Human Resource Management Specialist (HRM1) Technical Certificate of Credit
(Stand Alone and Embedded in Business Management Diploma)
The Human Resource Managment Specialist Certificate prepares individuals to perform human resources functions in the HR Department in most companies. Learning opportunities will introduce, develop and reinforce students' knowledge, skills and attitudes required for job acquisition, retention and advancement in management. Graduates will receive a Human Resources Management Specialist TCC.
Entrance date: Each semester
Program admission requirements:
Minimum Test Scores
|ACCUPLACER NEXT GENERATION –||Reading||224||ACCUPLACER –||Sentence Skills||30|
High School diploma or equivalent required for admission.
Credits required for graduation: 18
|Courses 18 credits|
|MGMT 1105Organizational Behavior
Provides a general knowledge of the human relations aspects of the senior-subordinate workplace environment. Topics include employee relations principles, problem solving and decision making, leadership techniques to develop employee morale, human values and attitudes, organizational communications, interpersonal communications, and employee conflict.
|MGMT 2115Human Resource Management
This course is designed as an overview of the Human Resource Management (HRM) function and of the manager and supervisors role in managing the career cycle from organizational entry to exit. It acquaints the student with the authority, responsibility, functions, and problems of the human resource manager, with an emphasis on developing familiarity with the real world applications required of employers and managers who increasingly are in partnership with HRM generalists and specialists in their organizations. Topics include: strategic human resource management, contemporary issues in HRM: ethics, diversity and globalization; the human resource/supervisor partnership; human resource planning and productivity; job description analysis, development, and design: recruiting, interviewing, and selecting employees; performance management and appraisal systems; employee training and development: disciplinary action and employee rights; employee compensation and benefits; labor relations and employment law; and technology applications in HRM.
|MGMT 2125Performance Management
Develops an understanding of how fostering employer/employee relationships in the work setting improves work performance. Develops legal counseling and disciplinary techniques to use in various workplace situations. . Topics include: the definitions of coaching, counseling, and discipline; importance of the coaching relationship; implementation of an effective counseling strategy; techniques of effective discipline; and performance evaluation techniques.
|MGMT 2130Employee Training and Development
Addresses the challenges of improving the performance and career potential of employees, while benefiting the student in their own preparation for success in the workplace. The focus is on both training and career and personal development. Shows the student how to recognize when training and development is needed and how to plan, design, and deliver an effective program of training for employees. Opportunities are provided for the student to develop their own career plans, assess their work-related skills, and practice a variety of skills desired by employers. Topics include: developing a philosophy of training; having systems approach to training and development; the context of training; conducting a needs analysis; critical success factors for employees: learning principles; designing and implementing training plans; conducting and evaluating training; human resource development and careers; personal career development planning; and applications in interpersonal relationships and communication.
|Select one of the following courses:|
|MGMT 1110Employment Rules & Regulations
Develops a working knowledge of the laws of employment necessary for managers. Topics include: Employment Law, the Courts, Alternative Dispute Resolution (ADR), Discrimination Law, Selecting Applicants Under the Law, OSHA and Safety, Affirmative Action, At-Will Doctrine, Right to Privacy, Fair Labor Standards Act (FLSA), Family Medical Leave Act (FMLA), Workers Compensation, Unemployment Compensation, and National Labor Relations Act.
|MGMT 1310Introduction to Quality Assurance
This course will provide an introduction to Six Sigma quality improvement methodology and philosophy designed to reduce product and or service failure rates to near perfection. An emphasis will be made on a disciplined, data driven approach to work toward the elimination of defects across every business area. Course blends theoretical concepts and practical ideas from proven applications of the Six Sigma methodology and will help you understand a methodical approach to problem resolution and problem prevention.
|MGMT 2120Labor Management Relations
Provides a student with an overview of the relationship of rank and file employees to management in business organizations. The nature of the workplace, the economic foundations of work organizations, and the history of the relationship between management and labor is examined. The course acquaints the student with the principles of developing positive relationships between management and labor within the context of the legal environment governing labor relations. Topics include: the nature of the American workplace; the economic history of business organizations, the historical roots of labor-management relations; adversarial and cooperative approaches to labor relations; the legal framework of labor relations; employee-employer rights; collective bargaining and union organizing processes; union and nonunion grievance procedures; international labor relations; and the future of labor-management relations in a changing economy. Case studies, readings, and role-plays are used to simulate workplace applications in labor relations.
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Notice and Responsibilities Regarding this Catalog
The purpose of this catalog/handbook is to provide general information. It should not be construed as the basis of a contract between students and Albany Technical College (ATC). While the provisions of this catalog/handbook will ordinarily be applied as stated, ATC reserves the right to change any provisions listed without notice. Such changes may include entrance requirements and admissions procedures, courses, and programs of study, academic requirements for graduation, fees and charges, financial aid, rules and regulations and the College calendar. It is the student’s responsibility to keep informed of all changes including academic requirements for graduation.