Certified Associate Professional in Human Resources

Learn about the exciting world of today's Human Resources Management throughout this online course. This HR management course, offered by our accredited school partners, weaves together solid human resource principles and real word scenarios companies and managers face, such as recruiting, training, developing, managing, compensation, benefits, safety, and work motivation. This course highlights important challenges facing managers and employees in today's business climate. Interesting case studies explore real companies and organizations in-depth and delve into some of today's most effective, unique approaches in dealing with HR issues. The term “Human Resources” covers a wide range of activities and employment positions. As a HR Professional, there are many careers you can pursue including Specialist, Expert, Manager, Executive, Consultant, Training & Development Manager, or even an International Specialist. Some of the activities that fall to HR professionals include hiring and firing employees, managing employee communications, settling employee disputes, creating benefits programs, navigating government regulations, and setting up policies for measuring employee performance. Due to the wide range of employment opportunities the salary range for a HR Professional can vary greatly. According to the Bureau of Labor Statistics the 2015 medium pay range for HR Professionals is $38,100-$104.440, ranging between entry level and management level. What’s in this program? This program combines both human resource principles and real world scenarios that professionals face. Learners will gain knowledge of the history and evolution of human resources as well as the legal aspects to this profession. This Human Resources Professional program will explore HR decision making, HR employee relations including recruiting and training, safety and security as it pertains to an HR professional, and motivation skills necessary to maintain a happy, successful work environment. Included Certification! Included with your program tuition is an exam voucher for HR Certification Institute’s Associate Professional in Human Resources (aPHR) Certification Exam. Unlike HR Certification Institute’s advanced level PHR Certification, the aPHR Certification does not require any previous work experience. To maintain the aPHR credential you must earn 45 re-certification credits over a three-year time span. Many of our professional enrichment courses offer aPHR re-certification credits so feel free to checkout our catalog or contact a representative to receive a list of eligible courses. **A special benefit offered to our program alumni is discounted pricing on all our eligible HRCI re-certification courses!** Summary: A wide range of employment opportunities, and fantastic salary with plenty of room for advancement. Outline: HR Management Module 1 - The Nature of Human Resource Management • Contemporary Human Resource Management • Evolution of the Human Resource Function • Origins of the Human Resource Function • Personnel Management • Human Resource Management in the Electronic Age • Goals of Human Resource Management • The Setting for Human Resource Management • Human Resource Managers HR Management Module 2 - The Legal Environment • The Legal Context of Human Resource Management • The Regulatory Environment of Human Resource Management • Equal Employment Opportunity • Discrimination • Protected Classes in the Workforce • Sexual Harassment at Work • Other Areas of Human Resource Regulation • Evaluating Legal Compliance HR Management Module 3 - The Global Environment • The Growth of International Business • Global Issues in International Human Resource Management • Understanding the Cultural Environment • The Human Resource Function in International Business • Domestic Issues in International Human Resource Management • Managing International Transfers and Assignments • International Labor Relations HR Management Module 4 - The Competitive Environment • Competitive Environment for Human Resource Management • Strategic Perspective • The Influence of Organizational Purpose and Mission • Role of Corporate Governance • Corporate, Business, and Functional Strategies • The Impact of Organizational Design • Human Resource Strategy Formulation • Interpersonal Processes and Strategy Implementation • Evaluating the Human Resource Function in Organizations HR Management Module 5 - Information for Making Human Resource Decisions • Human Resource Planning as a Source of Information • Forecasting the Supply of Human Resources • Implications of a Growth Strategy • Implications of a Stability Strategy • Implications of a Reduction Strategy • Strategy as a Source of Information • Economic Conditions as a Source of Information • Unemployment Rates • Job Analysis as a Source of Information • The Job-Analysis Process HR Management Module 6 - Human Resource Decision Making in Organizations • Ethics and Human Resource Management • Rightsizing the Organizations • Dealing with Increased Demand for Employees • Strategies for Layoffs • Progressive Discipline • Employee Retention • Managing Terminations and Retention • Managing Voluntary Turnover • Managing Human Resources during Mergers and Acquisitions HR Management Module 7 - Recruiting, Selecting, Training, and Developing Employees • Recruiting Employees • Internal Recruiting • External Recruiting • Internships • The Selection Process • Popular Selection Techniques • Employment Tests • The Selection Decision • Training and Development HR Management Module 8 - Managing a New and Diverse Workforce • The Nature of Workforce Diversity • Dimensions of Diversity • The Impact of Diversity on Organizations • Diversity and Social Change • The Multicultural Organization • Managing Diversity in Organizations • Managing Knowledge Workers • Human Resource Management and Social Issues HR Management Module 9 - Compensation and Benefits • Developing a Compensation Strategy • Determining What to Pay • Wage and Salary Administration • The Nature of Benefits Programs • Mandated Benefits • Nonmandated Benefits • Contemporary Issues in Compensation and Benefits HR Management Module 10 - Performance Appraisal and Career Management • Why Organizations Conduct Performance Appraisals • The Performance-Appraisal Process • Methods for Appraising Performance • Other Issues in Performance Appraisal • The Nature of Careers • Human Resource Management and Career Management • Career-Development Issues and Challenges HR Management Module 11 - Managing Labor Relations • The Role of Labor Unions in Organizations • Trends in Unionization • Historical Development of Unions • The Unionization Process • The Collective-Bargaining Process • Negotiating Labor Agreements • Resolving Impasses • Labor Unions in the 21st Century HR Management Module 12 - Safety, Health, Well-Being, and Security • Employee Safety and Health • Common Workplace Hazards and Threats • OSHA • The Physical Environment • Stress and Stress Management at Work • Workplace Security HR Management Module 13 - Motivation at Work • A Basic Model of Performance • Motivation and Needs • Process Theories of Motivation • Reinforcement Theory • Expectancy Theory • Equity Theory • An Integrative Model of Motivation • Related Theories and Perspectives on Motivation HR Management Module 14 - Managing and Enhancing Performance: The Big Picture • Enhancing Performance at Different Levels • Alternative Work Arrangements • Alternative Work Sites • Incentives and Performance Based Rewards • Performance Management and Feedback • Evaluating Performance Enhancement Programs • HR in the Headlines Leadership & Goal Attainment Module 1 - Relational Leadership • Overview of the Relational Model • Exploring and Assessing the Basic Framework • In-Depth View of the Relational Leadership Model • Understanding the Core Elements • Shifting from Non-Relational to Relational Leadership • Adopting a New Style for Dealing with People • The Critical Role as Leader • Preserving the Organization’s Environment Leadership & Goal Attainment Module 2 - Developing as a Leader • Apply Discipline • Manage Risk • The Power of Leadership • Building on Strengths • Creating a Great Place to Work • The Building Blocks of Trust • The Value of Relationalism • The Relational Leader at Home Leadership & Goal Attainment Module 3 - Multiplier versus Diminishers • The Multiplier Effect • The High Cost of Diminishers • The Five Disciplines of the Multiplier • The Talent Magnet • The Diminishers’ Approach • Tyrant versus Liberator • Three Practices of the Liberator • The Challenger Leadership & Goal Attainment Module 4 - Becoming a Multiplier • The Debate Maker • Practices of the Debate Maker • Debate Making as Resource Leverage • The Investor • The Diminishers’ Approach to Execution • Becoming a Multiplier • The Accelerators • Sustaining Momentum Leadership & Goal Attainment Module 5 - Goals and Goal Setting • Getting Great Goals • Being SMART about Goals • Overcoming You • Attitude or Gratitude? • Learning and Adjusting • Turning Ideas into Action • The Second Star to the Right and Straight on 'til Morning • Turning Ideas into Action-Persistence Enroll through one of our accredited university or college partners today!

HR Management Module 1 - The Nature of Human Resource Management • Contemporary Human Resource Management • Evolution of the Human Resource Function • Origins of the Human Resource Function • Personnel Management • Human Resource Management in the Electronic Age • Goals of Human Resource Management • The Setting for Human Resource Management • Human Resource Managers HR Management Module 2 - The Legal Environment • The Legal Context of Human Resource Management • The Regulatory Environment of Human Resource Management • Equal Employment Opportunity • Discrimination • Protected Classes in the Workforce • Sexual Harassment at Work • Other Areas of Human Resource Regulation • Evaluating Legal Compliance HR Management Module 3 - The Global Environment • The Growth of International Business • Global Issues in International Human Resource Management • Understanding the Cultural Environment • The Human Resource Function in International Business • Domestic Issues in International Human Resource Management • Managing International Transfers and Assignments • International Labor Relations HR Management Module 4 - The Competitive Environment • Competitive Environment for Human Resource Management • Strategic Perspective • The Influence of Organizational Purpose and Mission • Role of Corporate Governance • Corporate, Business, and Functional Strategies • The Impact of Organizational Design • Human Resource Strategy Formulation • Interpersonal Processes and Strategy Implementation • Evaluating the Human Resource Function in Organizations HR Management Module 5 - Information for Making Human Resource Decisions • Human Resource Planning as a Source of Information • Forecasting the Supply of Human Resources • Implications of a Growth Strategy • Implications of a Stability Strategy • Implications of a Reduction Strategy • Strategy as a Source of Information • Economic Conditions as a Source of Information • Unemployment Rates • Job Analysis as a Source of Information • The Job-Analysis Process HR Management Module 6 - Human Resource Decision Making in Organizations • Ethics and Human Resource Management • Rightsizing the Organizations • Dealing with Increased Demand for Employees • Strategies for Layoffs • Progressive Discipline • Employee Retention • Managing Terminations and Retention • Managing Voluntary Turnover • Managing Human Resources during Mergers and Acquisitions HR Management Module 7 - Recruiting, Selecting, Training, and Developing Employees • Recruiting Employees • Internal Recruiting • External Recruiting • Internships • The Selection Process • Popular Selection Techniques • Employment Tests • The Selection Decision • Training and Development HR Management Module 8 - Managing a New and Diverse Workforce • The Nature of Workforce Diversity • Dimensions of Diversity • The Impact of Diversity on Organizations • Diversity and Social Change • The Multicultural Organization • Managing Diversity in Organizations • Managing Knowledge Workers • Human Resource Management and Social Issues HR Management Module 9 - Compensation and Benefits • Developing a Compensation Strategy • Determining What to Pay • Wage and Salary Administration • The Nature of Benefits Programs • Mandated Benefits • Nonmandated Benefits • Contemporary Issues in Compensation and Benefits HR Management Module 10 - Performance Appraisal and Career Management • Why Organizations Conduct Performance Appraisals • The Performance-Appraisal Process • Methods for Appraising Performance • Other Issues in Performance Appraisal • The Nature of Careers • Human Resource Management and Career Management • Career-Development Issues and Challenges HR Management Module 11 - Managing Labor Relations • The Role of Labor Unions in Organizations • Trends in Unionization • Historical Development of Unions • The Unionization Process • The Collective-Bargaining Process • Negotiating Labor Agreements • Resolving Impasses • Labor Unions in the 21st Century HR Management Module 12 - Safety, Health, Well-Being, and Security • Employee Safety and Health • Common Workplace Hazards and Threats • OSHA • The Physical Environment • Stress and Stress Management at Work • Workplace Security HR Management Module 13 - Motivation at Work • A Basic Model of Performance • Motivation and Needs • Process Theories of Motivation • Reinforcement Theory • Expectancy Theory • Equity Theory • An Integrative Model of Motivation • Related Theories and Perspectives on Motivation HR Management Module 14 - Managing and Enhancing Performance: The Big Picture • Enhancing Performance at Different Levels • Alternative Work Arrangements • Alternative Work Sites • Incentives and Performance Based Rewards • Performance Management and Feedback • Evaluating Performance Enhancement Programs • HR in the Headlines Leadership and Goal Attainment Module 1 - Relational Leadership • Overview of the Relational Model • Exploring and Assessing the Basic Framework • In-Depth View of the Relational Leadership Model • Understanding the Core Elements • Shifting from Non-Relational to Relational Leadership • Adopting a New Style for Dealing with People • The Critical Role as Leader • Preserving the Organization’s Environment Leadership and Goal Attainment Module 2 - Developing as a Leader • Apply Discipline • Manage Risk • The Power of Leadership • Building on Strengths • Creating a Great Place to Work • The Building Blocks of Trust • The Value of Relationalism • The Relational Leader at Home Leadership and Goal Attainment Module 3 - Multiplier versus Diminishers • The Multiplier Effect • The High Cost of Diminishers • The Five Disciplines of the Multiplier • The Talent Magnet • The Diminishers’ Approach • Tyrant versus Liberator • Three Practices of the Liberator • The Challenger Leadership and Goal Attainment Module 4 - Becoming a Multiplier • The Debate Maker • Practices of the Debate Maker • Debate Making as Resource Leverage • The Investor • The Diminishers’ Approach to Execution • Becoming a Multiplier • The Accelerators • Sustaining Momentum Leadership and Goal Attainment Module 5 - Goals and Goal Setting • Getting Great Goals • Being SMART about Goals • Overcoming You • Attitude or Gratitude? • Learning and Adjusting • Turning Ideas into Action • The Second Star to the Right and Straight on 'til Morning • Turning Ideas into Action-Persistence Human Resources Exam Prep Module 1 Introduction to Human Resources • The Human Resource Profession • Human Resource Body of Knowledge • Certification • Preparing for the Exam • Needs Assessment & Analysis • Third Party Contracts • Communication Strategies • Andragogy (Adult Learning Theories) • Motivation Theories • Workplace Diversity • HR Code of Ethics • Job Analysis vs. Job Description • HR Metrics & Uses Human Resources Exam Prep Module 2 Business Management & Strategy • Organizations • Business Functions • Business Continuity • Strategic Planning • Human Capital Management Plan • Change Management • HR's Role in Managing Change • HR's Role in the Organization • Steps in the Legislative Process • Regulatory Processes Human Resources Exam Prep Module 3 Workforce Planning & Employment • Strategic Workforce Planning • Staffing Programs • Succession Planning • Affirmative Action • Job Analysis • Recruitment Methods • Selection Procedures • Immigration Policy • Post-Hire Activities • Organization Exit/Off-Boarding Human Resources Exam Prep Module 4 Human Resource Development • Federal Employment Legislation • Talent Management • Training & Development • Adult Learning • Leadership • ADDIE Model • Training Evaluation • Performance Management • Performance Appraisal • Organization Development vs. Change Management Human Resources Exam Prep Module 5 Compensation & Benefits • FLSA Provisions • Total Rewards Programs • Compensation • Job Evaluation Process • Payroll • Benefits Options • Mandatory Benefits • Communicating Compensation & Benefits Programs • Salary Surveys • FMLA Leave • Executive Compensation Human Resources Exam Prep Module 6 Employee/Labor Relations & Risk Management • Federal Employment Legislation • Employee Relations • Dispute Resolutions • Labor Relations • Union Organization • Union Avoidance Strategies • Risk Identification • Risk Assessment • Risk Management • Health & Safety Programs & Legislation • Business Continuity Plans • Emergency Response Plans

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

Fast track your career in human resource management with the Associate Professional in Human Resources™ (aPHR™) from HR Certification Institute® (HRCI®). The aPHR is the first-ever HR certification for professionals who are just beginning their HR career journey. There is no better way to demonstrate HR knowledge and strong commitment to the profession. To be eligible for the aPHR you must have a high school diploma or global equivalent. No HR experience is required since this is a knowledge-based credential. Your aPHR certification is valid for three years after testing. To maintain your aPHR credential, you must earn 45 re-certification credits over a three-year time span or retake the exam. Many of our professional enrichment courses offer aPHR re-certification credits so feel free to checkout our catalog or contact our team to receive a list of eligible courses. **A special benefit offered to our program alumni is discounted pricing on all of our HRCI re-certification courses!** Each state may have additional licensing requirements, be sure to research your states requirements for employment by visiting your states occupation board.

This class is an independent-study course. Students will have all the resources needed to successfully complete the course within the online material. A student helpdesk is available for technical support during the course enrollment.