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- Human Resource Management Specialist
Human Resource Management Specialist (HRM1) Technical Certificate of Credit
The Human Resource Management Specialist Certificate prepares individuals to perform human resources functions in the HR Department in most companies. Learning opportunities will introduce, develop, and reinforce students' knowledge, skills, and attitudes required for job acquisition, retention, and advancement in management. Graduates will receive a Human Resources Management Specialist Technical Certificate of Credit.
According to the Occupational Outlook Handbook of the Bureau of Labor Statistics, human resources specialists coordinate the recruitment, hiring, and training of new employees as well as benefits administration and labor relations. Employment is expected to grow much faster than the average for all human resources, training, and labor relations managers and specialist occupations. College graduates and those who have earned certification should have the best job opportunities. Competition for these positions can be very competitive and management education can provide a competitive edge. Among industries, firms involved in management, consulting, and employment services should offer many job opportunities, as businesses increasingly contract out human resources functions or hire human resources specialists on a temporary basis to deal with increasing costs and complexity of training and development programs. Demand for specialists also should increase in outsourcing firms that develop and administer complex employee benefits and compensation packages for other organizations. Management courses are offered in high schools across the country usually through the Business Education department. Students interested in continuing their education and advance their careers may continue their education at the technical college level in the Business Management program. Students may pursue an associate degree in Business Management. Opportunities for continual educational growth may be pursued at the university level. Collegiate programs in the School of Business with a major in Management are available to those students wishing to obtain a Bachelor of Science or a Bachelor of Arts in their chosen field or industry. Human resource personnel perform administrative activities related to hiring, training, benefits coordination, and labor relations for the organization. Supervisors and managers in this field require strong interpersonal skills. They must have clear and persuasive communication skills, analytical minds, and the skill to evaluate complex relationships among numerous factors. Dealing with people is an important part of the job. Minimum Wage: $13.50 per hour Maximum Wage: $18.00 per hour Annual salary rates for human resources workers vary according to occupation, level of experience, training, location, and firm size. Human resources managers receive the highest salary followed by training and development managers.
The standard curriculum for the Human Resource Management Specialist Certificate program is designed for the semester system. Students may enter the program any semester. The Human Resource Management Specialist Certificate takes approximately two (2) to three (3) semesters to complete and is online. To graduate, students must earn a minimum of 18 hours.
Requirements
- Submit a completed application;
- Be at least 16 years of age;
- Submit official high school/high school equivalent transcripts;
- Submit official college transcripts, if applicable;
- Satisfy Placement Testing requirements.
Program Costs
Costs are estimates and are subject to change.
- Tuition/Fees: $2,186
- Books/Supplies: $500
| Occupational Courses (18 hours) | 18 |
|---|---|
| MGMT 1105Organizational Behavior
(Prerequisite: Provisional admission) Provides a general knowledge of the human relations aspects of the senior-subordinate workplace environment. Topics include: employee relations principles, problem solving and decision making, leadership techniques to develop employee morale, human values and attitudes, organizational communications, interpersonal communications, and employee conflict. |
3 |
| MGMT 2115Human Resource Management
(Prerequisite: Provisional admission) This course is designed as an overview of the Human Resource Management (HMR) function and the manager and supervisor's role in managing the career cycle from organizational entry to exit. It acquaints the student with the authority, responsibility, functions, and problems of the human resource manager, with an emphasis on developing familiarity with the real world applications required of employers and managers who increasingly are in partnership with HRM generalists and specialists in their organizations. Topics include: strategic human resource management, contemporary issues in HRM; ethics, diversity and globalization; the human resource/supervisor partnership; human resource planning and productivity; job description analysis, development, and design; recruiting, interviewing, and selecting employees; performance management and appraisal systems; employee training and development; disciplinary action and employee rights; employee compensation and benefits; labor relations and employment law; and technology applications in HRM. |
3 |
| MGMT 2125Performance Management
(Prerequisite: Provisional admission) Develops an understanding of how fostering employer/employee relationships in the work setting improves work performance. Develops legal counseling and disciplinary techniques to use in various workplace situations. Topics include: the definitions of coaching, counseling, and discipline; importance of the coaching relationship; implementation of an effective counseling strategy; techniques of effective discipline; and performance evaluation techniques. |
3 |
| MGMT 2130Employee Training and Development
(Prerequisite: Provisional admission) Addresses the challenges of improving the performance and career potential of employees, while benefiting the student in their own preparation for success in the workplace. The focus is on both training and career and personal development. Shows the student how to recognize when training and development is needed and how to plan, design and deliver and effective program of training for employees. Opportunities are provided for the student to develop their own career plans, assess their work-related skills, and practice a variety of skills desired by employers. Topics include: developing a philosophy of training; having systems approach to training and development; the context of training; conducting a needs analysis; critical success factors for employees; learning principles; designing and implementing training plans; conducting and evaluating training; human resource development and careers; personal career development planning; and applications in interpersonal relationships and communication. |
3 |
| GUI 003Guided Elective (3 hours) | 3 |
| Choose One (3 Hours) | 3 |
| MGMT 1110Employment Rules and Regulations
(Prerequisite: Provisional admission) Develops a working knowledge of the laws of employment necessary for managers. Topics include: Employment Law, the Courts, Alternative Dispute Resolution (ADR) Discrimination Law, Selecting Applicants Under the Law, OSHA and Safety, Affirmative Action, AT-Will Doctrine, Right to Privacy, Fair Labor Standards Act (FLSA), Family Medical Leave Act (FMLA), Worker's Compensation, Unemployment Compensation, and National Labor Relations Act. |
3 |
| MGMT 2120Labor Management Relations
(Prerequisite: Provisional Admission) Provides a student with an overview of the relationship of rank and file employees to management in business organizations. The nature of the workplace, the economic foundations of work organizations, and the history of the relationship between management and labor are examined. The course acquaints the student with the principles of developing positive relationships between management and labor within the context of the legal environment governing labor relations. Topics include: the nature of the American workplace; the economic history of business organizations; the historical roots of labor-management relations; adversarial and cooperative approaches to labor relations; the legal framework of labor relations; employee-employer rights; collective bargaining and union organizing processes; union and nonunion grievance procedures; international labor relations; and the future of labor-management relations in a changing economy. Case studies, readings, and role-plays are used to simulate workplace applications in labor relations. |
3 |
| Approved Electives: BUSN 1240, BUSN 1330, BUSN 1400, BUSN 1410, COMP 1000, MGMT 2120, MGMT 2205, MGMT 2140, MGMT 1135, or ACCT 1100, MGMT 2410, MGMT 2150 |
|---|
Faculty
Business Management Instructor
Vidalia Campus - Gillis Building, Office 807
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Notice and Responsibilities Regarding this Catalog
The statements set forth in this catalog are for informational purposes only and should not be construed as the basis of a contract between a student and this institution. While every effort has been made to ensure the accuracy of the material stated herein, we reserve the right to change any provision listed in the catalog, including, but not limited to, entrance requirements and admissions procedures, academic requirements for graduation, and various fees and charges without actual notice to individual students. Every effort will be made to keep students advised of such changes.
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