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Online Learning: Human Resource Certificate
Courses are approved for recertification credits by the HR Certification Institute.
Employees touch every part of an organization and in fact, at most organizations, personnel, both direct and indirect costs, are often the largest single factor to the bottom line. Supervisors and human resource professionals who understand these factors can be instrumental in shaping an organization and its people. The Certificate Program in Human Resource Management, designed to be completed within one year, will provide current or aspiring supervisors, managers and human resource professionals the opportunity to acquire the knowledge, practices, skills and credentials necessary to effectively manage today's workforce.
A high school diploma or GED certificate is required, although some college or equivalent experience is helpful.
The human resource certificate will build or enhance your knowledge of current HR practices; teach you how to successfully manage and motivate an increasingly diverse workforce; and help you apply business, social, regulatory, and technical issues to your industry and work situation so you may effectively lead your employees and your business in a challenging and changing environment. The certificate may be pursued by those seeking an associates or bachelor education, as well as students seeking a stand-alone certificate showing knowledge in human resource management.
Recertification Through HR Certification Institute
The courses in this certificate have each been been approved for 30 recertification credit hours toward Professional in Human Resources (PHR) and Senior Professional in Human Resources (SPHR) recertification through the HR Certification Institute. Contact us for more information.
The core courses will provide the framework while the electives will allow you to tailor the level of specificity to your particular interests. The 16 credit certificate is available on-line and is designed to be completed within one year.
|Core Courses (required courses)||Credits|
|HRM201 Essentials of Human Resource Management||3 credits|
|HRM301 Legal & Ethical Issues in Organizations||3 credits|
|HRM440 Strategic Human Resource Management||4 credits|
|Electives (choose a minimum of 2 courses)||Credits|
|HRM310 Employee Recruitment, Selection and Placement||3 credits|
|HRM410 Total Rewards||3 credits|
|LDR411 Effective Performance Management||3 credits|
|Online Sessions||Online Course Offerings|
|Spring 2014 - Session 1
First Day of Session: 1/13/2014
Add/drop deadline: 1/15/2014
Withdrawal deadline: 2/12/2014
Last Day of Session: 3/7/2014
|HRM201 Essentials of Human Resources|
|Spring 2014 - Session 2
First Day of Session: 3/17/2014
Add/drop deadline: 3/19/2014
Withdrawal deadline: 4/16/2014
Last Day of Session: 5/9/2014
|HRM301 Legal & Ethical Issues in Organizations|
|Summer 2014 - Session 3
First Day of Session: 5/26/2014
Add/drop deadline: 5/28/2014
Withdrawal deadline: 6/25/2014
Last Day of Session: 7/18/2014
|LDR411 Effective Performance Management|
|Fall 2014 Session 4
First Day of Session: 8/4/2014
Add/drop deadline: 8/6/2014
Withdrawal deadline: 9/3/2014
Last Day of Session: 9/26/2014
|HRM410 Total Rewards|
|Fall 2014 - Session 5
First Day of Session: 10/13/2014
Add/drop deadline: 10/15/2014
Withdrawal deadline: 11/12/2014
Last Day of Session: 12/5/2014
|HRM440 Strategic Human Resource Management|
The Human Resource Certificate allows you:
To gain the knowledge and skills to obtain an entry level generalist position in human resource management;
To expand your experience and gain greater depth of knowledge to obtain a more specialized position in human resource management.
To build supervisory skills to enter into an entry or mid-level management position within any area of the organization.
For more information about the certificate program in Human Resource Management, contact Sharon Beaudry, J.D., SPHR Assistant Professor, Business Administration email@example.com
Accredited by New England Association of Schools & Colleges (NEASC)
Detailed Course Descriptions
Explore the six core areas of human resource: management practices; selection and placement; training and development; compensation and benefits; employee and labor relations; and health, safety, and security. Learn how these areas function within an organization, as well as how they relate to each other. You also investigate the growing multitude of laws, rules, and regulations that affect the employer and the role of the human resource professional in an organizational setting. This course will allow you to apply these core areas to the industry you work within (or aspire to) and to work situations you have experienced or are now working within.
The complexities of the issues surrounding human resource management necessitate a good understanding both of the inter-relationship between state and federal legislation and court decisions and of the daily activities of the human resource function. This course explores issues that affect workplace policies, such as the Americans with Disabilities Act, AIDS, alcohol and drugs, sexual harassment, privacy rights, and related matters. Seminal employment legislation such as FLSA, Title VII of the Civil Rights Act, and the Equal Pay Act will be investigated and applied to different work environments. You will learn who regulates which laws, how violations are investigated, processed, and penalized and how to comply with the laws appropriately. You will also explore ethical questions that confront a business when it is faced with social, political, and legal issues while examining the role of business in formulating social conscience. Prerequisite: HRM201 or BUS215
The course presents a comprehensive staffing model that identifies all the key components of staffing, external influences, and staffing system management. Major areas covered are various models, external influences (economics, laws and regulation), staffing strategy and planning, job analysis, measurement, external and internal recruitment, external and internal selection, decision making, retention and management of the staffing system. Emphasis is placed on staffing strategy and the importance of securing employees that will have an impact on the production levels of the organization. Prerequisite: HRM201 or BUS215
This course explores four strategic choices in managing compensation: concerns for internal consistency, external competitiveness, employee contributions, and administration. Each of these strategic decisions is examined in terms of organizational goals related to production levels, culture, recruitment and retention. The examination is made in the context of related theories, research, and state-of-the-art practices that can guide compensation decision-making. Prerequisite: HRM201 or BUS215
This course examines every facet of performance management, including its definition, benefits, and application in most organizations. The potential costs both direct and indirect of performance management, particularly when it is planned and implemented poorly will also be studied. If you are a manager or supervisor in a company of any size or expect to be you will learn how to create and implement a successful program in performance assessment and improvement. You will also learn how to support others in creating, implementing and assessing their own performance assessment initiatives. You will learn how to develop effective performance appraisal processes, measurement criteria, tools, and systems. You will discover methods to train those who must give the evaluations, and assess the results of the appraisal program itself. Feedback, coaching, mentoring, motivation, effective job description and job design will all play a part in the study of performance. Finally, you will also analyze the methods used to control performance: disciplinary procedures, regulatory requirements and restrictions, promotion, training, recognition, promotion, and even termination procedures. Prerequisite: HRM201 or BUS215, HRM301.
The alignment of organizational goals with an organization's competencies is crucial in delivering desired outcomes to stakeholders: employees, customers, suppliers, shareholders etc. Successful firms create HR based structures and Resource that lead the human capital of the firm through change and challenge. As a leader, HR plays a significant role, not only in development of its people, but also, in finding ways to enhance how employees company-wide contribute to, and commit to, the successful implementation of strategic plans and initiatives. Prerequisite: HRM201 or BUS215, and HRM301, and 6 credits from the following electives HRM310, 410, LDR411
The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute's criteria to be preapproved for recertification credit.