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Human Resources Manager

Contact: Kim Harter
kkharter@unomaha.edu

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Human Resources Manager

Whether you're looking to enter the field of human resources, start your own business, or even pursue an MBA, the Human Resources Manager series will provide you with essential knowledge you need to manage and lead others. By the end of the course, you will also have mastered the skills you need to prepare to take the PHR (Professional in Human Resources) certification exam.

$3,695.00 (USD)

List Price: $4,240.00

Save: $545.00 (13% off)

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infoCareer series
schedule
                                510 Course Hrs
                            

                                Code
                                    GES443
                            
calendar_today
                                18 Months
                            
grid_onOpen enrollment
speedSelf paced

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Overview

Objective

Outline

Human Resources Professional

Getting Started
Pretest
Introduction to Human Resources
HR's Role in Strategy
Affirmative Action
Diversity, Equity, and Inclusion
Making HR Decisions
Retention
Recruiting
Hiring
Training Programs
Creating a High-Performance Workplace
Midterm
Appraising and Improving Employees' Performance
Remote Work
Workplace Communication, Motivation, and Digital Media
Compensation and Benefits
Employee Health and Safety
The Legal Environment
Employee Rights and Discipline
Investigations
Managing Labor Relations
Global Human Resources
Preparing for the for the aPHR, PHR, and SHRM-CP Exams
Final Exam
Resources

Management Training

Financial and Accounting Management
1. Introduction and Overview
2. Importance of Financial Statements
3. The Balance Sheet
4. The Income Statement
5. Statement of Cash Flows
6. Financial Ratios
7. Conclusion
Marketing Management
1. Introduction and Overview
2. Marketing Goals
3. The Marketing Plan
4. The Marketing Mix
5. The Marketing Budget
6. Marketing Implementation
7. Technology and Marketing
8. Summary
Strategic Management in Operations
1. Introduction and Overview
2. Definitions and Business Models
3. Categories of Strategies
4. Strategic Planning Models
5. Creating Strategic Alternatives
6. Implementation
7. Conclusion
Legal Issues in Operations
1. Introduction
2. Sources of Law
3. Agency and Employment Law
4. Torts Law
5. Sales and Products Liability
6. Intellectual Property
7. Ethics
8. Summary
Legal Aspects of Contracts
1. Introduction and Overview
2. What is a Contract?
3. Elements of a Contract
4. Duties and Obligations
5. What is the Deal?
6. Legal Representation
7. Good Faith and Conclusion
Tax Issues
1. Introduction
2. Methods of Accounting
3. Income and Expenses
4. Depreciation
5. Property Dispositions
6. Types of Entities and Tax Returns
7. Summary
Organizational Development and Change
1. Introduction and Overview
2. The Culture of an Organization
3. Types of Culture
4. Organizational Change
5. The Human Side of Change and Resistance
6. Summary
Negotiating Strategies
1. Introduction
2. Steps in Negotiating
3. Tools in Negotiating
4. Types of Negotiations
5. Personality Types
6. Preparing for Negotiations
7. BATNA and Summary
Business Best Practices
1. Introduction and Overview
2. Definitions
3. Questions for Discussion
4. Benchmarking
5. Resources
6. Understanding the Process
7. Conclusion
Organization Leadership and Decision Making
1. Introduction and Overview
2. What Is a Leader?
3. Sources of Power in Leadership
4. Leadership Theories
5. Transformational Leaders
6. Decision Making and Empowerment
7. Accountability
8. Summary
Project Management for Executives
1. Modern Project Management
2. Project Management Context
3. Project Management Life Cycle
4. Successful Project Managers
5. Project Management Methodology
6. Project Management Processes and Practices
Seven Management Disciplines

Introduction and Overview
Strategy Management
Human Resource Management
Technology Management
Production and Operations Management
Sales and Marketing Management
Financial Management
Risk Management
Summary

Requirements

Prerequisites

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Instructor

Anna Smith

Anna Smith has worked in the field of human resources for 30 years and has taught at university level for over 20 years. She holds a bachelor's degree in business administration from Spalding University, a master's degree in management from Webster University, and a Master Online Teaching certificate from the University of Illinois. She is also a certified Senior Professional in Human Resources and a SHRM Senior Certified Professional. Her experience spans many areas of human resources including recruitment, labor relations, and affirmative action plans.

Ann Nevers

Ann Nevers holds a law degree and a master's in health law. She has work experience in employee management, hiring, training, and staff development. This includes motivating employees to work to their strengths, preparing new job descriptions, and looking for ways to improve workplace efficiency in a positive work environment.

Ann has used communication, problem-solving, and dispute resolution processes both formally and informally to effectively work through issues. In addition, she has experience both teaching and writing on a number of legal and workplace issues, including health care and employment law.

She is engaged in community volunteer activities, including prior work overseeing a women's organization with implementation and oversight of new volunteer roles, training, and leadership development. In addition, she has established a newsletter and newsletter team to support the efforts of a local non-profit organization.

Katrina McBride

Katrina McBride's career reflects extensive experience in organizational leadership, marketing strategies, and market development in multinational corporate environments. Her leadership abilities have been utilized to develop new programs and functional areas. In director-level positions for Nortel Networks, she led strategy for competitive intelligence, emerging markets, and lead generation. McBride holds an M.A. in organizational management and a B.S. in psychology.

Katherine Squires Pang

Katherine Squires Pang, J.D., LL.M., M.Ed has practiced law since 1983. She has served as an adjunct faculty member in the Graduate School of Management at the University of Texas, Dallas, and has been an adjunct faculty member of many universities, including New York University and the University of California, Irvine. She received her B.A. in 1980 from Clark University, her J.D. from the University of Dayton Law School in 1982, her LL.M in Taxation from Georgetown University Law School in 1983, and her M.Ed from the University of Texas in 2001.

Jerry L. Partridge

Jerry L. Partridge is a Certified Project Management Professional with experience as a project and program manager for a major retail organization. He is a certified instructor for IBM project management courses and hosts university seminars for project managers seeking certification. He has worked extensively with the Project Management Institute, previously leading a team that developed a practice standard for Earned Value Management Systems and volunteering as a subject matter expert for an update to the Project Management Body of Knowledge (PMBOK). Partridge holds a Master of Business Administration from Central Michigan University and a Bachelor of Science from Texas A&M University.

FAQs

What kind of salary can I expect as a human resources manager?

The national average human resources manager salary is $126,235.

What is a human resource manager?

Human resources managers plan, coordinate, and direct the administrative functions of an organization.

What does a human resources manager do?

Human resources managers are employed in nearly every industry, with job titles like Employee Relations Manager, HR Administration Director (Human Resources Administration Director), Human Resources Director (HR Director), Human Resources Manager (HR Manager), and Human Resources Operations Manager.

They work in offices, and most work full-time during regular business hours. Some travel to attend professional meetings or to recruit employees.

What do human resources managers do?

Human resources managers plan, coordinate, and direct the administrative functions of an organization.

Does this course prepare you for a certification?

Yes. This course prepares you to sit for the Human Resource Certification Institute's aPHR and PHR exams and the Society for Human Resource Management's SHRM-CP exam. You will need experience in the human resources field before you are eligible to take the PHR exam, but not the aPHR or SHRM-CP exams. Please reference the course prerequisites section for more information.

Do I need experience in human resources to take this course?

No. You do not need to have experience in human resources to take this course. However, you will need experience as a human resources representative to take the PHR exam, administered by the Human Resource Certification Institute (HRCI).

Are human resources professionals in demand?

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.

What is the PHR Exam?

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.

What are the aPHR and SHRM-CP Exams?

The aPHR Exam, or Associate Professional in Human Resources Exam, is a knowledge-based exam. No HR experience is required to sit for the aPHR exam. You will need a high school diploma, but you don't need any additional education.

Similarly, no HR experience or degree is required for the Certified Professional (SHRM-CP) exam by the Society of Human Resources; however, a basic working knowledge of HR practices and principles or a degree from a SHRM Academically Aligned program is recommended.

Why is certification important in this field?

Obtaining certification shows that you are dedicated to advancing in your career. Many organizations consider the certified Human Resources Professional to be motivated and knowledgeable, giving them a competitive edge in the field.

What type of test is the PHR exam?

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.

Where will I take the PHR exam?

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..

What type of tests are the aPHR and SHRM-CP?

The aPHR consists of 65 scored questions + 25 pretest questions. The SHRM-CP consists of 134 questions, 80 knowledge items, and 54 situational-judgment items. You can take both exams in-person or at an authorized testing center.

Does PHR certification expire?

Once you have earned your PHR or aPHR certification, it is valid for three years. To maintain your PHR certification, you can retake the exam or complete a professional development course (such as Human Resources Professional) during that three-year period. Upon certification, the SHRM-CP credential is also valid for three years.

When can I start this course?

This course is open enrollment, so you can register and start the course whenever you are ready. Access to your course can take 24-48 business hours.

How long does it take to complete this course?

After you register, you will receive 18 months to complete the course. The time allotted for completion has been calculated based on the number of course hours.

What if I don't have enough time to complete the course within the time frame provided?

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 the student advising team to see what options you may have available to work out a suitable completion date. Please note that an extension fee may be charged.

What kind of support will I receive?

Our courses are designed to accommodate various learning preferences. Depending on the course structure, you may get different forms of support. Self-paced courses are designed to be user-friendly and independent, minimizing the need for external support. In courses with instructors, our direct platform support feature includes opportunities for questions, discussions, and remediation, with email and phone support available for select courses. Our student advising team is available to guide you on program requirements and administrative requests, but they do not provide assistance with course content. Our goal is to provide you with the necessary support for success, whether it's through self-paced exploration, direct communication, or guidance from our advising team.

What happens when I complete the course?

Upon successfully passing the final exam, you will be awarded a certificate of completion from the school or organization that you registered through.

Am I guaranteed a job?

ed2go courses will help you gain the skills you need to obtain an entry-level position in most cases. However, you should always research the job market in your area before enrolling.

Can I get financial assistance?

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 may provide funding to take our courses. Additionally, you may qualify for financial assistance if you meet certain requirements. Learn more about financial assistance.

How can I get more information about this course?

If you have questions that are not answered on our website, representatives are available via LIVE chat. You can also call us at 1-877-221-5151 during regular business hours to have your questions promptly answered. If you are visiting us during non-business hours, please send us a question using the "Contact Us."

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Human Resources Manager

Overview

Objective

Outline

Requirements

Prerequisites

You've got questions.We're here to help.

Instructor

FAQs

You've got questions.We're here to help.

You've got questions.
We're here to help.

You've got questions.
We're here to help.