Certificate in Human Resource Management

An effective human resource management strategy is a valuable asset to any company, but those running small businesses often cannot justify designating a full-time HR professional to manage employee relations, compensation, policy-making, performance management, and employee appraisals. This suite of courses, offered by our accredited school partners, will teach you the basics of managing the benefits and policies that support an effective staff. What does an employer need to know about anti-discrimination regulations? What are the key aspects of pay policies? How can employers avoid the traps of the employee selection process? In this suite of courses, you will discover the answers to these and other important questions. Enroll through one of our accredited university or college partners today!

Certificate in Human Resource Management Module 1 - Introduction to Human Resource Management • Recognize and identify the key roles and responsibilities of the human resource management function • Assess your attitude and your organization's attitude toward human resource management • Recognize and define HRM's strategic contribution to an organization • Recognize and define human resources terms • Recognize the relationship and partnership that exist between an organization's HR Department and its line managers and identify the key responsibilities of each • Differentiate between the structure and reporting relationships of a centralized and decentralized human resources function • List and identify the five areas of HRM Planning • List the three roles that an HR department must fulfill to maintain the ethical standards of an organization • Identify the key global issues and business practices that impact HRM Certificate in Human Resource Management Module 2 - Data and Human Resource Management • Explain the value of big data and analytics for human resource managers • Identify different types of data that are useful for human resource managers • Describe various ways of analyzing data • Perform simple data analyses and understand some basic analytic tools • Develop a plan for collecting data • Understand the advantages and disadvantages of certain data types and collection methods • Distinguish between correlation and causation • Identify some biases and errors data collection may be subject to • Present data in clear and compelling ways • Consider the advantages and disadvantages of different ways to store data • Reflect on some of the threats of big data, including threats to confidentiality and privacy as well as the potential for discrimination Certificate in Human Resource Management Module 3 - Employee Selection • Conduct an effective job interview • Analyze a candidate pool and identify the most qualified candidate given a job description and requirements • Decide what additional tests—if any—should be administered to candidates for a specific job • Deal productively and sensitively with internal candidates for a job opening Certificate in Human Resource Management Module 4 - Equal Employment Opportunity • Explain the major employment and anti-discrimination laws • Understand the basic steps to take in dealing with discrimination complaints • Explain and assess issues around alternative work arrangements • Outline ways to develop and maintain a diverse work-force Certificate in Human Resource Management Module 5 - Compensation and Benefits • Comply with relevant state and federal "wage and hour" laws • Determine the competitive pay level for a particular position in a particular geographic location • Discuss and administer a variety of pay structures • Effectively confront issues of pay equity within an organization Certificate in Human Resource Management Module 6 - Performance Management • Explain the value of a performance management system • Discuss the pros and cons of various types of performance management systems • Conduct a performance management interview • Design a performance improvement plan Certificate in Human Resource Management Module 7 - Talent Management and Career Development • Understand and effectively communicate the value of a career development program • Describe the five stages in the career life cycle (Beginning, Developing, Mid-Career, Mastery and Maintenance, Retirement), and the needs an employee has at each stage of the cycle • Explain why career management has become important to employers and employees • Outline the tools for career development (training, education, job rotation, transfers, overseas assignments, mentoring, networking, volunteer work, formal career planning) • Understand the issues HR departments face with career management

All required reference materials are provided with this program. Technical requirements: Internet Connection • Broadband or High-Speed (DSL, Cable, Wireless) Hardware Requirements • Processor - 2GHz Processor or Higher • Memory - 1 GB RAM Minimum Recommended Software Requirements • Operating Systems - Windows 7, 8 or 10; Mac OS x 10 or higher • Microsoft Office 2007, 2010 or 2013 or a Word Processing application to save and open Microsoft Office formats (.doc, .docx, .xls, .xlsx, .ppt, .pptx) • Internet Browsers - Google Chrome is highly recommended • Cookies MUST be enabled • Pop-ups MUST be allowed (Pop-up Blocker disabled) • Adobe PDF Reader

By earning the Professional in Human Resources® (PHR®) certification you demonstrate a mastery of the technical and operational aspects of HR practices and U.S. laws and regulations. The professionally relevant credential is for the HR professional who focuses on program implementation, has a tactical/logistical orientation, is accountable to another HR professional within the organization and has responsibilities that focus on the HR department rather than the whole organization. Each state may have additional licensing requirements, be sure to research your states requirements for employment by visiting your states occupation board.

This course provides students with qualified support professionals to guide them through their learning experience. The student support team is available to answer any questions a learner may have including questions on course content, course material, certifications, and registration or enrollment questions. Support advisers also monitor the progress of learners to ensure training retention and program advancement.