The Certificate Program in Human Resources Management is designed to impart the knowledge, education and skills necessary to meet the human resource challenges of today’s rapidly changing workplace and workforce.
The curriculum provides you with a strong foundation in current HR best practices, and is aligned with the Society of Human Resources Management eight behavioral competencies. The knowledge developed in the program is also helpful to professional managers who can benefit from having Human Resources as a facet of their management expertise.
The curriculum is managed by exceptional faculty and HR leaders and is approved by the CCE Academic Committee, ensuring that your education is current and relevant. Courses are taught by working human resource professionals with years of practical field experience.
PROGRAM OF STUDY
The newly revised program may be completed in one year, and consists of eight required three-credit courses. At least four of the required courses must be taken at Assumption University. A student may earn the certificate separately from or in conjunction with a degree program.
MGT100E Management and Organizational Behavior
This course introduces and emphasizes the systems approach to investigating organizational structures, processes, functions, and dynamics. It applies selected theories and principles to such organizational phenomena as power, authority, conflict, motivation, communication, and managerial/leadership style to explore individual, interpersonal, and group behavior in the organization. The course builds an understanding of key managerial skills and the interpersonal, informational, and decision-making roles of managers that support effective performance. The course examines the planning, organizing, stafﬁng, motivating, communicating, and controlling functions.
MGT300E Human Resources Management
This course examines the relationship of an employee—either manager or non-manager—to the total organization. It investigates strategic human resources and such decisions as job evaluation and design, human resources planning, and recruiting-selecting is reviewed. It also views administrative decisions such as training and development, performance appraisal, policy development, promotion and transfer, compensation and discipline, and due process. It focuses on responsibilities of the personnel manager such as affirmative action, workspace harassment, safety and health, demands for job satisfaction, proper record keeping, and environmental protection. Prerequisite: MGT100E
MGT357E Legal Aspects of Human Resources
MGT350E Talent Management and Acquisition
The purpose of this course is to provide the student with a background in the area of employment law and its impact on the conduct of day-to-day business operations. Students deal with state and federal regulations, court decisions, and administrative regulations that govern the interaction between employers and employees. Case studies and student presentations provide a hands-on approach to a learning of the law and its subsequent application.
Talent Management is a process of planning for, sourcing and selecting, on boarding, assimilating, developing and retaining top talent in order to achieve a company’s business goals. A company’s talent, its employees, is what distinguishes them from their competition, and will help them win in the marketplace. Every time a job opening occurs, it is an opportunity to upgrade a company’s talent pool and build bench strength for the future. In this course you will learn about each phase of the Talent Management process through actual case studies. At the conclusion of the course, you will understand and be able to help your company win the war for talent.
MGT360E Compensation and Benefits
This course provides both a theoretical and practical approach to the employee-employer exchange process and examines the current state of compensation decision making. The focus is on the application of total compensation theory and design, including pay level decisions, job evaluation techniques, the benefit determination process, the role of benefits in the total compensation mix, and achieving compliance with pay and benefits laws. Prerequisites: MGT100E or MGT 300E
MGT363E Employee Relations Management
Explore the critical role of coaching, counseling, managing differences, negotiating, problem solving and conflict resolution have in the world of human resource management, and improve your ability to understand and lead a changing workforce. The course provides a firm grounding in basic interpersonal communication and management skills, and provides strategies for immediate use in workplace situations, using case studies and role-playing.
MGT 358E Human Resources Development – Training in Organizations
MGT355E Productivity Management
Blending theory with practice, this course offers those with training responsibilities (whether technical, sales, management, or other relevant fields) exploration and experience in the preparation and presentation of productive training programs. Training and development in organizations, closely tied to adult learning theory, has grown steadily in impact and importance.
This course introduces theory, concepts, and methods that enable students to initiate and support management practices that increase employee productivity and enhance work satisfaction. Based on social systems concepts, this course considers how to align HRM practices to sustain high performance and high commitment work teams. Topics include productivity improvement strategies, participative work systems, teamwork concepts, performance appraisal systems, quality culture, job and organizational design, and developmental leadership principles.
Additional courses add depth to your HR concentration. These courses are not required for the HR Certificate, however, they may be taken to fulfill elective credits in the Bachelor of Business Administration degree program.
MGT352E Human Resource Development/Organization Development
This course explores the methods that management can adopt to train individual employees to improve job performance (HRD). It also identifies methods used by small groups, work teams, and whole organizations to renew themselves (OD). Prerequisite: MGT313E or Senior Status
MGT356E Ethical Issues in the Management of Human Resources
This course analyzes several ethical issues that arise in the context of an organization’s relationship with its employees. The course emphasizes the relationship between the insights of ethical theory and some of the areas of controversy that affect modern organizations. Topics include sexual harassment, anti-discrimination laws and policies, affirmative action, managing employees with AIDS, employee rights to privacy, layoff and wrongful termination, free speech and whistleblowing, and intellectual property rights and trade secrets.
This course reviews both theoretical models of leadership and practical leadership issues from a variety of disciplinary perspectives. It considers leadership in relation to change management, male and female styles of leadership, cultural diversity, ethics, values, organizational culture, team building, employee empowerment, and mentoring and motivation.
MGT 106E Crisis Management for Business and Industry
This course covers the concepts of crisis management, disaster recovery, and organizational continuity, which have become increasingly critical areas of competence for managers in private, as well as public, sector organizations. Students study the manner in which significant business disruptions or loss of consumer confidence can threaten the ability of industrial and service organizations to provide financial benefits to their owners and employees and to contribute to national and regional economic recovery and viability.
MGT311E Diversity in the Workforce
The purpose of this course is to explore the issues and the challenges of managing an increasingly diverse work force. The course focuses on preparing students to work and to manage in multi cultural organizations. Special emphasis is placed on topics related to the impact of gender, race, ethnicity and other differences on interpersonal relations and group behavior within a managerial organizational context.
MGT 358E Human Resources Development – Training in Organizations
Blending theory with practice, this course offers those with training responsibilities (whether technical, sales, management, or other relevant fields) exploration and experience in the preparation and presentation of productive training programs. Closely tied to adult learning theory, training and development in organizations has grown steadily in impact and importance.
IDS209E Conflict Resolution
An introduction to the theory and practice of conflict resolution. Exploring the nature and extent of violence and strategies of nonviolent intervention from family and workplace mediation, to the Alternatives to Violence Project (AVP), to international negotiation.
COM313E Communication Issues in Contemporary Organizations
COM380E Intercultural Communication
This course examines the nature and function of communication in present-day organizations. After studying various forms of communication (individual and group; formal and informal; verbal, non-verbal and electronic), students will link theory to practice by investigating specific communication practices in their own organizations
As the global economy shares resources, technology, and communication strategies, the need for understanding the variety of cultures and behaviors is imperative for effective interactions and sound business practices. This course reviews the theories behind organizational communication in relation to the demographic changes in the workforce. Discussions include cultural differences and gender factors that influence communication activities, barriers and problematic issues that challenge successful communication transactions, and cultural views of leadership and the effect on management styles and practices.