Certificate Study Plan in Human Resources

Transcription

1 Certificate Study Plan in Human Resources

2 CONTENTS 1) Presentation 1) Presentation 5) Mandatory Subjects 2) Requirements 6) Objectives 3) Study Plan / Duration 7) Suggested Courses 4) Academics Credit Table offers its students a distance study method, in which students do not need to physically assist to any class. They use a study platform in which they have access to a personal tutor. In turn, the attractiveness of this method is that students can enjoy a flexible study schedule having the freedom to organize their time with a high standard of discipline. In this system, offered by, students will have the access to this type of independent educational method from the comfort of your residence, eliminating the difficulties of geography, organizing their study time and respecting family life and work obligations. 2) Requirements Valid photo identification (Driver s license, ID, Passport, etc.) High School diploma or General Equivalency Diploma or similar. 3) Study Plan - Duration The Certificate program contains 8 modules to be develop. The program has a maximum duration of 8 months and a minimum of 4 months, the student must complete and submit a minimum of 1 module per month. 4) Methodology offers its students a distance study method, in which students do not need to physically attend to any classroom. They use a study platform in which they have access to a personal tutor. The student can enjoy the flexibility of schedule studies, organizing their time freely and with a high level of self-discipline. The student will be able to access this method of education regardless of where they reside, eliminating the difficulties of geographic location, allowing the organization of their study time, respect for family life and work commitments. Once the student is officially enrolled in the diploma course program, a username and password will be assigned and sent to the student to access the virtual campus platform. This process will take place within 24 hours of enrollment. The online student platform is very useful for students to manage and organize their academic progress, making direct queries with their academic advisor and have the full development of their program using internet. 2 P á g i n a

3 5) Academics Credit Table The total number of credits you need in order to complete a diploma course is 27. The program consists of a compulsory autobiographical Development field (3 credits) and 8 development career courses, each course consists of 3 credits which are set by the University. offers students the choice of choosing their courses based on the criterion of their Academic Advisor. 6) Objective 's objective is to provide students with the knowledge, skills and values necessary for individuals in today's challenging world. The fundamental purpose of andragogy education is to ensure the acquisition of knowledge common to educated people and to equip students to integrate acquired knowledge in order to produce interconnections of thoughts and ideas. The goal of this study program is to provide students with the information, ideas and skills they need to have in order to live a happier and more intellectually rewarding life. 7) Suggested Courses Here you will be able to find courses that are required as a basis for general study and courses that suits your desired plan of studies. However that does not mean it's a standardized program that you would want as a study plan. The following are suggested courses that can guide you to make your own specialized curriculum. 1) Managing Human Resources I Strategic Human Resource Management Workforce Planning and Employment Human Resource Development Total Rewards Risk Management The Lincoln Electric Company Southwest Airlines 2) Managing Human Resources II The Challenge of Human Resources Management Offshoring 3 P á g i n a

4 Age Distribution of the workforce Adapting to Educational and Cultural Shifts The Partnership of Line Managers Code of Ethical and Professional Standards Strategy and Human Resource Planning Managing Compensation Integrative Cases Realigning HR Practices 3) Manage your Staff and Meet your Business Objectives Staffing: The right people for the Right Job Maximizing Employee Performance Maintaining Human Resources Resource Trend Human Resources: A key organizational resource The environment of Human Resources today A Historical Perspective How do Human Resources assist the Organization? Building High-Performance Organizations The functions of Human Resources The Legal Environment Human Resource Planning 4) Environment of Human Resource Management Workers, Jobs and Job Analysis Workforce Composition Nature of Jobs and Work Job Design Jobs and Work Scheduling Job Analysis Implementing Job Analysis Job Descriptions and Job Specifications Human Resource Planning and Retention Assessing the External Workforce 4 P á g i n a

5 5) A Strategic Approach to Employment Human resource Management: An overview The Professional Model of personnel management The Failure of American Industry The changing concept for personnel management in the UK The changing shape of industry and commerce The context of HRM HRM in Practice Fact and Fiction 6) Human Resource Management Practice Human Capital Management Role of HR Function The Role of the HR practitioner Role of the front-line Manager Strategic HRM Developing and implementing HR Strategies HRM Policies Analyzing roles, competencies and skills The nature of work The employment relationship 7) Human Resource Development Introduction to Human Resource Development Early Apprenticeship Training Programs The Relationship between Human Resource Management and HRD Training Human Resource Development Functions Roles and Competencies of an HRD Professional A Framework for the HRD Process Influences on Employee Behavior Framework for Human Resource Development Assessing HRD needs Designing effective HRD Programs Employee Socialization and Orientation 5 P á g i n a

6 8) South African Human Resource Management The Human Resource Management Challenge South Africa s EAP and the unemployed Performance of the South African Economy Politics, Policy and the state South Africa s Fraternity of Human Resource Practitioners Beyond Conformance: HRM of Socio-Economic inclusiveness Embracing and managing Diversity Preparatory HRM Work: Strategizing, Designing and Planning Designing Work, Organizations and HRM work Workforce Planning 9) Policies and Procedures Organization Policies Nondiscrimination Recruitment, Hiring, and Termination Compensation Policies Administration Volunteer Policies The Human Resource Cycle of Activities Steps for Attracting and Retaining Quality Personnel Providing a Motivating Environment Administrative Simplification 10) Applied Human Resource Management Historical Overview of HRM HRM as a Partner in Strategic Planning Developing Mission Statements What makes for a good place to work? Equal Employment Opportunity Sexual Harassment in the Workplace Checking References and giving References Identifying barriers to access in the workplace Internet Applications and illegal employment inquiries 6 P á g i n a

7 Creating a sexual harassment Prevention Program 11) Implementing Best Practices in HR Management Alcohol and Drug Addiction Alternative Dispute Resolution Attendance Management Benchmarking Career Management Change Management Competency Conflict Management Contracts, Employment Electronic Communications 12) Strategic Approach to Human Resource Management From Personnel Management to Human Resource Management Concepts and Perspectives on Human Resource Management Qualities of Human resource Professional/Manager Human Resource Management in Indian Corporate World Role and Status of Human Resource Professional/Manager Measurement of Human Resource Worth in an Organization Introduction to Strategic Human Resource Management Features/Characteristics of Strategic Human Resource Management Three levels of Strategic Human Resource Management Implementing Human Resource Strategy 13) Human Resource Information Systems Database Concepts and Applications in HRIS System Considerations in the Design of a HRIS System Design and Acquisition Cost Justifying HRIS Investments HRIS Implementation and Acceptance Talent Management Recruitment and Selection in an Internet Context 7 P á g i n a

8 Training and Development Performance Management, Compensation, Benefits and Payroll HRIS and International HR Management 14) The Future of Human Resource Management Understanding and Managing People Invest in the Next Generation of HR Professionalism Learn to master and play New Roles Discern, create and adapt culture to Business Conditions Rethink Organizations as Capabilities See HR as a Decision Science and bring Discipline to it Create mutually collaborative Ventures Social Expectations and Public Policy Live globally, act locally 15) Applying Psychology in Business Psychological Research in Business Research-Based Business Decisions Ethical Issues in applying Psychology in Organizations Effective Organizations in the 21 st century Validation principles in Personnel Psychology Job Analysis Methods Realistic Job Interviews Identifying successful Recruiters Behavioral Performance Measures Managing Employee Career Transitions 16) The New Science of Human Capital A Decision Science applied to Talent The HR Bridge Framework Impact in Strategy Analysis Impact in Organization and Talent Effectiveness in Performance and Potential Effectiveness in Policies and Practices 8 P á g i n a

9 Efficiency in Organization and Talent Investment Talent Measurement and Analytics Making Talentship work 17) Compensation and Benefit Design ShareBased Compensation Plans Human Resource Accounting Business Financial and Human Resource Planning Projecting Base Compensation Costs Incentive Compensation Stock Option Plans International and Expatriate Compensation Sales Compensation Accounting Employee Benefit Accounting Healthcare Benefits Cost Management Accounting and Financing 18) Grievance Arbitration Levels of Staffing Work/shift schedules and Job Transfers Duty of Fair Representation Discipline and Discharge Wages and Classifications Operation Changes Transfers Job Evaluation Leaves of Absence Hours and Schedules Breaks in the Workday Holidays and Vacations Seniority Promotion 9 P á g i n a

10 19) Rights at work Workplace Rights and Wrongs Rights and Workers Rights Types of Workers Rights Inappropriateness of Individual Bargaining The Shrinking Realm of Collective Bargaining The Union Decline Are Statutory Rights Effective? The Limits of Statutory Rights Thinking about Enterprise Rights The Legal Revolution in Enterprise Rights 20) Performance Appraisal The State of the Art The Performance Management System Approaches to Appraisal Skills Behavior and Competencies How to write a Fair Performance Appraisal How to conduct an Appraisal Discussion Optimizing your existing Performance Appraisal System How to create a Performance Appraisal System Designing the Performance Appraisal System Performance Appraisal and the Law 10 P á g i n a