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School of Adult and Graduate Education
610-740-3770 sage@cedarcrest.edu

Human Resource Management Certificate – Online

Human Resource Management has a strategic impact on an organization’s success.  From candidate assessment through onboarding to performance assessment, electronic tools are increasingly used to enhance the performance of the HR function.  These new tools function within a legal and ethical context of increasing diversity and inclusion in the workplace.  Cedar Crest’s Human Resources Management certificate focuses learners to think strategically about electronic HR tools, efficiency, and ethics.

The 12-credit, fully online graduate certificate in Human Resource Management is designed for the busy working adult who wants to make a career change or advance in their current field. The certificate can be completed in 1-2 years. Graduates of the program will be equipped with the skills needed to take an analytical approach to increasing organizational effectiveness using human resource information technologies and meet contemporary ethics standards. With this unique skill set, students can pursue new and senior level careers such as HR Partner and Chief Human Resources Officer where their role is influenced by the availability of – and need to understand – how to apply data and ethics in modern diverse workplaces.

This Business certificate can be completed as a stand-alone credential or in combination with select other Cedar Crest Business certificates to complete our innovative online Modular Master of Science degree.

Learn more about the Modular Master’s degree here.

The goal of the certificate program is to provide students with the ability to:

  • Examine the impact of digital management tools and workflow on the human resources profession.
  • Assess metrics and techniques for evaluating work performance at the individual, group, and organizational levels.
  • Assess an organization’s level of compliance with employment, compensation, and workplace laws and regulations, and develop strategies to reduce risk.
  • Develop organizational training strategies to leverage diversity and inclusion and foster a culture of inclusiveness.

Required Courses

Human Resource Information Systems – 3 credits

Human resource management now relies on digital tools and technologies for a variety of tasks, including candidate screening, onboarding, performance management, and benefits management.  What does human resources look like in a digital age?  This course examines current software and cloud-based solutions for human resource management, including time and attendance management, payroll and tax submissions, talent acquisition, integrated training, and performance management.  

Employee Metrics and Performance Assessment – 3 credits

HR in a data-rich environment provides many options for measuring and assessing individual employees, managers, departments, and organizations.  Some metrics are selected for fit with organizational strategy and culture, others for the hidden patterns that can be revealed, such as absentee rate per manager, voluntary turnover rate per manager, training expense per employee, and overtime by department.  Choosing and assessing appropriate metrics for enhancing organizational performance is a key strategy explored in this course.

Legal and Regulatory Compliance – 3 credits

This course examines legal and regulatory compliance issues in human resource management, including anti-discrimination laws such as ADA, ADEA, the Civil Rights Act and EEO, leave provisions such as FMLA, and workplace safety issues such as ergonomics, prevention of harassment, and OSHA compliance.  Employee privacy laws such as HIPAA are discussed as are legal and regulatory issues regarding pay.  Procedures for investigating and escalating incidents are discussed, as well as the development of compliance-based workplace training for employees and other risk-reduction strategies. 

Diversity and Inclusion Leadership – 3 credits

This course explores personal identities based on categories of belonging such as age, gender, and ethnicity, for the purpose of creating understanding and ultimately, a more equitable and inclusive workplace.  Specific strategies for developing a workplace culture of inclusivity and belonging are addressed, as are periodic assessment methodologies and training strategies for creating a continuing environment of comfort, equity, and productivity.  A review of hiring practices is also addressed.