Overview

HR Training Courses from World Education

Our HR training courses are designed for individuals who are currently employed in the human resources or human resource management or office administration, as well as those who plan to pursue a career in one of these areas.

These HR training courses are 100% online and instructor-led to allow students to pursue their educational goals at their own pace, from the comfort of their own homes or any other Internet accessible location.

Training Modules in our HR training courses include:

Effective HR Selection Systems

This module includes a comprehensive examination of the recruitment to post-hire process and teaches students how to attract, select, and on-board the best person for the job.

Over the course of this module, students are equipped with the skills they need to create a highly engaged, productive workforce with the knowledge, skills, and abilities they need in order to contribute quickly to the stated business objectives of the enterprise.

Human Resource Best Practices

Having a firm grasp of HR best practices is essential to achieving excellence and success.

Over the course of this module, you will be given insights into a wide range of HR best practice models from a broad spectrum of business sectors.

Building Strategic Partnerships

You will explore various approaches to accomplishing the objective of operating as a strategic partner with the HR department.

HR typically exists for the purpose of dealing with a range of issues that fall into grey areas of business operations, and HR managers are typically charged with a wide variety of responsibilities.

This HR training module focuses on working with the HR department as a strategic partner within the organization.

High Performing Organizations

You will explore some of the typical characteristics of the high performance organizations.

High Performance or Performance Driven Organizations are typically known for delivering a higher ROI, greater profits, greater productivity, lower operating costs, reduced turnover rates and a wide range of other key indicators that tend to make them more competitive and successful.

HR Budgeting Concepts

This module exposes students to the various components that make up a budget and how those various components work together.

Students also learn how to use financial statements to prepare, organize, and structure financial reports.

HR Negotiations

Students are given a basic understanding of the negotiating processes and styles employed in most business environments.

This module teaches students the basic negotiation skills they will need to be successful in a variety of business and HR contexts.

Change and Development

At their very core, most businesses are social systems with varying levels of complexity.

Over the course of this module, students focus on the concept of organizational culture and the various ways it influences how individuals work together to maximize the long-term success of the business enterprise and its people.

This module also explores the developmental process and how to effect change.

Leadership and Decision-Making

In this module, students learn how to develop a successful leadership style and how to use that style to promote team-building, collaboration, and a corporate culture that is conducive to success throughout the business.

Persuasive Communications

Over the course of this module, students learn to be more persuasive communicators.

Management Disciplines

In this module, students learn about the seven, proven management disciplines that are essential to success in management as they evaluate real-life business issues.

Operations Management

Our HR training courses also include a module focused on the essential managerial skills needed to successfully plan for operational success.

This module covers the basic principles behind developing an operational plan as well as how to design the strategic direction necessary to achieve very specific business goals.

Our HR training courses are designed to accommodate even the most demanding schedule and virtually any budget, and can be completed in as little as six months. Simply click on the registration button to get started learning today!

This course is eligible for Military Spouse Career Advancement Account (MyCAA) funding.

More online certificate courses from World Education:

Introduction to General Paralegal Studies

Introduction to Grant Research and Writing

Lean Mastery for Administration (Office)

Languages

English

Course Access Time

Students are given 6 months to complete the program.

Instructor

Katherine Pang, PhD, JD, LLM, MBA, MEd, MS

Dr. Pang has instructed, facilitated, and led numerous business skill courses including team building, building effective groups, and similar courses for several manufacturing companies including Weir SPM, Turbomeca, as well as the City of Arlington along with numerous top 100 law firms.

Dr. Pang served as a faculty member at the University of Texas at Tyler and has been an adjunct faculty member in the law and business/ schools of many universities including the Stern School of Business at New York University, the Graduate School of Management at the University of Texas, Dallas, Pepperdine University, USC, Golden Gate University, the University of California, Irvine, Regent University, and Northeastern University. Dr. Pang received her B.A. from Clar

Requirements

This program must be taken on a PC. There are no specific computer requirements other than an Internet connection (a high-speed or broadband Internet connection is highly recommended). In addition, you''ll need to have Internet Explorer, Adobe Reader, Flash Plug-in, and a QuickTime plug-in on your computer (all are available through free downloads).

The following textbooks will be provided to each student upon registration:

• Budgeting for Managers
• Bargaining for Advantage: Negotiation Strategies for Reasonable People
• Human Resource Management: Essentials Perspectives

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Lesson 1
Certificate in Human Resource Management

Module 1 - Introduction to Human Resource Management
• Recognize and identify the key roles and responsibilities of the human resource management function
• Assess your attitude and your organization's attitude toward human resource management
• Recognize and define HRM's strategic contribution to an organization
• Recognize and define human resources terms
• Recognize the relationship and partnership that exist between an organization's HR Department and its line managers and identify the key responsibilities of each
• Differentiate between the structure and reporting relationships of a centralized and decentralized human resources function
• List and identify the five areas of HRM Planning
• List the three roles that an HR department must fulfill to maintain the ethical standards of an organization
• Identify the key global issues and business practices that impact HRM

Module 2 - Data and Human Resource Management
• Explain the value of big data and analytics for human resource managers
• Identify different types of data that are useful for human resource managers
• Describe various ways of analyzing data
• Perform simple data analyses and understand some basic analytic tools
• Develop a plan for collecting data
• Understand the advantages and disadvantages of certain data types and collection methods
• Distinguish between correlation and causation
• Identify some biases and errors data collection may be subject to
• Present data in clear and compelling ways
• Consider the advantages and disadvantages of different ways to store data
• Reflect on some of the threats of big data, including threats to confidentiality and privacy as well as the potential for discrimination

Module 3 - Employee Selection
• Conduct an effective job interview
• Analyze a candidate pool and identify the most qualified candidate given a job description and requirements
• Decide what additional tests—if any—should be administered to candidates for a specific job
• Deal productively and sensitively with internal candidates for a job opening

Module 4 - Equal Employment Opportunity
• Explain the major employment and anti-discrimination laws
• Understand the basic steps to take in dealing with discrimination complaints
• Explain and assess issues around alternative work arrangements
• Outline ways to develop and maintain a diverse work-force

Module 5 - Compensation and Benefits
• Comply with relevant state and federal "wage and hour" laws
• Determine the competitive pay level for a particular position in a particular geographic location
• Discuss and administer a variety of pay structures
• Effectively confront issues of pay equity within an organization

Module 6 - Performance Management
• Explain the value of a performance management system
• Discuss the pros and cons of various types of performance management systems
• Conduct a performance management interview
• Design a performance improvement plan

Module 7 - Talent Management and Career Development
• Understand and effectively communicate the value of a career development program
• Describe the five stages in the career life cycle (Beginning, Developing, Mid-Career, Mastery and Maintenance, Retirement), and the needs an employee has at each stage of the cycle
• Explain why career management has become important to employers and employees
• Outline the tools for career development (training, education, job rotation, transfers, overseas assignments, mentoring, networking, volunteer work, formal career planning)
• Understand the issues HR departments face with career management

Human Resource Management

Module 1: The Nature of Human Resource Management
• Contemporary Human Resource Management
• Evolution of the Human Resource Function
• Origins of the Human Resource Function
• Personnel Management
• Human Resource Management in the Electronic Age
• Goals of Human Resource Management
• The Setting for Human Resource Management
• Human Resource Managers

Module 2: The Legal Environment
• The Legal Context of Human Resource Management
• The Regulatory Environment of Human Resource Management
• Equal Employment Opportunity
• Discrimination
• Protected Classes in the Workforce
• Sexual Harassment at Work
• Other Areas of Human Resource Regulation
• Evaluating Legal Compliance

Module 3: The Global Environment
• The Growth of International Business
• Global Issues in International Human Resource Management
• Understanding the Cultural Environment
• The Human Resource Function in International Business
• Domestic Issues in International Human Resource Management
• Managing International Transfers and Assignments
• International Labor Relations

Module 4: The Competitive Environment
• Competitive Environment for Human Resource Management
• Strategic Perspective
• The Influence of Organizational Purpose and Mission
• Role of Corporate Governance
• Corporate, Business, and Functional Strategies
• The Impact of Organizational Design
• Human Resource Strategy Formulation
• Interpersonal Processes and Strategy Implementation
• Evaluating the Human Resource Function in Organizations

Module 5: Information for Making Human Resource Decisions
• Human Resource Planning as a Source of Information
• Forecasting the Supply of Human Resources
• Implications of a Growth Strategy
• Implications of a Stability Strategy
• Implications of a Reduction Strategy
• Strategy as a Source of Information
• Economic Conditions as a Source of Information
• Unemployment Rates
• Job Analysis as a Source of Information
• The Job-Analysis Process

Module 6: Human Resource Decision Making in Organizations
• Ethics and Human Resource Management
• Rightsizing the Organizations
• Dealing with Increased Demand for Employees
• Strategies for Layoffs
• Progressive Discipline
• Employee Retention
• Managing Terminations and Retention
• Managing Voluntary Turnover
• Managing Human Resources during Mergers and Acquisitions

Module 7: Recruiting, Selecting, Training, and Developing Employees
• Recruiting Employees
• Internal Recruiting
• External Recruiting
• Internships
• The Selection Process
• Popular Selection Techniques
• Employment Tests
• The Selection Decision
• Training and Development

Module 8: Managing a New and Diverse Workforce
• The Nature of Workforce Diversity
• Dimensions of Diversity
• The Impact of Diversity on Organizations
• Diversity and Social Change
• The Multicultural Organization
• Managing Diversity in Organizations
• Managing Knowledge Workers
• Human Resource Management and Social Issues

Module 9: Compensation and Benefits
• Developing a Compensation Strategy
• Determining What to Pay
• Wage and Salary Administration
• The Nature of Benefits Programs
• Mandated Benefits
• Nonmandated Benefits
• Contemporary Issues in Compensation and Benefits

Module 10: Performance Appraisal and Career Management
• Why Organizations Conduct Performance Appraisals
• The Performance-Appraisal Process
• Methods for Appraising Performance
• Other Issues in Performance Appraisal
• The Nature of Careers
• Human Resource Management and Career Management
• Career-Development Issues and Challenges

Module 11: Managing Labor Relations
• The Role of Labor Unions in Organizations
• Trends in Unionization
• Historical Development of Unions
• The Unionization Process
• The Collective-Bargaining Process
• Negotiating Labor Agreements
• Resolving Impasses
• Labor Unions in the 21st Century

Module 12: Safety, Health, Well-Being, and Security
• Employee Safety and Health
• Common Workplace Hazards and Threats
• OSHA
• The Physical Environment
• Stress and Stress Management at Work
• Workplace Security

Module 13: Motivation at Work
• A Basic Model of Performance
• Motivation and Needs
• Process Theories of Motivation
• Reinforcement Theory
• Expectancy Theory
• Equity Theory
• An Integrative Model of Motivation
• Related Theories and Perspectives on Motivation

Module 14: Managing and Enhancing Performance: The Big Picture
• Enhancing Performance at Different Levels
• Alternative Work Arrangements
• Alternative Work Sites
• Incentives and Performance Based Rewards
• Performance Management and Feedback
• Evaluating Performance Enhancement Programs
• HR in the Headlines

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