Skip to content


Certificate in Human Resource Management

spgs discount
Contacts for
more information
Admissions Counselors
Melissa Smith
SPGS Enrollment Manager
Keegan Hunzeker
Admissions Counselor


Certificate in Human Resource Management (12 Hrs.)

This course focuses on the concept of leadership in organizations. The complexity of the structural, political, symbolic, and human resource issues in applying a framework for analyzing leadership in organizations is analyzed. Emphasis is placed on building skills for modeling an authentic voice for leadership using effective presentation skills.

Research shows that emotional intelligence is much more powerful than IQ (and technical expertise) in determining who emerges as an effective manager/leader. IQ (and technical expertise) are threshold or baseline competencies that help you to get in the door, but alone they do not make you a star (performer). Emotional Intelligence can. Although most conflicts are best resolved at the lowest level, there are occasions when a good mediator can effectively intercede and minimize the chances of the conflict escalating or losing an otherwise good employee. And there are times when—in order to resolve a conflict—you need to have a crucial conversation (e.g., where opinions vary, and emotions and stakes are high). How do you prepare for a crucial conversation? This course is a living laboratory where students can safely practice applying all these concepts/skills.

This course examines the various factors that impact human and organizational performance as well as the structural and environmental forces influencing the change management process within the organizations. Issues studied include root causes of performance problems, cost effective interventions, strategies for the management of planned change, resistance to change, the role of change agents, intervention strategies and team development.

An overview of the major functions of human resources, including equal employment opportunity, affirmative action, assessing and maximizing the job-person match, managing performance, recruitment, selection and staffing, employee development, compensation, incentives and benefits administration, work design and labor unions. Emphasis will be placed on the transactional and transformational nature of strategic HRM (e.g., legal issues, ethical implications and practical applications related to organizational strategy and effectiveness).