Credit Distribution

The Graduate Certificate in Human Resources Management requires:

Students select four of the following courses:

HRM-5300 × HRM-5300 Human Resources Management This course examines the role of the human resource professional as a strategic partner in managing today's organizations. Key functions such as recruitment, selection, development, appraisal, retention, compensation, and labor relations are examined. Implications of legal and global environments are appraised and current issues such as diversity training, sexual harassment policies, and rising benefit costs are analyzed. Best practices of employers of choice are considered. Credits: 3 Delivery Methods: Online Offered in Sep 2025, Jan 2026, May 2026 Preview the Online Syllabus (Please visit the University bookstore to view the correct materials for each course by semester as the contents of the actual online syllabus may differ from the preview due to updates or revisions)	Human Resources Management	3
HRM-5400 × HRM-5400 Lifestyle Benefits and Compensation in The New Millennium This course examines both the theory and practice of total compensation. Topics include strategic compensation, employee compensation and benefits, job evaluation, external competitiveness and market analysis, incentives and variable pay, employee motivation, compensation administration, and the compensation of special groups. A variety of approaches are employed to examine organizational compensation policy and design. Consideration is given to the interaction between human resource managers and managers throughout the organization in order to realize effective compensation programs. This course balances theory and practice. There will be many opportunities to apply compensation theory in required weekly discussions and in both the individual and group projects. The course will emphasize the strategic aspects of compensation and how the organization can achieve a sustainable competitive advantage through compensation policy/programs. By the end of this course, students should have a very in-depth understanding of how to establish, organize, and administer an effective and equitable compensation system. Credits: 3 Delivery Methods: Online Offered in Jul 2025, Jan 2026 Preview the Online Syllabus (Please visit the University bookstore to view the correct materials for each course by semester as the contents of the actual online syllabus may differ from the preview due to updates or revisions)	Lifestyle Benefits and Compensation in The New Millennium	3
HRM-5500 × HRM-5500 Strategic Recruitment and Selection Regardless of industry, business unit, or department, people are every organization's key source of competitive advantage. In the war for talent, organizations have two choices: develop strategic human resources (HR) systems that support the recruitment and selection of highly qualified employees, or hire employees with a poor fit, draining organizational resources and resulting in poor outcomes. Not only is recruiting the right people a difficult and daunting task, but selecting the best organizational fit is a significant challenge. Organizations must design a recruitment and selection process from a strategic perspective to successfully win the talent war. This course will focus on the best practices of strategic HR planning. Throughout the course students will be introduced to successful recruitment and selection programs and methods that can be adapted to any organization. Credits: 3 Delivery Methods: Online Offered in Jul 2025, Nov 2025, Mar 2026 Preview the Online Syllabus (Please visit the University bookstore to view the correct materials for each course by semester as the contents of the actual online syllabus may differ from the preview due to updates or revisions)	Strategic Recruitment and Selection	3
HRM-5600 × HRM-5600 The Entrepreneurial Organization: Learning as Competitive Advantage This course explores three key concepts and best practices associated with cultivating entrepreneurial behavior within organizations. Integrating adult learning, organizational learning, and knowledge management are central to adapting entrepreneurial behaviors and practices. In this course, students will consider the necessity of understanding adult learning theory to create a culture that supports entrepreneurial behavior. Students will also consider the importance of organizational learning and knowledge management on enabling stakeholders to adopt entrepreneurial orientations and practices, and they will apply these orientations and practices toward advancing entrepreneurialism in the workplace. Finally, students will identify the theoretical and practical intersection points among these topics and analyze the importance of adult learning, organizational learning, and knowledge management on promoting an entrepreneurial organization. Credits: 3 Delivery Methods: Online Offered in Sep 2025, Mar 2026 Preview the Online Syllabus (Please visit the University bookstore to view the correct materials for each course by semester as the contents of the actual online syllabus may differ from the preview due to updates or revisions)	The Entrepreneurial Organization: Learning as Competitive Advantage	3
HRM-5700 × HRM-5700 The Effectiveness of a Market-Connected Culture This course includes a critical examination of how human resource professionals can participate in creating and maintaining an effective organization that responds to the marketplace and services its customers effectively. Emphasis is placed on the internal and external cultures and environments, the emergence of a knowledge economy, and the importance of intellectual capital. Credits: 3 Delivery Methods: Online Offered in Nov 2025, May 2026 Preview the Online Syllabus (Please visit the University bookstore to view the correct materials for each course by semester as the contents of the actual online syllabus may differ from the preview due to updates or revisions)	The Effectiveness of a Market-Connected Culture	3
HRM-6000 × HRM-6000 Managing the Human Resources Enterprise The profession of human resource management (HRM) has become a major strategic partner with senior management and as a proactive consultant with operational managers within many organizations. Assuming these roles has increased the credibility of human resource management as a key component to enhance the effectiveness and productivity of employees within contemporary organizations. As important as these proactive interventions for HRM professionals, it is also critical for HRM to have an enterprise perspective. Through research and analysis, this course will assess the contemporary research in the field of HRM and examine the ways that HRM incorporates greater efficiency and effectiveness in responding to the challenges facing human resources and organizations. This course will analyze and assess important HRM functions and programs that include social media, technology, risk management, talent management, diversity workforce, retention management, employee engagement, organizational branding, and delivery models. Credits: 3 Delivery Methods: Online Offered in Sep 2025, Jan 2026, May 2026 Preview the Online Syllabus (Please visit the University bookstore to view the correct materials for each course by semester as the contents of the actual online syllabus may differ from the preview due to updates or revisions)	Managing the Human Resources Enterprise	3
HRM-6100 × HRM-6100 Human Resources as a Strategic Partner Managing strategically is a complex, rational, well thought out sequence of activities and approaches that addresses the various competitive challenges organizations face. Human resource management faces a series of challenges and opportunities to be regarded as a strategic partner with other senior leadership executives. One manner in which to accomplish this is to earn a seat as a partner during the strategic planning process. There are many roadblocks, however, on the road to becoming an organizational partner, which results in frustration, resentment, confusion, and possibly a regression back to maintaining nothing more than an administrative function. A key, however, to the successful acceleration of human resources showing they can add value is by gaining critical information from the voices of the organization's customers and integrating these into a roadmap that will take human resources from the role of "caretaker" to "organizational leader." All of the human resource management functions must be implemented and maintained with a strategic focus. It is not only considering the present challenges but also planning for future developments that will have an impact on the organization. This course will focus upon those critical elements that will help turn human resources away from "paper pushing" and toward a value added facilitator of strategic change. Credits: 3 Delivery Methods: Online Offered in Jul 2025, Jan 2026 Preview the Online Syllabus (Please visit the University bookstore to view the correct materials for each course by semester as the contents of the actual online syllabus may differ from the preview due to updates or revisions)	Human Resources as a Strategic Partner	3
HRM-6200 × HRM-6200 The Legal and Ethical Environment of Human Resources This course provides a careful examination of the significant ethical and legal issues facing the human resource professional. While there is a focus on employment law, there is an equally strong consideration of ethical issues, which human resource personnel must address and share with other decision makers in the organization. Credits: 3 Delivery Methods: Online Offered in Sep 2025, Nov 2025, Jan 2026, May 2026 Preview the Online Syllabus (Please visit the University bookstore to view the correct materials for each course by semester as the contents of the actual online syllabus may differ from the preview due to updates or revisions)	The Legal and Ethical Environment of Human Resources	3

Total Credit Hours: 12