This course examines human resource management in the context of business policy and competitive strategy. The core competencies required to become a successful human resource manager are discussed. Topics include an overview of business policy, the role of human resource planning, strategic human resource management, initiating organizational change, promoting an ethical perspective, and using technology for planning and administering human resource functions.

Upon completion of this course, students are expected to be able to do the following:

• Outline the core competencies needed to become a successful human resource manager
• Analyze how business strategy, competition, labor markets, technology, labor unions, and government regulations affect human resource planning activities, including skill inventories and supply/demand forecasting
• Formulate how human resource policies, systems, and organizational design support an organization’s business strategy
• Appraise employment practices related to recruitment, selection, and performance management
• Evaluate training and development practices such as career counseling, needs assessment, and career pathing

This course examines employment law and its impact on business. It reviews employment law practices and trends, the statutory framework, major court cases, how the law of contract and tort apply to employment situations, and anti-discrimination laws.

Upon completion of this course, students are expected to be able to do the following:

• Articulate legal definitions of and distinctions in the employer-employee relationship, including issues related to employment-at-will, independent contractors, and negligent hiring
• Analyze discrimination issues likely to be faced by human resource managers in compliance with Title VII and resulting legislation and court rulings
• Analyze state and federal issues addressed by business and industry, including fair labor standards, occupational safety and health, retirement income security, and employee right to privacy
• Evaluate employee accommodation and leave issues resulting from state and federal legislation
• Assess policies and procedures for terminating employees, including mass layoffs and plant closings

Prerequisite: HRM601

This course analyzes theories of total reward systems, including compensation, benefits, retirement, other rewards, motivation, and equity theories. Contemporary issues associated with the design, financing, communication, education, and legal issues of total reward systems are examined. Public policy and legal/regulatory issues affecting compensation, healthcare, and pensions and their impact for employers and employees are also discussed.
Upon completion of this course, students are expected to be able to do the following:

• Articulate the components of an organization’s compensation and benefit system.
• Analyze current and future trends in managing total rewards systems, including issues related to executive compensation.
• Design performance management and variable/incentive pay plans, identifying key success factors and legal requirements.
• Apply reward incentives, including compensation changes, in an equitable, ethical, and cost-effective manner.
• Select, develop, and evaluate benefit programs that comply with federal, state, and local laws and regulations and meet employee needs.
• Plan training and communication with managers and employees on benefits programs and policies.
• Identify various benefit costing models and alternative funding techniques.

Prerequisite: HRM601

This course examines the concepts and the application of internal consulting in the human resources function of any organization. It draws from thought leaders in practice and leverages real-world situations. The goal is to equip human resource professionals to be strategic business partners. Conflict resolution and alternative dispute resolution methods are also covered.

Upon completion of this course, students are expected to be able to do the following:

• Analyze the roles of the human resource professional as a strategic business partner, change agent, and employee advocate
• Design a collaborative engagement with an organizational manager using the key phases of internal consulting
• Articulate the opportunities and problems with internal consulting, including using audit data and reports to inform business decisions and the need for change management
• Synthesize risk management components, including financial implications
• Evaluate one’s strengths and development opportunities as a consultant and leader of special and cross-functional project teams
• Identify alternative dispute resolution methods and propose when such methods might be used to resolve individual, departmental, or organizational conflict

Prerequisite: HRM601

Featuring 12 credits of hands-on human resources training, our courses are delivered in a format designed for your success. You will learn to be a strategic partner in any organization, implementing effective policies and procedures to accomplish business goals.

Students who possess current Senior Professional in Human Resources (SPHR) or Society for Human Resource Management, Senior Certified Professional (SHRM-SCP) certification prior to admission may substitute another three-credit elective course for the HRM 601 course. For more details, contact an enrollment counselor.

• An undergraduate degree from a regionally accredited institution
• A minimum GPA of 2.75 on a 4.0 scale. If your overall GPA is below 2.75, you may receive conditional status in the program at the discretion of the program director
• A written statement: Your background and future goals all impact your success with Saint Mary’s and inform your education. As you prepare your written statement, think about including previous experiences, education, and your strengths and interests. Share your motivations for entering the online human resource management certificate program and how it will contribute to your career

No prerequisite coursework is required for the online human resource management certificate program.

You don’t need GRE/GMAT scores to apply for this program.

Transfer credits are not accepted for this certificate program.

Students with transcripts from universities located outside of the United States, unless from a waiver country listed here, are required to take and pass English Proficiency testing.

• Test of English as a Foreign Language (TOEFL) with a minimum score of 72
• International English Language Testing System (IELTS) with a minimum score of 6.0
• Michigan Language Assessment Battery (MELAB) with a minimum score of 74%
• International Test of English Proficiency (ITEP) with a minimum score of 4.0 or Pearson Test of English with a score of 51
• Duolingo with a minimum score of 100

Whether you apply through our online application via hard copy, or in-person with a Saint Mary’s admissions counselor, your application must include the following items:

Official transcripts: An official transcript issued to Saint Mary’s University of Minnesota from the institution posting the applicant’s completed degree and other relevant transcripts documenting program prerequisites and potential transfer credits must be sent separately and directly from your institution. Saint Mary’s University of Minnesota accepts official transcripts electronically from previously attended institutions. Transcripts should be sent to oladmissions@smumn.edu or mailed to:

Transcript Processing Center
Saint Mary’s University of Minnesota
851 Trafalgar Court, Suite 420
Maitland, FL 32751

An up-to-date résumé: Include both your educational and professional experience.

Two references: Provide the names of two people (including title, organization, email, and phone number) who can serve as professional references, if needed, during the application review process. The best references are those who know you professionally, such as current or former supervisors.

Upcoming application deadlines for Saint Mary’s online Human Resource Management graduate certificate:

• Spring I: Dec. 20, 2024
• Spring II: Feb. 17, 2025
• Summer I: April 21, 2025
• Summer II: June 16, 2025
• Fall I:  August 19, 2025
• Fall II: October 13, 2025

Once you’ve submitted your application, expect to be notified about acceptance approximately two weeks after your submission date.