Human Resource Management Certificate Program | UC Davis Extension

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Human Resource Management Certificate Program

Human resource management has evolved into a wide range of complex responsibilities and strategic activities that are central to achieving a successful organizational climate and culture. Our program is highly regarded for its real-world focus, immediate applicability and up-to-date information. Whether you're interested in acquiring new HR skills or earning hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI), this program will help you achieve your goals.

 

About the Program:

UC Davis Extension offers relevant training in an accelerated format, including:

  • A rapid pathway to completion – finish your certificate in five quarters
  • Expanded course offerings designed to provide strategic HR training
  • Fully updated core courses
  • All new elective offerings

Our courses are taught in-person in Sacramento, offering the opportunity for in–person networking with peers and instructors as well lectures by prominent guest speakers. Choose your personalized training pathway — whether you’re an HR Generalist, an Office Manager or a Business Partner, you can choose the courses that suit your needs. 

To earn a certificate, you must complete five required courses (12 units) and four or five elective courses (10 units). 

Estimated Cost:

Program costs range from $6,890-$7,895 including the UC Davis Extension Certificate Candidacy Fee of $125 and approximate fees for textbooks and parking. This price is based on enrollment two weeks prior to course start date.

Quarterly schedule of courses

CourseUnitsFWSPSU
Required
Courses
Principles of Human Resource Management3.0C
Organizational Change Management2.0C
Ethics in the Workplace2.0C
Employment Law3.0C
Effective Performance Management2.0C
Elective
Courses
Managing Employee Benefits3.0C
Training Design and Delivery2.0C
Talent Acquisition2.0C
Compensation/Total Rewards2.0C
HR Strategy and Business SuccessC
Best Practices in Talent Development and Management2.0C
F=Fall W=Winter SP=Spring SU=Summer; Schedules subject to change.
O = Online C = Classroom OC = Online and Classroom H = Hybrid


Required Courses

3.0 quarter units academic credit X400.1

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
This course is not currently open for enrollment.
2.0 quarter units academic credit X424.1

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.
This course is not currently open for enrollment.
2.0 quarter units academic credit X424.50

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.

This course is not currently open for enrollment.
3.0 quarter units academic credit X422.25

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.

Sections of this course open for enrollment:
2.0 quarter units academic credit X424.21

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.
This course is not currently open for enrollment.

Elective Courses

3.0 quarter units academic credit X416.3

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.  

This course is not currently open for enrollment.
2.0 quarter units academic credit X424.24

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.

Objectives:

  • 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.
Sections of this course open for enrollment:
2.0 quarter units academic credit X424.32

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. 
This course is not currently open for enrollment.
2.0 quarter units academic credit X424.37

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.
This course is not currently open for enrollment.
X424.38

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 
This course is not currently open for enrollment.
2.0 quarter units academic credit X432.25

The common theme from one organizational study to the next is this: the better the talent, the better the organizational performance. CEOs, HR professionals, and learning leaders all know the value of a robust talent pipeline yet most organizations continue to describe their talent development processes as ineffective in meeting critical capability needs. This course provides participants with the insights, frameworks, and tools to effectively manage and develop talent in teams and organizations. Real-world case studies will show best practice approaches for: aligning talent development with human capital and strategic workforce planning goals; using talent processes to drive cultures of excellence; and integrating leadership development, mentoring, succession and career planning processes for increased engagement and performance. Methods and metrics for assessing the effectiveness of talent development programs and processes will also be explored with the use of a talent management scorecard.

After completing this course, students will be able to:

  • Align talent development with human capital strategies
  • Leverage talent development to drive high performance and engagement
  • Increase the effectiveness of succession and career planning initiatives
  • Improve methods for assessing the strategic value of talent development efforts
  • Create a talent management scorecard for a current, or scenario-based, project
  • Analyze PHR/SPHR Bodies of Knowledge (Business Management and Strategy, Workforce Planning and Employment, Human Resource Development, Risk Management)
This course is not currently open for enrollment.

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Human Resources Labor Management Relations Info Session: Jan. 10, 2017