archiving Defaults tab > âAutomatically
enable mailboxesâ
B. Vault Administration Console > Provisioning Groups Properties > use âMove Upâ button to move the âVIPsâ
Provisioning Group above the other Provisioning Group.
C. disable the VIP users manually > run the archiving task > enable the VIP users manually > run the archiving task
D. set the SyncInMigrationMode registry key to 1 > Synchronize the users in the archiving task
Answer: D
Question: 37
A Veritas Enterprise Vault 12.3 implementation has been running for five years. New Vault Store partitions are created
as the old Vault Store partitions become full, which is approximately every six months. There is only one Retention
Category, which is set for three years, and Storage Expiry runs regularly. The open Vault Store partition is now full
and all available storage devices are in use.
How should this issue be addressed with minimal impact on the Enterprise Vault server?
A. enable collections on the open Vault Store partition for items older than six months
B. set the first vault Store partition to Ready
C. set the first vault Store partition to Open
D. enable migration on the open Vault Store partition for items older than six months
Answer: C
Question: 38
An administrator has enabled SMTP archiving. Some messages contain a custom X-Header called
âCompany.ConfidentialPlansâ that is indexed by Enterprise Vault. Using Enterprise Vault Search, the administration
notices that searches for the X-Header value return no items, but that the correct value of the X-Header is visible as a
column in the results of other searches.
What should the administrator do, prior to rebuilding the index, so users are able to find items based on the X-Header
A. SMTP Policy > X-Headers tab > select the Searchable checkbox
B. SMTP Policy > X-Headers tab > change the name of the X-Header to âCompany.ConfidentialPlans.Searchableâ
C. SMTP Policy > X-Headers tab > change the Type setting to âSearchableâ
D. SMTP Policy > X-Headers tab > deselect the Retrievable checkbox
Answer: D
Question: 39
A Veritas Enterprise Vault 12.3 administrator wants to view how often items are read or retrieved after configuring
Enterprise Vault Auditing.
Which two Enterprise Vault Operation Reports require Auditing to be enabled? (Select two.)
A. Archive Quota Usage
B. Items Archival Rate
C. Archived Items Access
D. Exchange Server Journal Mailbox Archiving Trends
E. Archived Items Access Trends
Answer: C,E
Question: 40
An email system is configured to journal a copy of all messages for all users to a single SMTP email address,
âJournal@evsmtp.localâ. An SMTP target email address is set for journal@evsmtp.local and additional SMTP target
email addresses are configured for three users.
Which two steps must the administrator perform to ensure only messages belonging to the three user SMTP target
email addresses are archived? (Select two.)
A. Enterprise Vault Site Properties > Advanced > SMTP > Selective Journal Archiving
B. Enterprise Vault Server Properties > Advanced > SMTP > Selective Journal Archiving
C. enable archiving for SMTP target email address journal@evsmtp.local and all three user SMTP target email
D. disable archiving for SMTP target email address journal@evsmtp.local and all three user SMTP target email
E. disable archiving for SMTP target email address journal@evsmtp.local and enable it for all three user SMTP target
email addresses
Answer: B,E
Question: 41
Which two methods can be used to populate the Vault Administration Consoleâs Personal Store Management Files
container? (Select two.)
A. the SQL Add-PSTFile Procedure script
B. the Add-EVPstFile PowerShell command
C. in the Vault Administration Console, right-click Personal Store Management > Files and select âAddâ
D. the Add-EVPstComputer PowerShell command
E. in the Vault Administration Console, right-click Personal Store Management > Computers and select âImportâ
Answer: B,C
Question: 42
An organization has several new staff members.
Which two methods allow the administrator to enable a new userâs already provisioned mailbox in Veritas Enterprise
Vault 12.3? (Select two.)
A. run the Enable Mailbox for Archiving Task and configure Automatic Enabling for the Exchange Server
B. run the Exchange Mailbox Archiving Task and configure Automatic Enabling for the Provisioning Group
C. run the Enable Mailboxes for Archiving wizard
D. run the Exchange Mailbox Archiving Task and configure Automatic Enabling for the Exchange mailbox
E. run the Enable Exchange Archiving Task wizard
Answer: B,C
Question: 43
Refer to the Exhibit.
What does the Site Setting shown in the red box apply to?
A. restored and re-archived mailbox items
B. mailbox shortcuts
C. archives moved using the Move Archive wizard
D. Storage Queue items
Answer: B
Question: 44
What is the main benefit of the Indexing exclusions feature?
A. it allows the administrator to exclude specific email domain items from being indexed
B. it allows the administrator to remove excluded content from previously archived items
C. it reduces the number of false positives in eDiscovery searches by excluding email footers
D. it reduces the number of false positives in eDiscovery searches by excluding listed archives
Answer: C
Question: 45
How should an administrator modify the Move Archive feature settings?
A. modify Site > Advanced > Storage settings
B. modify EvPSTMigratorServer.exe.config and EvStorageOnlineOpns.exe.config
C. modify EvTaskGuardian.exe.config and EvMoveArchiveTask.exe.confg
D. modify Policies > Mailbox > Advanced
Answer: C
Question: 46
What is the purpose of Custodian Manager?
A. to submit the details of custodians and custodian groups for which a user wants to search when the user conducts a
Discovery Accelerator search
B. to manage Roles-Based Administration within the Vault Administration Console
C. to submit the details of custodians and custodian groups for which a user wants to search when the user conducts a
Compliance Accelerator search
D. to manage Client Access for eDiscovery custodian groups
Answer: A
Explanation: References:
Question: 47
An administrator is configuring parameters for how archived items will expire from Veritas Enterprise Vault 12.3.
Upon which two dates can storage expiry be based? (Select two.)
A. Modified date
B. Retention date
C. Archived date
D. Expiry date
E. Sent date
Answer: B,C
Question: 48
An administrator notices that nothing is being archived during scheduled archiving. However, users are able to archive
manually from Outlook.
What should the administrator check first to ensure items are archived during scheduled archiving?
A. verify the Provisioning task is running
B. verify the Mailbox Archiving task is running
C. verify the Mailbox Archiving task has Report mode unchecked
D. verify âInitially Suspend Archivingâ is unchecked in the provisioning group
Answer: C
Question: 49
What are two ways an administrator can determine the number of items pending in the Storage Queue on a Veritas
Enterprise Vault 12.3 server? (Select two.)
A. in the Vault Administration Console, view the Storage Queue tab on the Properties page of the
Enterprise Vault serverâs Storage Service
B. in the EnterpriseVaultDirectory database, query the StorageQueueStatus column from the StorageServiceEntry table
C. in the Message Queuing node of Computer Management, view the Number of Messages column for the Enterprise
Vault Storage Archive Queue
D. in Performance Monitor, view the Enterprise Vault StorageStorage Queue Pending Length counter
E. in Windows Explorer, view the Properties of the EVStorageQueue folder and note the number of files it contains
Answer: A,C
Question: 50
A user enabled for Vault Cache is unable to retrieve some archived items while disconnected from the network.
Which Vault Cache policy setting could be causing this behavior?
A. âOffline store requiredâ set to âYesâ
B. âLock for get item age limitâ set to âOffâ
C. âPreemptive archiving in advanceâ set to â7â
D. âContent strategyâ set to âStore only items that user opensâ
Answer: D

Veritas Administration resources - BingNews Search results Veritas Administration resources - BingNews Business Administration Vs. Human Resources

Leigh Richards has been a writer since 1980. Her work has been published in "Entrepreneur," "Complete Woman" and "Toastmaster," among many other trade and professional publications. She has a Bachelor of Arts in psychology from the University of Wisconsin and a Master of Arts in organizational management from the University of Phoenix.

Tue, 17 Jul 2018 19:13:00 -0500 en-US text/html
Resources and Forms No result found, try new keyword!Faculty are encouraged to complete the form as soon as they become aware of a potential proposal submission so the research administration team can get started right away. Wed, 13 May 2020 00:56:00 -0500 en text/html Budget Administration Resources

Budget Administration Resources

The University offers several online tools to help you better understand and manage your department's budget.


The Web*Financials suite helps you track all aspects of your department’s finances. Comprised of several smaller tools, including Web*Finance, Web*Salary, Web*Budget, and Web*Merit, the Web*Financials suite allows you to monitor and manage your budgets, salaries, and merit increases online.

We offer in-person training sessions for Web*Finance and Web*Salary, the two primary sections of the Web*Financials suite. To learn more about the two sessions or to register, please visit our Online System Training for Managers page.

We also have an online guide for using Web*Salary, a tool that allows you to manage and track your department's salaries, and an online guide for using Web*Merit, a tool for managing merit-based salary increases.

Drexel Careers (PageUp)

Drexel Careers, powered by PageUp, helps managers and members of Human Resources easily collaborate on the search and hiring process for new benefits-eligible professional staff and faculty positions. Please review this Drexel Careers Resources webpage for more information. You can also contact your Human Resources Business Partner with any questions.

Organizational Charts

The Org chart software allows you to view and search the University's org charts, including information on chains-of-command, employee contact information, and if you have access to Web*Salary, employee salary information. For more information about using the organizational chart software, read the User Guide [PDF].

Thu, 23 Dec 2021 02:28:00 -0600 en text/html
Records Administration & Compliance

The Records Administration & Compliance team works as a collaborative, caring partner to ensure the efficient delivery of HR services in meeting the needs of those we serve. We are committed to demonstrating integrity and a positive forward-looking approach with the services we offer. Our mission is to:

  • Ensure compliance with federal & state regulations and university policy & procedures
  • Provide stewardship, governance and compliance as it relates to HR data
  • Provide value-added services and support to stakeholders, end users, HR partners and internal HR departments

Records Administration & Compliance Staff

Rahul Thadani

Executive Director, Human Resources
Directs Records Administration & Compliance department operations

LaShonda McNair

Manager, HR Compliance
Manages Records Administration & Compliance department operations

Tywana Cannaday

Leave of Absence Coordinator
Leaves of absence, ACT documents, sick time donations

Donaresa Craig

Leave of Absence Coordinator
Leaves of absence, ACT documents, sick time donations

Majida Ilaiyan

HR Records & Compliance Specialist II
ACT documents for organizations beginning with 31-39

Angela Wilson

HR Records & Compliance Specialist II
ACT documents for organizations beginning with 69-70 (Hospital & LLC org)

Leslie Morris

HR Records & Compliance Specialist III
ACT documents for organizations beginning with 69-70 (Hospital & LLC org)

Geneva Thompson

HR Records & Compliance Specialist III
I-9, E-Verify, ACT documents for faculty, volunteers and Oracle access only

Sarita Gupta

HR Records & Compliance Specialist II
ACT documents for organizations beginning with 69-70 (Hospital & LLC org)

Sharon Keener

HR Records & Compliance Specialist II
ACT documents for organizations beginning with 0-29, 41-51

Kari Cotney

HR Records & Compliance Specialist II
I-9, E-Verify

Gail Averett

HR Training and Operations Analyst II
eLAS, I-9, E-Verify, HR OnBase

Megan Burrell

HR Records & Compliance Specialist I
Personnel Records Management
Thu, 02 Apr 2015 15:01:00 -0500 en-US text/html
Bill Ackman: Claudine Gay resignation was a good first step, but more needs to be done to fix Harvard No result found, try new keyword!The techniques that DEI has used to squelch the opposition are found in the red scares and McCarthyism of decades past. If you challenge DEI, “justice” will be swift, and you may find yourself ... Thu, 04 Jan 2024 21:01:00 -0600 en-us text/html MBA in Human Resources Online

Register By: February 24 Classes Start: February 26

The MBA That Fits Your Life

  • Just over $19K total tuition
  • Earn credentials along the way
  • Program accredited by ACBSP
  • Aligns with SHRM BoCK key competencies1
  • Complete in about 1 year
  • No GRE/GMAT required

MBA in HR Online Program Overview

A human resources concentration built into an MBA? That's the type of degree that can fit well into your career-advancement goals.

The Master of Business Administration (MBA) in Human Resources at Southern New Hampshire University prepares you to take on this increasingly important role. And because it’s an MBA, its approach to the HR discipline is to enhance your business acumen first and foremost, along with your ability to drive change.

The program lays a foundation in standard business administration topics, weaving courses like leadership, marketing, finance and operations throughout your coursework. You'll dive into them in different ways. For example, you won't just learn about leadership, you'll learn how to lead people, organizations and organizational change.

The comprehensive nature of this program makes it a great option for anyone interested in honing their business skill sets, strengthening marketability and increasing career opportunities – whether you're a accurate undergraduate, a well-established professional or somewhere in between.

With only 30 credits required to graduate for just over $19k, the new MBA program also allows you to move through your core coursework faster and for less, even giving you the ability to finish in about a year should you choose to take part full time.

However, despite the accelerated timeline, you can still anticipate the same level of rigor and complexity that you would find in a traditional MBA, allowing you to get the most out of your program in the least amount of time.

"Everything is business as you progress up the ranks of leadership,” said Kate Noor, an MBA academic advisor at SNHU. 

As with all of our HR programs, the MBA in Human Resources aligns with SHRM’s guiding principle – that human resource professionals must be prepared to play a key role in the success of today's agile companies. SHRM is considered the industry standard in HR credentialing.

The coursework was designed to include competencies found in the SHRM Book of Competency and Knowledge (SHRM BoCK™), which forms the basis for SHRM-issued HR credentialing opportunities. The SHRM BoCK covers the 8 behavioral competencies and HR knowledge human resources professionals need to do their best work.1

Melanie Rowe ’18G says her MBA in HR prepared her on many levels.

“The classes at SNHU have taught me a lot about change management, people management, group dynamics, company culture and leadership,” she said. “I’ve used this knowledge in my relationship management and to position myself as an informal leader, which makes it easier for me to recommend and implement change.”

What You'll Learn

  • The complexities of HR management
  • Data analysis and interpretation
  • Adaptable strategies for an organization
  • The cultivation of culturally aware and responsive teams
  • Plans around culture, ethical and legal standards, and sustainable practices

How You'll Learn

At SNHU, you'll get support from day 1 to graduation and beyond. And with no set class times, 24/7 access to the online classroom and helpful learning resources along the way, you'll have everything you need to reach your goals.

Career Outlook

The HR role will continue to evolve as companies in every industry adjust to the long-term effects of events like the COVID-19 pandemic.

But whether the workforce expands or contracts as organizations retool, there could always be demand for strong human resource leadership.

Results from the 2021 Graduate Management Admission Council (GMAC) Demand for Graduate Management Talent Survey show that businesses are seeking qualified MBA degree holders to assist with organizational restructuring fueled by the pandemic. And according to the 2021 GMAC Enrolled Student Survey, almost 8 in 10 enrolled students who responded agree that a graduate business education is a worthwhile investment, even in times of economic uncertainty.2

Likewise, most survey respondents feel confident in their employability in the face of the many challenges imposed by the global pandemic.2

This speaks to the value that earning your MBA in Human Resources can add to your resume, despite the ever-changing landscape. It's one of the most respected and versatile degrees in business, and it can help qualify you for a number of roles at the management level or above by furnishing you with both the strategic and soft skills needed to succeed in times of uncertainty.

Some of the top needed skills from MBA degree holders include leadership, strategy and innovation, decision making, and strategic and systems skills, according to GMAC.2 All of these skills are woven into SNHU's MBA in HR, plus embedded industry-aligned credentials are offered in many of these key areas.

Deborah Gogliettino with text Deborah GogliettinoDeborah Gogliettino, SNHU’s associate dean for human resources, explains it further.

“HR professionals need to understand business and think business first,” she said. “They also need to recognize that almost everything they need to do is to be done through other people – line managers, employees and their colleagues. Hence, they need to be able to build effective influencing and relationship skills.”

Earning your MBA in Human Resources can prepare you to pursue a variety of positions, including:

  • Human resources manager
  • Human resources director
  • Human resources consultant
  • Compensation and benefits manager
  • Training and development manager
  • Operations management

The outlook is good for these roles. According to the 2021 GMAC Demand for Graduate Management Talent Survey, demand for graduate management talent is returning to pre-pandemic levels.2 So whether you’re entering the HR field or looking to step up into management with your current employer, the MBA in HR can take you in a number of directions. 

You’ll find your MBA HR degree opens doors in managerial and executive positions across a diverse range of industries. According to the BLS,3 those industries include:

  • Educational services – state, local and private
  • Finance and insurance
  • Government
  • Healthcare and social assistance
  • Management of companies and enterprises
  • Manufacturing
  • Professional, scientific and technical services

Results from the 2021 GMAC Demand for Graduate Management Talent Survey also show that growth in the technology sector specifically has fueled the hiring of business school graduates.2

The beauty of an MBA in Human Resources is its versatility to cut across industries and areas of interest.

“A student’s decision to be in one industry or another has to do with their passions,” said Gogliettino. “I like mission-driven organizations. I like the multi-layers of complex issues you get in healthcare. But a student who’s adept at HR can work in any industry.”

If the C-suite is in your sights, an MBA in HR can help you get there faster. While every business values people management skills, many employers place greater emphasis on the ability to manage programs that affect their entire workforce. And, according to the BLS, employers generally compensate better for these skill sets.2

However, no matter which direction or industry you choose, MBA degree holders command some of the highest average starting salaries according to GMAC, with a median starting salary of $115,000.2 So not only is the program designed to equip you with the necessary skills to excel in business and HR, getting your MBA in HR degree could lead to higher earning potential.

Job Growth and Salary

The MBA in HR could put you on a growing, lucrative path.

Job Growth

The outlook looks good for roles through 20323:

  • Human resources managers: 5% job growth
  • Training and development managers: 6% job growth


And the 2022 median salaries for jobs were much higher than the pay of all workers combined3:

  • Human resource managers: $130,000
  • Training and development managers: $120,000

Understanding the Numbers
When reviewing job growth and salary information, it’s important to remember that genuine numbers can vary due to many different factors — like years of experience in the role, industry of employment, geographic location, worker skill and economic conditions. Cited projections do not certain genuine salary or job growth.

Where Could You Work?

Some of the largest employers of HR managers are:

Professional, Scientific and Technical Services

Provide a number of services, such as payroll, consulting, training and acquisition, among other roles.

Corporations and Enterprises

Serve in an HR leadership position that gives you the opportunity to make decisions that can move organizations forward.


Manage HR functions in an industry that you're passionate about, like computers, furniture, textiles, food and more.


Become an HR leader in a fast-growing field, making employee-focused, data-driven decisions aimed at improving patient outcomes.

Start Your Journey Towards an Online Human Resources Degree

Why SNHU for Your MBA in Human Resources Online

Admission Requirements

How to Apply

Melanie Rowe

What SNHU Graduates are Saying

Melanie Rowe ’18G

“As a director, it’s important to have a good business foundation in addition to expertise in your field. SNHU’s MBA program allows me to take the core business classes I need to be a director in addition to the HR classes I would take if I was just pursuing a master’s degree in HR.”

Courses & Curriculum

The business world needs well-educated human resource professionals more than ever.

SNHU's MBA in Human Resources online was designed to expand your expertise on a wide range of human resource management topics. Like all of our online MBA programs, it explores today’s most relevant themes, including ethics and corporate social responsibility, leadership, strategy, management, technology and innovation. And because it’s an online program, it allows you to build relationships with a diverse group of students while enhancing the “soft skills” that are so essential to success in business.

Kate Noor with text Kate Noor“An MBA is great for those in a ‘traditional’ business setting, but every industry has room for an MBA in some capacity. What you learn is beyond just crunching numbers," said SNHU academic advisor Kate Noor.

The MBA in HR consists of 7 core MBA courses and 3 human resource courses. Depending on your academic background, you may need to supplement the core courses with business foundation coursework. However, those with a bachelor’s in business administration, human resources or a related area may be able to waive one or more foundations – and jump into the core more quickly. 

The MBA in HR program follows the same structure as our other MBA programs, allowing you to:

  • Earn credentials embedded throughout the program. Not only gain a master's degree, but build up your resume along the way with industry-recognized certifications in tools like Power BI, MS Excel and Tableau – plus, enhancement of soft skills like human intelligence and strategy implementation.
  • Take part in scenario-based learning. Using both disciplinary and interdisciplinary knowledge, as well as creative thinking and problem-solving skills, you'll participate in interactive scenarios that provide you with real-world experience, while receiving guidance from professors with real-world expertise.
  • Participate in a flex learning pathway. You'll get more fluidity in assignment due dates. Some even span across multiple modules with related themes, allowing you to draw relationships between business principles.
  • Learn through multimedia exposure. Strengthen your understanding of complex courses with animations, video communication tools and videos featuring industry leaders sharing business insights.
  • Access timely resources. Take advantage of hand-selected, relevant resource material from leading professional organizations and publications.

The MBA human resource management concentration stresses the strategic nature of the HR role. You’ll learn how the HR system helps drive the overall organizational mission and see its impact from both a human resource and business perspective. Broad themes include:

  • Strategic decision-making
  • Market-driven connectivity
  • Human resources technology
  • Recruitment and hiring
  • Compensation and benefits

The human resource courses that make up SNHU’s concentration align with the guiding principles of the Society for Human Resource Management (SHRM), the industry standard in HR credentialing. Coursework emphasizes competencies in the SHRM Book of Competency and Knowledge (SHRM BoCK™), which forms the basis for SHRM credentials.1

As you progress through the MBA in HR program, you may take these 3 concentration courses:

  • Strategic Human Resource Management: Examine key regulatory procedures and human resource requirements as they apply to organizations. Analyze the strategic role of the HR manager in recruitment, hiring, training, career development and other functions within the organizational setting.
  • Total Rewards: Examine the impact of compensation and benefits within the organizational structure to design a compensation and benefits program. courses include job analysis, surveys, wage scales, incentives, benefits, human resource information systems (HRIS) and pay delivery administration.
  • Leading Change: Discover the various techniques and strategies used to effect systematic change and transform organizations. Coursework integrates Kotter's processes for leading change, organizational development and transformation theory and practice, emphasizing the use of teams as a key change factor.

As you complete your MBA in Human Resources concentration courses, you’ll learn to lead and operate within cross-functional teams by effectively navigating the complexities of HR management.

“HR is complex, because it has a lot of different variables to it,” said Deborah Gogliettino, SNHU’s associate dean for human resources. “It’s not something you can wing. You have to know the business plus employment laws, federal and state. You answer questions every day in your work.”

Melanie Rowe '18G works for a nonprofit and believes “it’s important to have a good business foundation in addition to expertise in your field.” She most enjoys working in compliance, because she likes “being involved in the action."

“Compliance lets me get involved in every department in the organization,” she said. “I get to learn how everything functions, help fix things that aren’t working and ensure that our process and programs are supporting the organization’s sustainability.”

SNHU also offers a graduate certificate in human resource management, which MBA in HR students can take as a standalone or fold into their program with minimal additional courses. Taking advantage of this opportunity lets you walk away with not one but two in-demand credentials. Together, these two credentials provide robust competency in multiple areas of business as well as HR – an ideal way to increase your knowledge, skills and marketability.

Don't have a business background? No problem. Our MBA is accessible to everyone. Interested students must have a conferred undergraduate degree for acceptance, but it can be in any field. Those without an undergraduate degree in business or a related field may be asked to complete up to 2 foundation courses to get started. These foundations cover essential business skill sets and can be used to satisfy elective requirements for the general-track MBA. With foundations, the maximum length of your online MBA would be 36 credits.

Attend full time or part time. Students in the MBA have the option to enroll full time (at 2 classes per term) or part time (with 1 class per term). Full-time students should be able to complete the program in about 1 year, while part-time students could finish in about 2 years. Our students are busy, often juggling jobs, family and other obligations, so you may want to work with your academic advisor to identify the course plan that works for you. The good news is, you can switch from full time to part time and back again as often as you want.

Minimum Hardware Requirements

Master of Business Administration (MBA) Technical Requirements

University Accreditation

New England Commission of Higher Education Southern New Hampshire University is a private, nonprofit institution accredited by the New England Commission of Higher Education (NECHE) as well as several other accrediting bodies.

Tuition & Fees

Tuition rates for SNHU's online degree programs are among the lowest in the nation. We offer a 25% tuition discount for U.S. service members, both full and part time, and the spouses of those on active duty.

Online Graduate Programs Per Course Per Credit Hour Annual Cost for 15 credits 
Degree/Certificates $1,911 $637 $9,555 
(U.S. service members, both full and part time, and the spouses of those on active duty)*
$1,410 $470 $7,050 

Tuition rates are subject to change and are reviewed annually.
*Note: students receiving this rate are not eligible for additional discounts.

Additional Costs:
Course Materials ($ varies by course). Foundational courses may be required based on your undergraduate course history, which may result in additional cost.

Frequently Asked Questions

What can you do with an MBA in Human Resources?

Where can I get a master's in human resources?

Is HR a good career choice?

Which is better, an MBA or MHRM?

How much does a master's in HR cost?

Marketing Instructor Lori Flowers: A Faculty Q&A

Lori Flowers brings more than 20 years of experience in marketing and promotions in the radio industry to the online classroom as an adjunct instructor in SNHU's communications program. Recently she answered questions about her career, the importance of education and more.

What is a Business Consultant?

In today’s globally interconnected economy, organizations are constantly looking for ways to become more efficient and more profitable. Business consultants are relied upon by companies and corporations of all shapes and sizes to create strategies designed to help those organizations succeed.

SNHU Spotlight: Tatiana Toledo, BS in Sports Management Grad

Tatiana Toledo '21 was a competitive basketball player for 12 years before she was sidelined due to injury. But even what her plans changed, her passion for athletics never subsided. That's why she decided to earn a bachelor's degree in sports management from SNHU.


Sources & Citations (1, 2, 3)

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Following are recommended guidelines (policies and procedures) for handling on-going compensation issues as an employee of Saint Louis University.

Salary Structure

Human Resources is responsible for establishing and maintaining the University's salary structure(s). A salary structure consists of a number of grades intended to reflect typical industry pay levels related to each job. Each pay grade is constructed with a minimum and maximum dollar amount. The minimum and maximum represent the lowest and highest salary that may be paid for a job assigned to that pay grade. The spread between the minimum and maximum is referred to as the range. The dollar range associated with each pay grade is designed to:

  • Allow recognition of variations in performance and experience among employees doing work that demands comparable levels of skills and responsibilities; and
  • Be competitive with salaries paid in the market for comparable skills and responsibilities.

Human Resources will annually review the salary structures to ensure a competitive posture within our various labor markets and will adjust the structure by the appropriate labor market rates using third party published survey data. Each job is assigned to a pay grade based on a comparison of the job in relation to similar jobs in the relevant industry and geographic market and an evaluation of duties and responsibilities of the job relative to other jobs.

Senior management determines how the pay ranges are positioned relative to the labor market. The overall compensation strategy will determine whether the pay ranges are above, below or equal to the labor market. This strategy is reviewed periodically and may change from time to time to meet changing business needs.

Any changes made to the salary structure(s) are independent of individual salary adjustments granted to employees.

Employees below the pay range minimum

If as a result of a pay range adjustment, an employee falls below the minimum of the pay range assigned to their job, the employee's salary will be adjusted to the new minimum of the pay range consistent with the University's Staff Performance Management policy and practices.

Employees above the pay range maximum

In cases where an employee's current salary or proposed adjusted salary will exceed the maximum of the pay range, the employee may receive a lump sum merit increase to be paid separately and not added to their base salary, until the employee's base salary is recaptured within the salary structure from future salary structure movement.

Job Descriptions/Job Documentation

To assure accurate and valid evaluation of all jobs, it is the responsibility of each department director/manager to regularly review and maintain current job descriptions for all separate and distinct jobs within their department. It is recommended that during the performance review each year that the job description be reviewed to ensure accurate essential responsibilities. Human Resources will provide such assistance as may be requested. Job descriptions provide the organization with important job documentation, such as:

  • General description of work
  • Essential job functions (examples of typical tasks)
  • Minimum qualifications
  • Education and experience
  • Knowledge, skills and abilities
  • Licenses, certifications or registrations
  • Essential physical skills
  • Environmental conditions

Job descriptions also play an important role in compensation administration, as well as other personnel management functions. They are used to:

  • Ensure employees are assigned to appropriate jobs; 
  • Facilitate job-content evaluation;
  • Facilitate salary survey exchanges;
  • Explain and, when necessary, defend certain pay-program decisions to employees and outsiders;
  • Assist in recruiting efforts;
  • Establish performance standards;
  • Facilitate organizational design; and
  • Assist in establishing career paths (succession planning) and promotional ladders.

Human Resources is responsible for reviewing new jobs, confirming job titles, reviewing changes in existing job classifications that may impact the grade assignment, and approving pay grades and ranges.

Job documentation is the process of collecting and reporting pertinent information about the nature of a specific job that is used to make compensation decisions. The following job documentation must be submitted with each job evaluation/re-classification request:

  • Completed analysis questionnaire/job description;
  • Revised organizational chart for your department or business unit; and
  • Job justification documentation regarding why the position is new or amended.

Job Evaluation

Job evaluation is a systematic process for determining the worth of a job within an organization relative to all other jobs in the organization. The basic purpose of evaluating jobs is to establish a system of relationships between jobs that recognizes their similarities, differences, and organizational contributions as well as its market value. It provides, as a result, an objective basis for attaching pay ranges to jobs.

Both new and existing jobs will be evaluated using the documentation outlined above. An existing job may be re-classified to a higher or lower pay grade based on expanded or reduced duties and responsibilities. In most instances, the employee should complete the job description questionnaire; the supervisor should review it for completeness and accuracy; the department director should approve it and then forwarded it to Human Resources.

There will be a one year moratorium on changes to existing jobs after the completion of the salary study, except in the event of a "reorganization" that will be subject to review and approval by the unit vice president, the vice president of Human Resources, the chief financial officer and the president.

After this moratorium, reclassifications will occur one time per year. All reclassifications requests should be made on or before January 1 of each year to be effective July 1.

Human Resources will use the following definitions to determine the type of re-classification request.

Newly created jobs

These positions are newly created jobs that do not currently exist in any other unit, are new to the unit or new to the budget, have at least 60% of time spent performing the jobs' essential responsibilities (as identified in the current job descriptions), are not presently found in the descriptions of other jobs within the University, unit, budget, and are not the result of changes in existing jobs.

Changes in existing jobs

Reclassification is defined as a job where at least 60% of time spent performing the jobs' essential responsibilities, as identified in the current job description have changed and may warrant a new job title and a new job description. This can include movement of a job to a higher, lower or same salary grade and are typically within the same job family. Funding for salary adjustments as a result of a reclassification will be provided by the department/division requesting the reclassification.

Amended job is defined as a job in which at least 60% of the jobs' essential responsibilities, as identified in their job description, have not changedbut a title change may be required to better fit what they are doing in their job. This may also require an update to the job description.

The classification of existing positions can be changed when it is determined that the position is incorrectly classified. The supervisor must have facts that support the requested change.

Human Resources will then:

  • Determine whether the job is exempt or non-exempt;
  • Conduct a salary survey data analysis as appropriate (external market pricing);
  • Conduct an internal equity comparison, using the existing salary grade assignments as anchor points; 
  • Determine the appropriate pay grade and range for the job; and
  • Submit to senior management for review and approval.
  • The University uses both external equity and internal equity to slot jobs into pay grades which is important in maintaining a competitive compensation strategy.

External Equity (Market Pricing)

Market pricing is the process of attaching monetary rates to jobs so that the system of internal equity established through job evaluation acquires the added dimension of external equity. It is through market pricing that the internal values of jobs to an organization are aligned with external rates of pay the labor market indicates to be appropriate for those jobs. Market pricing preserves competitiveness with other organizations, reflects economic supply and demand factors affecting specific jobs, and recognizes differences in the various mixes of occupations. Together, internal equity and external competitiveness (market pricing) factors bring balance to compensation decisions.

It is important to remember that the process of market pricing is an analysis of the duties and responsibilities of a job and not an analysis of an employee's level of performance or of a candidate's background or experience.

Internal Equity

Internal equity refers to the worth of a job within an organization relative to all other jobs in the organization. Internal job evaluation is the methodology utilized to establish internal equity. Job evaluation expresses the organization's culture and values, allocates compensation funds according to expected contribution to the organization and assists with the valuing of non-benchmarked jobs. Internal equity factors such as knowledge, judgment, autonomy, complexity etc., are used to determine the appropriate internal hierarchy of jobs within the University.

Starting Rates (New Hires)

Determination of starting pay for a new hire is based on several factors:

  • Salaries offered to new employees must be within the applicable pay range. 
  • The candidate's qualifications and work experience relative to the job requirements.
  • Current pay levels of incumbents in the same or similar jobs within the organization.

New Hire Salary Guidelines

The normal hiring range for new employees is between the minimum and the first quartile of the pay range. New hires that meet the requirements for the job, but possess less than one year of relevant experience for the job will normally be hired at or near the minimum of the pay range.

Hiring within the normal hiring range will provide the greatest future incentive for salary increases based on achievement. It also assures salary expense control in the absence of demonstrated performance.

There may be occasions when a candidate's qualifications and relevant work experience warrant a starting salary that is greater than the first quartile of the pay range. Relevant experience is defined as those skills and attributes as identified in the job specification and uniformly recognized in the external market.

All requests for hiring rates above the normal hiring range must be submitted to Human Resources for review and approval with concurrence from Senior Management before an employment offer is made.

For individuals hired between January and July, each vice president has the discretion to allow an adjustment to salary at such time they deem appropriate. Funding for salary adjustments will be provided by the department/division requesting the adjustment.


A promotion is the advancement of an employee from his or her current job to another open job with greater responsibilities in a higher pay grade. The promotion is based on documented, demonstrable increase in the scope of work. And may or may not have a 60% change in responsibilities depending on the "importance level" of the changes. The granting of a different title alone, without a change in pay grade, is not considered a promotion.

A reclassification promotion may occur when an incumbent in a job family increases responsibility, autonomy, judgment or decision making and is promoted via the reclassification process. Promotions may include an increase in responsibilities, a change within the job family, a change from non supervisory to supervisory or a change from non exempt to exempt due to increased level of decision making or responsibility for policy for the organization.

Salary Adjustments

An employee who receives a promotion to a higher salary grade (either by taking on a new job or the employee's current job is reclassified to a higher salary grade) should receive a salary increase at the time the promotion becomes effective, to at least the minimum of their new pay range.

Promotional increases are limited to a 5-10% increase in base salary, or to the minimum of their new pay range, whichever is greater. Increases will be capped at the pay grade maximum and are subject to review and approval by management, department budget and Human Resources. Promotional salary increases will be granted at the time of the promotion.


Demotions are defined as reductions in job duties and responsibilities that result in a salary grade reduction. Demotion decreases are limited to a 5-10% decrease in base salary or to the maximum of their new pay range, whichever is greater and are subject to review and approval by management, department budget and Human Resources.

Lateral Transfers

If or when an employee is either recruited to or assigned another job within the same salary grade with essentially the same job responsibility level, the employee will remain at their current salary level and salary grade to which they are currently assigned. Salary adjustment requests for lateral transfers, based on internal and/or external equity or a significant change in job status are limited to a 5% increase in base salary and are subject to review by management, department budget and Human Resources.

Fri, 30 Nov 2018 07:39:00 -0600 en text/html
Records Administration & Compliance

Records Administration & Compliance provides support to UAB and UAB Hospital departmental representatives in the processing of personnel actions via the UAB Administrative System and the ACT Document form. The Records Administration & Compliance department also maintains all documentation related to personnel actions throughout an individual’s employment with UAB. Follow the links below to learn more about records services at UAB.

Sun, 16 Aug 2020 02:13:00 -0500 en-US text/html

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