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Human Resource Management Certificate Courses & Tuition
Graduate Certificate <br />

Graduate Certificate

Human Resource Management

Human Resource Management Graduate Certificate Coursework

Our Human Resource Management Certificate coursework is designed to help you pursue your career goals. You can earn a standalone graduate certificate and then, if you choose, you can apply qualifying credit hours toward earning a master's degree.

Click on a course name below for its full description.

Required certificate courses (18 credit hours)

Leadership and Organizational Behavior

Managing Organizational Change

Training and Development

Employment Law

Strategic Staffing

Strategic Human Resource Management

Leadership and Organizational Behavior
MGMT591 – 3 credit hours
This course examines inter- and intrapersonal dynamics as they affect achievement of corporate goals. Topics include theories of organizational behavior concepts and applications, including motivation, group dynamics, organizational communication processes, leadership, power, authority, team building and organizational development. Managing change in a complex domestic and international environment is also emphasized. Students are provided with a solid foundation for examining organizational behavior in a systematic manner.
Managing Organizational Change
HRM587 – 3 credit hours
This course addresses concepts and techniques required to successfully implement change across an organization. Coursework focuses on identifying an organization's vision as well as opportunities that can align the vision with the organization's structures, processes, culture and orientation to the environment. Also addressed are opportunities for, and problems in, managing human dynamics in organizations, including intervention techniques, models, principles and values that indicate how to take charge of planned change efforts in order to achieve success.
Training and Development
HRM592 – 3 credit hours
This course surveys training, employee and organizational development techniques organizations use to build group and individual skills while tying anticipated results to improvements in organizational effectiveness. Topics related to creating such a development strategy include conducting needs analyses, linking identified needs to business objectives, developing an implementation plan, implementing the plan using a variety of modalities and best practices, and assessing results. These aspects are covered for both individual and group enhancement.
Employment Law
HRM593 – 3 credit hours
Employment Law provides a comprehensive analysis of federal and state laws as they affect the human resource function, including equal employment opportunity, wage/overtime payment, employment agreements and other restrictions on management's rights. Emphasis is placed on applying employment laws to develop programs that enable organizations to be proactive in meeting both company and work force needs, with an eye to resolving workplace disputes, preventing litigation, and implementing and administering personnel policies and practices in compliance with applicable law.
Strategic Staffing
HRM594 – 3 credit hours
This course develops a strategic framework for providing corporations with the human resources needed to achieve corporate goals. The course focuses on policies and procedures for short- and long-range human resource planning, recruiting and selection. Rightsizing, employee separations and retention are also included.
Strategic Human Resource Management
HRM591 – 3 credit hours
This course surveys contemporary principles and practices for human capital management as a corporate strategic asset. Subject matter focuses on the changing nature of work in a dynamic global economy that requires flexible staffing, new approaches to workforce planning and talent management. Other topics covered include decentralized and virtual work environments, diversity, legal requirements, compliance as well as the ethics of managing human capital for competitive advantage.

Elective courses include two of the following for which you meet the prerequisites (6 credit hours)

Human Resources and Technology

Labor Relations

Negotiation Skills

Compensation

Benefits

Human Resources and Technology
HRM530 – 3 credit hours
This course surveys current trends and best practices in use of technology in the human resources field. Topics include strategic use of human resources information systems, web-based human resources and other technological applications used in various functional areas of human resources.
Labor Relations
HRM586 – 3 credit hours
Labor Relations focuses on the interaction of management and labor in the corporation. The course discusses the history of the American labor movement, federal and state labor laws, collective bargaining, mediation and work stoppage. Contract administration and interpretation, and the relationship between management rights and employee discipline are discussed.
Negotiation Skills
HRM595 – 3 credit hours
This course introduces general business negotiation techniques, strategies and tactics. Strategies focus on approaches to negotiation situations; tactics focus on moves effectuated during negotiations. In addition to developing and enhancing students' negotiating proficiency, the course emphasizes processes and methods of conflict resolution. Topics include preparing for negotiations; distributive and integrative bargaining; resolution of impasse; ethics; the roles of power, personality and dispute resolution processes; and communication processes. Students use developed skills in the classroom, electronically and through telephonic negotiation situations.
Compensation
HRM598 – 3 credit hours
Compensation focuses on how organizations use pay systems as strategic tools for improving organizational effectiveness. Major systems of the design of pay, paying for performance, and administering and applying pay systems are appraised and assessed.
Benefits
HRM599 – 3 credit hours
This course examines, in-depth, employee benefits including legally required benefits (social security, worker compensation and unemployment compensation), as well as voluntary programs (health, disability, life, retirement, time-off, educational, work/life and others). The strategic importance of using employee benefits as part of the total compensation package is emphasized. In addition, financial, actuarial, administrative and legal implications of benefit plans are discussed.

FINANCING OPTIONS

There are many scholarships and other financial aid options available for qualifying students that may help make your graduate education more affordable. Click one of the links below for more info.