What You’ll Learn
Our Human Resource Management Certificate Program gives you foundational skills to manage the complex responsibilities that are central to a successful organizational culture. With its real-world focus and immediate applicability, this program can help you achieve your goals, whether you're interested in acquiring new HR skills or earning hours toward recertification through the Human Resource Certification Institute (HRCI).
Understand the value of both strategic and operational HR concepts and the positive impact they can have on an organization’s ability to achieve its goals.
Identify key HR metrics to align organizational decision capabilities
Develop a change management plan for a critical change in the workplace.
Develop an understanding of basic concepts and principles of adult learning as they apply to training design.
Learn essential strategies, concepts and practices involved in the effective recruitment, selection and on-boarding of talent
Develop and influence others regarding recommendations for improvement and ability to conduct performance discussions.
How You'll Benefit
Highly regarded as one of the best HR training programs in the area, our training offers:
Opportunities for networking with instructors and peers via in-person classes
A range of electives from which to choose, depending on your career path
Opportunities to receive credit for SPHR and PHR re-certification through HRCI
Classes taught by instructors with industry experience from prominent companies
- Median pay for Human Resource Managers is $113,300 per year (2018, Bureau of Labor Statistics)
- According to the Bureau of Labor Statistics, “Candidates with certification or a master’s degree—particularly those with a concentration in human resources management—should have the best job prospects.”
- Jobs in Human Resource Management are expected to grow by 9% (12,300 jobs) by 2026 (Bureau of Labor Statistics)
- California has the highest employment for HR managers in the country, and the annual mean wage in California is $142,870. (Bureau of Labor Statistics)
This program requires the successful completion of 5 core courses and 5 electives. Course content is frequently revised to ensure that the program is up to date with the latest industry standards. For this reason, you must complete all of the course requirements of your certificate with a "C" or better and within five years from the day you enroll in the first course. A certificate will not be awarded if the requirements are not completed and your application for candidacy is not received within this timeframe.
Students will examine total rewards systems and their role in attracting, retaining and motivating employees. Students will learn how to develop and evaluate employee compensation systems that meet the needs of the employees and align with the business strategy. Emphasis is given to understanding strategic compensation as a component of a human resource system, developing a pay system (i.e. base pay, incentive pay, merit pay vs. seniority), designing compensation systems (including job analysis, survey analysis and building a pay structure), understanding incentive plans, an overview of discretionary vs. legally required benefits, and contemporary compensation challenges.
In addition, students will learn to:
- Examine and assess employee total rewards systems.
- Develop, implement or enhance an employee compensation systems to meet strategic business requirements and the needs of the unique workforce.
- Evaluate the costs of a compensation system, perform a competitive market analysis, and develop a pay program (both base pay and incentive pay) that aligns with the organization’s culture and ensures legal compliance.
This course provides participants with practical tips, tools and frameworks to effectively manage, develop and engage talent. Real-world case studies will highlight best practices for aligning talent development with strategic HR processes, using talent development to drive culture change, preparing talent through on-boarding, and integrating leadership development, mentoring, succession and career planning initiatives for high performance and engagement.
This class will provide students the competency to build human capital strategies that support business success. To fully optimize business potential, human resource professionals must engage and work to develop its workforce with the capabilities necessary to carry out the firm’s business strategy. Comfort in evaluating and summarizing the financial impact of human capital is mandatory at senior levels and helps to establish personal and functional creditability.
This course will provide students with the business acumen required to effectively partner with key business leaders to foster a winning business strategy. The class will touch quantitative and qualitative topics, accentuating the synergistic nature between people strategy and financial results.
- Identify key HR metrics to align organizational decision capabilities
- Propose HR initiatives that support business strategy
- Assess financial challenges concerning human capital strategy
- Analyze the quantifiable relationship between the workforce and business value
- Evaluate cost-benefits of human resource and strategic initiatives related to total rewards programs
- Demonstrate a solid understanding of key financial statements as they relate to large human resources initiatives
This course covers the fundamentals and strategic management of employee benefits including life, dental, vision, employee assistance, disability and medical plans.
Primary topics include the changes to group healthcare necessitated by the Patient Protection and Affordable Care Act, ERISA requirements, mandated benefits, and the regulatory and tax treatment of benefit programs.
The class also addresses wellness programs, methods for funding employee benefits, consumer driven healthcare, contribution strategies, and the overall best practices for human resources to evaluate in managing benefits and the cost containment of benefit programs.
An organization’s effectiveness is directly related to the caliber of its employees. Poor hiring decisions result in costly and time consuming problems related to performance management, employee relations, and productivity issues. Learn how to meet the challenge of hiring quality individuals with relevant backgrounds and experience, as well as how to source, recruit, retain and develop employees for your organization.
- Learning essential strategies, concepts, and practices involved in the effective recruitment, selection and on-boarding of talent
- Developing a talent profile and job descriptions
- Understanding recruiting tools and best practices
- Understanding Equal Employment Opportunity and Affirmative Action requirements
- Identifying and defining selection standards
- Learning techniques for interviewing, assessment and testing,
- Understanding background investigations and legal requirements.
This course provides the theories, skills, tools and practice needed to design effective training in general Human Resources topics. Course content will cover the theoretical foundations of adult learning theory, concept sequencing and presentation, interactive design strategies, training design management, needs assessment, evaluation, and unleashing creativity in design to increase the comprehension, retention, and measurable application of HR training. Create an interactive learning environment using experiential training methods and facilitate effective group interaction, as well identify appropriate training activities and materials that will enhance comprehension, retention and application of training material.
- Develop an understanding of basic concepts and principles of adult learning as they apply to training design.
- Understand how to budget for training and relevance in the training design process.
- Understand and apply the steps of theory to their own instructional design.
- Experiment with creativity in training design
- Learn a variety of evaluation techniques and their uses and relevance in the design process.
- Work with tools to effectively sequence and present training topics for adult learners.
Improve your understanding of current developments and best practices in labor relations. Explore the legal framework for collective negotiations in both the private and public sectors. Learn to select exclusive representatives and develop knowledge about unfair labor practices and federal and California labor-management relations laws.
Delve into strikes, scope of bargaining and the differences between the NLRB and the PERB as enforcement agencies. Discover best practices for impasse resolution and grievance procedures.
|Best Practices in Talent Development and Management||2||Classroom|
|HR Strategy and Business Success||Classroom|
|Managing Employee Benefits||3||Classroom|
|Training Design and Delivery||2||Classroom|
|Introduction to Labor-Management Relations||3||Classroom|
- The cost for the Human Resource Management Certificate is $6,890-$7,895, depending on the number of electives you take.
- See each course offering for discount opportunities, including discounts for members of SHRM, SEAC, SAHRA and NCHRA.
- Students are expected to pay a one-time, non-refundable certificate application fee of $125.
- Textbooks are not included in the tuition fee.
- Get more information about financing your education.
Ready to enroll in the certificate program?
Fill out a brief certificate registration form and pay the registration fee. By doing so, you declare your intent to complete the program and lock in program requirements. Once you register, program staff will be available to answer any questions you may have and assist you with your course plan.
Not ready to commit yet?
- Enroll in an individual course. Check out individual courses that are currently open for enrollment. Courses will be applied to the certificate program if you later decide to complete your certificate.
- Sign up for an information session. Learn more about the program by enrolling in a free information session. If an information session for this program is not currently open for enrollment, click on “notify me,” and we’ll contact you when the next one becomes available.
- Questions? We’re here to help. If you’ve got a question, email us or call (530) 757-8895.