Human Resource Management Certificate Program

woman standing in front of group
Program at-a-Glance
15-21 months
In-class and Hybrid Format

What You’ll Learn

Our Human Resource Management Certificate Program gives you foundational skills to manage the complex responsibilities that are central to a successful organizational culture. With its real-world focus and immediate applicability, this program can help you achieve your goals, whether you're interested in acquiring new HR skills or earning hours toward recertification through the Human Resource Certification Institute (HRCI).

  • Understand the value of both strategic and operational HR concepts and the positive impact they can have on an organization’s ability to achieve its goals.

  • Identify key HR metrics to align organizational decision capabilities

  • Develop a change management plan for a critical change in the workplace.

  • Develop an understanding of basic concepts and principles of adult learning as they apply to training design.

  • Learn essential strategies, concepts and practices involved in the effective recruitment, selection and on-boarding of talent

  • Develop and influence others regarding recommendations for improvement and ability to conduct performance discussions.

How You'll Benefit

Highly regarded as one of the best HR training programs in the area, our training offers:

  • Opportunities for networking with instructors and peers via in-person classes

  • A range of electives from which to choose, depending on your career path

  • Opportunities to receive credit for SPHR and PHR re-certification through HRCI

  • Classes taught by instructors with industry experience from prominent companies

  • Median pay for Human Resource Managers is $113,300 per year (2018, Bureau of Labor Statistics)
  • According to the Bureau of Labor Statistics, “Candidates with certification or a master’s degree—particularly those with a concentration in human resources management—should have the best job prospects.”
  • Jobs in Human Resource Management are expected to grow by 9% (12,300 jobs) by 2026 (Bureau of Labor Statistics)
  • California has the highest employment for HR managers in the country, and the annual mean wage in California is $142,870. (Bureau of Labor Statistics)

Program Requirements
This program requires the successful completion of 5 core courses and 5 electives. Course content is frequently revised to ensure that the program is up to date with the latest industry standards. For this reason, you must complete all of the course requirements of your certificate with a "C" or better and within five years from the day you enroll in the first course. A certificate will not be awarded if the requirements are not completed and your application for candidacy is not received within this timeframe.

Required Courses

Principles of Human Resource Management
Quarter Academic Credit

This course is designed primarily to provide instruction in the administration of the Human Resource (HR) function in organizations. Topics covered provide a broad overview of the wide scope of content that makes up the HR field, including: organizational and HR strategy; equal employment opportunity, workforce planning and selection, training and talent management, compensation and benefits, performance management, employee and labor relations, affirmative action, HR technology, investigations, and workplace health, security and safety.

Students will focus on current practices in the HR field using readings and case studies, lectures, audio-visual materials, classroom and online discussions, presentations prepared by students, and guest speakers. By the end of the course, each student will have a working knowledge of Human Resource management and sufficient classroom experience to apply this knowledge in the work environment. Anyone seeking both a strategic and operational overview of the human resources function will find value in this course.

Learning outcomes

  • Understand the value of both strategic and operational HR concepts and the positive impact they can have on the ability of the organization to achieve its goals. 
  • Understand the connection between organizational strategy and HR strategy.
  • Gain overview knowledge of the EEO arena and of the investigation process.
  • Job design and job analysis activities, including employee knowledge, skills and job satisfaction.
  • Understand the concept of employee engagement, and how to build and measure it.
  • How to acquire the right employee at the right time for the right role, and improve retention.
  • Laws impacting on selection and placement.  Effective ways to “discover” the work pool.  Equal employment opportunity guidelines and affirmative action.  Selection and placement procedures.
  • Be aware of the importance of “fit” in selection and explore ways to discover that.
  • Understand the importance of effective orientation and onboarding practices on job satisfaction, retention, and the organization’s ability to achieve its goals.
  • Understand the principles of ADDIE and how it can be used in a variety of HR core functions in addition to Training
  • Understand the strategic and operational value inherent in effective management and leadership development programs.
  • Gain solid overview of performance appraisal and compensation topics in preparation for future courses.
  • Understand the connection between effective performance management and compensation programs on retention and job satisfaction.
  • Gain solid overview of employee benefits topics in preparation for future courses.
  • Understand the strategic connection between employee benefits recruiting, and retention.
  • Psychological and physiological conditions related to occupational safety and health.  Cost-benefit relationship of safety and health to the needs of the organization.  Legal implications of the safety and health issue.
  • Overview of employees’ rights, how to balance needs with organizational needs.
  • Purpose and value of unionization to employees and to employers.  Historic beginnings and legal underpinning of unionization.  National labor relations act, labor-management relations act, labor-management reporting and disclosure act, and Presidential executive orders as legal considerations for unionization.
  • The collective bargaining process, and the labor-management relationship.  The negotiating process, labor contract administration, conflict resolution and grievance procedures
Course Code
Organizational Change Management
Quarter Academic Credit

Continuous changes in today's business environment often require Human Resources professionals to "manage" the workforce issues that accompany these changes.  This includes issues such as conflict resolution, helping workers adapt to new technology, inter-departmental struggles, and management-employee communication.  This course addresses the key skills needed by the HR professional to be successful in this new role.  The course objective is to equip participants with real-world knowledge and abilities that can be applied in these work assignments. Learners will develop an organizational change plan and will be able to measure and evaluate change efforts.

By the conclusion of the course, students will be able to:

  • Describe the differences between traditional HR roles and change agent roles.
  • Demonstrate basic internal consultancy skills in class exercises.
  • Explain the model for organizational problem diagnosis and when to use it.
  • Plan the steps of an organization intervention, given the results of a diagnosis.
  • Describe the appropriate steps for dealing with resistance from different sources.
  • Describe methods to effectively coach managers through organizational change.
  • Develop a change management plan for a critical change in their workplace.
Course Code
Ethics in the Workplace
Quarter Academic Credit

Heighten your awareness and understanding of workplace ethical issues and learn how to avoid the slippery slope of an unethical work environment. Acquire the conceptual framework and practical methods for making ethical and effective business decisions. Learn when and where ethical issues are most likely to surface and how to maintain their integrity.

You will also gain an understanding of the impact of cultural and organizational pressures to conform, and explore a variety of ethical decision-making models, evaluate possible courses of action, and respond to challenging situations. Business experience and case studies form the core of this highly interactive course.

Course Code
Employment Law
Quarter Academic Credit

This course is an overview of labor and employment laws that impact the workplace in the State of California.  The first portion of the course focuses on labor-management relations, including laws concerning collective bargaining in both the private and public sectors.  Students are exposed to procedures and regulations governing the filing of unfair labor practice charges, the rights and duties of both labor and management in collective bargaining.  Private sector statutes reviewed include the Educational Employment Relations Act and the Meyers-Milias-Brown Act.

The second portion of the course focuses on labor laws that are applicable to California’s workforce.  Students are exposed to, among other things, federal and state wage and hour laws, anti-discrimination laws and employee leave laws.  Statutes reviewed include the Fair Labor Standards Act, Title VII, the California Fair Employment and Housing Act, the Americans With Disabilities Act, the Family Leave Act, and the California Family Rights Act.  Three quarter hours academic credit.

Course Code
Effective Performance Management
Quarter Academic Credit

This course will allow students to effectively implement a performance management system in support of the strategic goals of the organization. Students will review alternative approaches to performance management, and learn best practices for conducting and delivering effective performance feedback. This course will emphasize the critical role of effective communication.

Students will be able to demonstrate knowledge in giving constructive feedback regarding performance, prepare performance criteria, coach managers on developing a meaningful review and recommend different techniques to coach employees and managers in areas to improve overall performance.

Learning outcomes

  • Assess situations and deliver compelling communications on issues relating to performance management.
  • Conduct an effective performance appraisal.
  • Develop coaching skills to support leaders making the performance appraisal process a ‘win-win’ experience.
  • Support managers dealing with performance issues and apprise management on issues that have operational implications.
  • Develop and influence others regarding recommendations for improvement and ability to conduct performance discussions.
Course Code

Elective Courses

Compensation/Total Rewards
Quarter Academic Credit

Students will examine total rewards systems and their role in attracting, retaining and motivating employees. Students will learn how to develop and evaluate employee compensation systems that meet the needs of the employees and align with the business strategy. Emphasis is given to understanding strategic compensation as a component of a human resource system, developing a pay system (i.e. base pay, incentive pay, merit pay vs. seniority), designing compensation systems (including job analysis, survey analysis and building a pay structure), understanding incentive plans, an overview of discretionary vs. legally required benefits, and contemporary compensation challenges.

In addition, students will learn to:

  • Examine and assess employee total rewards systems. 
  • Develop, implement or enhance an employee compensation systems to meet strategic business requirements and the needs of the unique workforce.  
  • Evaluate the costs of a compensation system, perform a competitive market analysis, and develop a pay program (both base pay and incentive pay) that aligns with the organization’s culture and ensures legal compliance.
Course Code
Best Practices in Talent Development and Management
Quarter Academic Credit

This course provides participants with practical tips, tools and frameworks to effectively manage, develop and engage talent. Real-world case studies will highlight best practices for aligning talent development with strategic HR processes, using talent development to drive culture change, preparing talent through on-boarding, and integrating leadership development, mentoring, succession and career planning initiatives for high performance and engagement.

Course Code
HR Strategy and Business Success

This class will provide students the competency to build human capital strategies that support business success. To fully optimize business potential, human resource professionals must engage and work to develop its workforce with the capabilities necessary to carry out the firm’s business strategy. Comfort in evaluating and summarizing the financial impact of human capital is mandatory at senior levels and helps to establish personal and functional creditability.

This course will provide students with the business acumen required to effectively partner with key business leaders to foster a winning business strategy. The class will touch quantitative and qualitative topics, accentuating the synergistic nature between people strategy and financial results.

Learning Outcomes:

  • Identify key HR metrics to align organizational decision capabilities
  • Propose HR initiatives that support business strategy
  • Assess financial challenges concerning human capital strategy
  • Analyze the quantifiable relationship between the workforce and business value
  • Evaluate cost-benefits of human resource and strategic initiatives related to total rewards programs
  • Demonstrate a solid understanding of key financial statements as they relate to large human resources initiatives 
Course Code
Total Rewards
Quarter Academic Credit

This course covers the fundamentals and strategic management of employee benefits including life, dental, vision, employee assistance, disability and medical plans. 

Primary topics include the changes to group healthcare necessitated by the Patient Protection and Affordable Care Act, ERISA requirements, mandated benefits, and the regulatory and tax treatment of benefit programs.  

The class also addresses wellness programs, methods for funding employee benefits, consumer driven healthcare, contribution strategies, and the overall best practices for human resources to evaluate in managing benefits and the cost containment of benefit programs.  

Course Code
Talent Acquisition
Quarter Academic Credit

An organization’s effectiveness is directly related to the caliber of its employees. Poor hiring decisions result in costly and time consuming problems related to performance management, employee relations, and productivity issues. Learn how to meet the challenge of hiring quality individuals with relevant backgrounds and experience, as well as how to source, recruit, retain and develop employees for your organization. 

Topics include:

  • Learning essential strategies, concepts, and practices involved in the effective recruitment, selection and on-boarding of talent 
  • Developing a talent profile and job descriptions 
  • Understanding recruiting tools and best practices
  • Understanding Equal Employment Opportunity and Affirmative Action requirements
  • Identifying and defining selection standards
  • Learning techniques for interviewing, assessment and testing, 
  • Understanding background investigations and legal requirements. 
Course Code
Training Design and Delivery
Quarter Academic Credit

This course provides the theories, skills, tools and practice needed to design effective training in general Human Resources topics. Course content will cover the theoretical foundations of adult learning theory, concept sequencing and presentation, interactive design strategies, training design management, needs assessment, evaluation, and unleashing creativity in design to increase the comprehension, retention, and measurable application of HR training. Create an interactive learning environment using experiential training methods and facilitate effective group interaction, as well identify appropriate training activities and materials that will enhance comprehension, retention and application of training material.


  • Develop an understanding of basic concepts and principles of adult learning as they apply to training design.
  • Understand how to budget for training and relevance in the training design process. 
  • Understand and apply the steps of theory to their own instructional design.
  • Experiment with creativity in training design
  • Learn a variety of evaluation techniques and their uses and relevance in the design process.
  • Work with tools to effectively sequence and present training topics for adult learners.
Course Code

Required Courses

Required Courses Units Fall Winter Spring Summer
Principles of Human Resource Management 3 Classroom
Organizational Change Management 2 Classroom
Ethics in the Workplace 2 Classroom
Employment Law 3 Classroom
Effective Performance Management 2 Classroom

Elective Courses

Elective Courses Units Fall Winter Spring Summer
Compensation/Total Rewards 2 Classroom
Best Practices in Talent Development and Management 2 Classroom
HR Strategy and Business Success Classroom
Total Rewards 3 Classroom
Talent Acquisition 2 Classroom
Training Design and Delivery 2 Classroom
  • The cost for the Human Resource Management Certificate is $6,890-$7,895, depending on the number of electives you take.
  • See each course offering for discount opportunities, including discounts for members of SHRM, SEAC, SAHRA and NCHRA. 
  • Students are expected to pay a one-time, non-refundable certificate application fee of $125.
  • Textbooks are not included in the tuition fee.
  • Get more information about financing your education.

Ready to enroll in the certificate program?

Fill out a brief certificate registration form and pay the registration fee. By doing so, you declare your intent to complete the program and lock in program requirements. Once you register, program staff will be available to answer any questions you may have and assist you with your course plan.

Not ready to commit yet?

  • Enroll in an individual course. Check out individual courses that are currently open for enrollment. Courses will be applied to the certificate program if you later decide to complete your certificate.
  • Sign up for an information session. Learn more about the program by enrolling in a free information session. If an information session for this program is not currently open for enrollment, click on “notify me,” and we’ll contact you when the next one becomes available.
  • Questions? We’re here to help. If you’ve got a question, email us or call (530) 757-8895.