Course Code: GES419
Learn about the job opportunities available to you in the field of human resources as well as the skills you will need to be successful in your career including the job duties of a Human Resources Professional and more about the PHR certification exam. Then, discover how Human Resources should be viewed a strategic partner in any company as well as the challenges that HR professionals meet daily while you tackle growth, retrenchment, stability, and diversification in the workplace.
Learn everything you need to know about the recruitment and selection process to help with good hiring decisions. Then, learn about the hiring process including legal interview questions and the importance of good employee orientation. You’ll also learn all about performance appraisals including good appraisal processes and methods as well as strategies for creating a high-performance workplace.
Learn how to match employee compensation with organization strategies as well as both traditional and non-traditional benefit structures. You’ll also learn all about retention including the cost of turnover, reasons employees leave, and succession planning.
Learn about creating a safe work environment that will meet state and federal standards as well as Equal Employment Opportunity, Affirmative Action, managing labor relations and unions, employee rights, discrimination and diversity. You’ll also learn about prevention of accidents and illness through company wellness programs.
Discover the reasons companies choose to do business globally and how you can create a workforce to support these efforts. You’ll learn about staffing models, Geert Hofstede’s Five Cultural Dimensions, and selecting an expatriate.
Learn everything you need to know to successfully prepare for the PHR exam including study strategies. You’ll also get valuable information on externships and internships.
I. Introduction to Human Resources
A. Job Opportunities in Human Resources
B. Skills Necessary to be Successful in Human Resources
C. Job Duties of the Human Resources Professional
D. The Professional Human Resources (PHR) Exam
II. HR's Role in Strategy
A. Human Resources as a Strategic Partner in the Company
B. Challenges That Human Resources Professionals Meet
C. Growth, Retrenchment, Stability, Diversification
III. Recruiting and Hiring Employees
A. Recruitment and Selection
B. Hiring Process
C. Recruiting Methods
D. Legal Interview Questions
IV. Appraising and Improving Employee's Performance
A. Importance of Performing Appraisals
B. Performance Appraisal Process
C. Performance Appraisal Methods
V. Training Programs
A. Training Basics
B. ADDIE Model of Training
C. Individual Learning Styles
VI. Compensation and Benefits
A. Organization Strategies and Compensation
B. Internal and External Equity
C. Job Evaluation Methods
VII. Employee Health and Safety
A. Safely Training
B. Occupational Safety, Health Administration (OSHA)
C. Workplace Hazards, Workplace Violence
D. Accidents and Illness Prevention
VIII. The Legal Environment
A. Employment Law Terms
B. The Equal Employment Opportunity Commission, EEOC, The Office of Federal Contract
Compliance Programs (OFCCP)
C. Equal Employment Opportunity, The Civil Rights Act of 1964 and 1991
IX. Making HR Decisions
A. Hiring Decisions
B. Forecasting Supply of Human Resources
C. Human Resources Software
D. Hiring Strategies, Reduction in Workforce Strategies
X. Affirmative Action
A. Affirmative Action Process
B. EEO-1, Affirmative Action Plan, Applicant Flow
C. Uniform Guidelines on Employee Selection
A. Defining Diversity
B. Managing Diversity Conflict
C. Understanding and Appreciating Diversity
XII. Employee Rights and Discipline
A. Employee Rights
B. Employer Rights
C. Employee Discipline
B. Alternatives to Firing
C. Emotional Side of Firing
A. Workplace Investigations
B. Investigation Steps
C. Conducting an Investigation
XV. Unions - Managing Labor Relations
A. Role of Unions in Organizations
B. Legal Context of Unions
C. Why Employees Join Unions
D. Unionization Process
E. Union Avoidance Strategies
XVI. Creating a High-Performance Workplace
A. Employee Peak Performance Strategies
B. Suggestion Systems
C. Employer-Employee Communication
D. Employee Work/Life Balance
XVII. Global Human Resources
A. Why Companies Choose to do Business Globally
B. Staffing Models (Ethnocentric Model, Polycentric Model, Geocentric Model)
C. Geert Hofstede's Five Cultural Dimensions
D. Selecting an Expatriate
A. Cost of Turnover
B. Reasons Employees Leave
C. Retention Strategies
D. Stay Interviews, Succession Planning
XIX. Motivation, Rewards, and Recognition
A. Maslow's Hierarchy
B. Reinforcement Theory
C. Reward Program Strategies
XX. Preparing for the HR Exam
A. Professional Human Resources Exam
C. Studying and Preparing for the PHR Exam
Anna Smith has a bachelor's degree in business administration from Spalding University and a master's degree in Management from Webster University. She also has a SPHR (Senior Professional in Human Resources Certificate) from the Human Resources Certification Institute, SHRM-SCP, (SHRM Senior Certified Professional) and a Masters Online Teaching Certificate from the University of Illinois. Anna has worked in the field of human resources as a human resource representative for more than 25 years. Her experience spans many areas of human resources including recruitment, labor relations, and affirmative action plans. She is also an adjunct professor, teaching college-level human resource courses online.
There are no prerequisites for taking this program, other than basic computer knowledge. If you are planning to take the PHR exam, with HRCI as the certifying body, after completing the program, you will need one of the following:
Instructional material requirements:
HR Certification Institute (HRCI)
The Human Resource Certification Institute (HRCI) is a globally-recognized organization that has been credentialing HR professionals for over 40 years. The organization has developed eight certifications that span all stages of a professional HR career as well as continuing education opportunities to help professionals stay up-to-date on best practices. Each of HRCI’s certifications have been accredited by the National Commission for Certifying Agencies (NCAA).
The facilitator was very knowledgeable. Any support, that I did need, was timely. Because of my work schedule, being able to acquire knowledge and bullets in my resume, on-line is invaluable to me. I would recommend it to anyone."
My experience with the professor was great. I received great insight from here while working in my current position. She was very helpful and gave great advice."
Ms. Smith was a great facilitator. I enjoyed learning and building a foundation for Human Resources."
Anna Smith was very helpful. I enjoyed the fact that I could work on the course at my own pace."
I would like to express my gratitude for this wonderful experience. I am so pleased with the level of knowledge gained and the simple way you developed the content of the course. This was a great learning experience!! Thank you for all the effort and time you spent putting together the whole course. I hope I can meet you in person some day. Thank you again for your commitment to your profession and the community."
This program was great! I loved doing it on my time! In fact, I liked it all. I just loved it."
I like the well rounded approach of the course content. It covered a little bit of everything. My facilitator was very knowledgeable, as well as wonderfully responsive and helpful."
My experience with this course was very knowledgeable I would recommend it to all my friends and family. I love it and I will continue to take more courses in the near future."
Yes, ed2go courses are online, so you never have to actually travel to the school. Most schools offer telephone or online registration.
This course is self-paced and open enrollment, so you can start when you want and finish at your own pace. When you register, you'll receive six (6) months to complete the course.
The time allotted for course completion has been calculated based on the number of course hours. However, if you are unable to complete the course, contact your Student Advisor to help you work out a suitable completion date. Please note that an extension fee may be charged.
ed2go courses are non-credit, so they do not qualify for federal aid, FAFSA and Pell Grant. In some states, vocational rehab or workforce development boards will pay for qualified students to take our courses. Additionally, some students may qualify for financial assistance when they enroll, if they meet certain requirements. Financing is available from select schools. Learn more: https://www.ed2go.com/career/financial-assistance
Upon successful completion of the course, you will be awarded a Certificate of Completion.
This course will provide you with the skills you need to obtain an entry-level position in most cases. We do not offer direct job placement services, but our instructors and career counselors will help you build your resume and advise you on starting your career. Instructors can also be used as a professional reference upon course completion. However, you should always research the job market in your area before registering.
You may be assigned with a facilitator or team of industry experts for one-on-one course interaction. Your support will be available (via e-mail) to answer any questions you may have and to provide feedback on your performance. All of our facilitators are successful working professionals in the fields in which they teach. You will be assigned to an Advisor for academic support.
If you have questions that are not answered on our website, please feel free to contact us via LIVE CHAT or by calling us at (855) 520-6806. If you are visiting us during non-business hours, please feel free to send us a question using the Contact Us form.
This course is open enrollment, so you can register and start the course as soon as you are ready. Please note: Once the course curriculum is accessed online or through submission of a material shipment confirmation, refunds cannot be issued. Access to your course can take 24-48 business hours.
No, you do not need experience in human resources for this course. The Human Resources Professional course provides you with all the training you need to begin your career. You’ll master the basics of human resources and move on to more advanced concepts like HR laws, how to recruit and hire properly, employee benefits, and the ins and outs of labor relations.
Yes, human resources professionals are currently in demand. The Bureau of Labor Statistics estimates that the employment of human resources specialists will continue to increase 7 percent through 2026. Additional HR professionals will be needed to help companies with increasingly complex employment laws and health coverage.
While there is no specific internship with this course, you will be given instructions and insight on how you can obtain an internship or externship upon the completion of your coursework and financial obligation.
The PHR Exam, or Professional in Human Resources Exam, is a prestigious certificate awarded by the Human Resource Certification Institute (HRCI). By achieving this designation, you will effectively show potential employers and those in the industry that you possess the knowledge as well as practical experience in human resource management necessary to pass this thorough exam.
Obtaining certification in this field shows that you are dedicated to your career. Many organizations believe that hiring HR professionals who have achieved certification gives them a competitive edge, and they use certification as a screening tool for open positions. Earning your HR certification will show that you are motivated and knowledgeable in the field of Human Resources — a winning combination for any potential employer.
Yes, this course does prepare you for a certification. When you’ve completed all of your coursework, you will have fully prepared to sit for the nationally-recognized Professional in Human Resources (PHR) exam which is administered by the Human Resource Certification Institute (HRCI).
HR specialists can make a great salary in a job where they help fellow employees daily. While a lot of factors will go into determining your exact salary, such as years of experience and location, the Bureau of Labor Statistics has reported that the median salary for HR specialists is over $60,000.
The PHR exam consists of 150 mostly multiple-choice questions requiring you to select the best possible answer using your HR knowledge and experience. There are a variety of test items including workplace scenarios. Each question is weighted the same, and there is no partial credit for answers.
The PHR Exam must be taken at a proctored Pearson VUE testing center. Pearson VUE has testing centers nationwide, and you can search for the one closest to you by visiting www.pearsonvue.com/hrci..
Once you’ve earned PHR certification, it is valid for three years. In order to maintain your PHR certification, you will be responsible for earning 60 recertification credits (continuing education) during that three year period. If you do not earn the required 60 credits, you must retake and pass the PHR exam in order to remain certified.
HR specialists are defined as early career HR professionals. You job duties in this position will typically revolve around recruiting and on-boarding new employees including screening candidates, performing background checks, conducting preliminary interviews, and helping with orientation of new employees. Your overall goal, and the indicator of success in your position, is to ensure that the best possible employees are hired into specific roles within your organization. When you’re not actively hiring or on-boarding a new employee, you will be responsible for current employee satisfaction and ensuring productivity remains high.
A typical day for an HR specialist will involve tasks such as updating employee records related to hiring, transfers, promotions and terminations; explaining policies and procedures to new hires; ensuring new hire paperwork is completed; addressing work complaints; informing applicants of duties, benefits, work hours, etc.; coordinating job postings; reviewing resumes; and conducting background and reference checks. There may also be additional duties depending on the size of the organization you work for and the area in which you specialize.
There is absolutely room for advancement in your career as an HR specialist. You can choose to specialize in an area of HR such as recruitment and hiring or benefits. You can also go the opposite direction and continue to add to and broaden your skillset and HR experience in order to move forward in your career and obtain an HR generalist position. Additional education, certifications and on-the-job experience can help you make the move into a role as an HR manager or HR director, and even beyond.
While HR specialists and generalists often work together, their roles are very different. An HR specialist will typically have a well-defined role, and will focus on the same things each day. For example, an HR specialist in charge of recruitment and hiring is not going to be involved in benefit selection or termination procedures. An HR generalist has a much more varied role. In this type of role, you would be required to wear a lot of hats, and would see a constantly changing daily routine with many different jobs duties encompassing a large portion of overall HR tasks for a company.