Certificate Program in Human Resources Management
PRACTITIONER TRACK
Certificate Program in Human Resources Management
Practitioner Track (Introductory) 6 Courses (18 units) 15-week courses
PRACTITIONER TRACK
The Practitioner Track is intended for candidates who do not currently hold a Bachelor's degree. Credits taken toward the Certificate Program may be credited toward a Bachelor's degree at a later time.
The Certificate Program in Human Resources Management is designed to provide participants with the necessary background essential to meeting the needs of the corporate HR department in the 21st century.
Participation is appropriate for both newcomers to the human resources field and those with some experience but who are seeking to keep current in the field or expand their knowledge base.
Program Features:
**Does not require a degree for admission to the Practitioner track.
56 REQUIRED COURSES (12 UNITS)
HRM 305. Key Factors of Human Resources Management — (3 Units) Prerequisite: MGT 301 Management Theory Practice.
Studies the key factors of human resource management within the organization including recruiting, selecting, training, developing employees, wage administration and union relations.
HRM 315. Employment Practices & the Law — (3 Units)
Prerequisite: BLAW 201 Business Law, BCOM 301 Fundamentals of Business Communications, MKT 301 Introduction to Marketing, HRM 305 Human Resources Management, BLAW 305 Business Ethics.
Employment Practices and the Law primarily involve a study of the procuring and orienting of individuals to organizations. Evaluates recruiting, selection, induction, and follow-up methods in light of current legislation.
The staffing function of the resource aspects of a management position. All aspects of the legal environment in which Human Resources management must conform to including Civil Rights legislation, Equal Employment Opportunity (EEO), Equal Pay Act, sexual harassment, and the American with Disabilities Act (ADA) are covered in the course.
HRM 317. Creating Training & Development Programs — (3 Units) Prerequisite: HRM 315 Employment Practices & the Law.
How to develop successful training programs which reinforce the company's mission and goals. The course examines the design, operation, and evaluation of training and development activities in organizations. Reviews the legal forces influencing training in organizations.
HRM 391. Compensation and Benefits — (3 Units)
Prerequisites: HRM 305 Key Factors of Human Resources Management
This course focuses on the effective management of employee compensation and benefits in contemporary organizations. The course includes emerging issues in compensation administration. Here, compensation is studied from the organization's perspective rather than from the view of the individual employee or society. The content of the course applies to organizations large and small, in the public and private sectors. Terminology may be adapted, but the theories, processes and techniques of good compensation decision-making remain stable across various types of organizations.
The goals of compensation administration are to design compensation systems that elicit desired employee behaviors at work; to motivate employees to join, stay and perform at high levels; and for the organization to remain ethical and legal in its compensation programs. This course provides an overview of how an
organization is to accomplish these purposes.
57 ELECTIVES COURSES (6 UNITS) SELECT ANY TWO:
HRM 318. Human Resources Appraisal & Reward Strategies — (3 Units) Prerequisite: HRM 315 Employment Practices & the Law.
Strategic and ethical considerations in appraising and rewarding people at work. Exploration of various
appraisal and compensation systems. Examination of legal and other environmental factors influencing appraisal and compensation activities.
HRM 320. Labor & Management Relations — (3 Units) Prerequisite: HRM 315 Employment Practices & the Law.
Dynamics of labor-management relations, with an emphasis on the significance of dealing with unions and the realities of the constraints industrial relations place on the managerial decision-making process. Topics include the development of unions, union recognition, Collective Bargaining and its impact on wages, hours, working conditions, grievance procedures, and health and safety. Cases from the National Labor Relations Hearing and Administrative Review Boards will also be studied and analyzed.
HRM 392. Global Human Resources Management — (3 Units)
Prerequisites: HRM 305 Key Factors of Human Resources Management; HRM 315 Employment Practices and the Law; HRM 391 Compensation and Benefits
This course introduces global issues in managing Human Resources, including cultural, legal and local market pressures on HRM functions. The course compares domestic operations with the complexities of managing an international workforce.
HRM 393. Organization Development and Change Management — (3 Units)
Prerequisites: The student is expected to have a basic understanding of management foundations, to be familiar with the case study method, and to have basic presentation skills.
The course deals with planned change efforts in organizations, covering organizational design; structure;
principles of organizations; human resources training; intra-and inter-departmental communications;
coordination activities; and leadership growth and development. The course considers Organizational Development and change management at the individual, team (group), and organizational levels.
HRM 394. Human Resources Information Systems — (3 Units)
Prerequisites: HRM 305 Key Factors of Human Resources Management; HRM 315 Employment Practices and the Law
Studies the development and application of information systems to the management of human resources.
Includes systems for payroll, skills inventories, succession planning, labor contract negotiations and administration, and other systems.
HRM 395. Strategic Human Resources Planning — (3 Units) Prerequisite: None
this course presents a comprehensive organization application which focus on planning for effective utilization of human resources. Topics include: strategic planning in staffing, reduction of labor surplus, labor shortage avoidance and uses of alternative measures in staffing issues. Human resources information systems will focus on the research and range and uses of the current computer applications systems. Employee protections and affirmative action plans will be addressed through understanding of the laws, the labor population and legal applications research. Management succession will be related to performance systems and employee
development planning.
**CNU may limit the period for credit applicability to seven years or some other fixed time period.
58 Tuition & Fees
Students may enroll in a Human Resources Certificate Program. Certificate Program students are charged a non-refundable application fee of $75 and a certificate completion fee of $150. Certificate program courses are $310 per unit plus textbooks and shipping costs. The payment plan option is not available for certificate program students
Books/Shipping: Books and materials are the responsibility of the students. Their cost will vary according to course requirements. Shipping is additional. Access to computer, Internet and email is required.
The Practitioner Track is intended for candidates who do not currently hold a Bachelor's degree. Credits taken toward the Certificate Program may be credited toward a Bachelor's degree at a later time.
NOTES: *CNU may limit the period of credit applicability to seven years, or some other fixed time period.