This 11-week professional development program is designed for two audiences: participants seeking continuing professional development and a broad overview of the field and participants preparing to take the national Professional in Human Resources or Senior Professional in Human Resources exams.
According to recent statistics, 100 percent of students who took Marquette's preparation course passed the exam. The national average is 63 percent.
The program uses the SHRM Learning System®. The learning system can increase a participant's knowledge of human resources and provide a current reference of HR practices. It has a track record of success.
The course is offered in cooperation with the Human Resource Management Association of Southeastern Wisconsin. Fee includes all course materials but does not cover registration for the PHR or SPHR examinations.
| SPRING 2010 (Thursdays) | |
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Date: Jan. 21-April 15, 2010
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Course No.: HM8142-101 |
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Time: 5 p.m. - 9 p.m. |
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| ** Mandatory orientation on Jan. 14, 2010 from 5:30 p.m. - 7 p.m. | |
There are no admission requirements, but certain criteria must be met for participants wishing to take the PHR or SPHR exam (see exam requirements below). All students must attend an orientation session during which the first homework assignment and class materials will be handed out.
The SHRM Learning System® course provides an in-depth study of key areas in human resource management. Course materials include six extensive print modules that correspond to the six functional areas, responsibilities, and associated knowledge defined by the Human Resource Certification Institute (HRCI):
Strategic management
Includes the role of HR in organizations, the strategic planning process, assessing
the internal environment, scanning the external environment, evaluating HR’s strategic
contributions, ethical issues affecting organizations, and HR and the legislative and
regulatory environment.
Workforce planning and employment
Covers key legislation affecting employee rights, privacy and consumer protection,
EEO/affirmative action, gender discrimination and harassment, organizational staffing
requirements, job analysis and documentation, recruitment, flexible staffing, selection
and retention, organizational exit, and employee records management.
Human resource development
Examines key legislation, HRD and the organization, organizational development initiatives,
adult learning and motivation, training and development, talent management, developing leaders,
and performance management.
Total rewards
Includes key compensation legislation, total rewards and the strategic focus of the organization,
compensation structure, compensation systems, introduction to benefit programs and key benefits
legislation, government-mandated benefits, deferred compensation plans, health care benefits,
other non-statutory benefits, compensation and benefits for international employees, and evaluating
the total rewards system and communicating it to employees.
Employee and labor relations
Covers laws affecting employee and labor relations, employee relations and organizational culture,
employee involvement strategies, measuring employee attitudes, policies, procedures and work
rules, discipline and complaint resolution, labor relations legislation and union organizing,
unfair labor practices, collective bargaining, and strikes and secondary boycotts.
Risk management
Examines organizational risk, key legislation, safety, health, security and privacy.
To apply for the PHR or SPHR examination, candidates must have a minimum of two years of exempt-level HR experience (education may no longer be substituted for a portion of this experience). It is strongly recommended that candidates for the SPHR exam have six to eight years of exempt-level HR experience If you have questions about the exam, please call (703) 548-3440, ext. 6017.
For more information about human resource management, contact:
Essentials of Human Resource Management Certificate Program:
The 2009-2010 course schedule is now available.
