Today’s rapidly changing workforce dynamics, access to unprecedented data, technological advancements and economic influences require Human Resource professional to keep ahead of the curve to perform at their best. The NextGen HR Master’s Certificate program will provide the framework to keep you current and even one-step ahead in motivating and engaging your workforce. You will learn to leverage technology from E-Learning to Big Data, embrace social media, manage virtual environments and differentiate your company as a great place to work while producing incredible results. The NextGenHR Master’s Certificate allows working professionals to earn an advanced credential from Rutgers University’s prestigious School of Management and Labor Relations.
Two convenient in-class formats available: Five consecutive days, 9:00am-4:00pm or One evening weekly, 6:00pm-9:00pm, for ten weeks.
The NextGen Hr Master’s Certificate is offered for individuals in Open Enrollment classes or may be Customized for Organizations and offered at their location.
3 CEUs, 30 CPEs, 30 PHR/SPHR recertification credits.
For those interested in academic graduate credit, a 3 credit course waiver is available for an MHRM degree. For further information, please click here .
$4495 including Apple® iPad™ to deliver course content ($3995 without iPad).
The NextGen HR Master’s Certificate program is designed for experienced and accomplished HR practitioners, HR Leaders, and individuals preparing for expanded leadership positions in HR. Participants will gain valuable insights and skills to lead their HR organizations to new heights with clarity and confidence.
During the course of this program, you will learn how to develop leading-edge HR programs leveraging new technologies and data analytics; manage social networks and virtual environments; incorporate real-world trends and economics into HR strategic planning; and increase your personal effectiveness as an HR Leader for professional and personal growth.
Credit Available: 3 CEUs, 30 CPEs, 30 PHR/SPHR recertification credits.
For those interested in academic graduate credit, a 3 credit course waiver is available for an MHRM degree. Please call us for further information.
Taught using focused learning experiences and relevant case studies, the highly interactive Rutgers NextGenHR Master’s Certificate covers a wide range of topics important to today’s HR professionals. The program consists of ten three-hour modules:
Practices for Engaging the 21st Century Workforce
Today’s workforces, companies, and business environments have changed in fundamental ways. Companies and employees both have radically new expectations. “Black swan” events happen constantly. There’s a “new normal”: Whatever happens to the economy, companies will stay lean and need to be adaptable. Engaging a multi-generational, diverse, and flexible workforce is more crucial than ever, but old approaches to achieving it no longer work.
In this module you will learn about the trends that impact the economy and workplace, the challenges of managing the 21st century workforce, a framework for engaging today’s workers including the measures, drivers and outcomes of engagement, and the specific management practices for creating organizational adaptability and strengthening employee engagement to deliver the business performance benefits they promise.
Creating the Differentiated Workforce
Rapid global and technological developments continue to push organizations to realize efficiencies and effectiveness in a competitive environment. To cope with these challenges, many organizations are experimenting with creating a differentiated workforce. A differentiated workforce reflects the idea that different employees make fundamentally different contributions to company success and companies should view their workforce as a portfolio of talent. In module we will explore different types of work groups such as stars, contracts, partners and regular employees. We will also discuss how to manage a differentiated workforce to realize a competitive advantage.
Business and HR Strategy Development
This module is designed to expose you to many of the trends and issues facing companies and HR professionals and to examine why certain companies outperform their competition and gain sustainable competitive advantage through the management of human capital. The key focus of this class is to explore how emerging trends and challenges influence business and HR Management. The intent is to develop your conceptual understanding of strategic human resource management and your capabilities so that you can create human resource strategies and integrate them with the business challenges you will face in HR. Upon completion of this module, you will learn how strategic HRM practices influence a business organization’s competitiveness, how to create internally and externally aligned HR systems, and how to overcome obstacles for executing an effective HR strategy.
The scope and range of technologies appropriate for Human Resource applications is often under-explored by HR professionals resulting in lost opportunities for increased work efficiencies, cost benefits, and knowledge management. This module provides an overview of technologies valuable to the Human Resource professional. Students will experience a world-class knowledge management system and determine ways in which they may apply their learnings in their own workplaces. The book e-HR Advantage (Waddill & Marquardt, 2011) will be distributed as pre-reading for this class. Completion of a pre-course survey will serve as the basis for course customization.
HR Goes Mobile
This hands-on session will provide an overview of mobile and online learning systems. We will examine technology selection criteria, explore available learning technologies, and identify practical applications for these systems. The book e-HR Advantage (Waddill & Marquardt, 2011) will be distributed as pre-reading for this class. The pre-work for this session requires each participant to a) provide a short description of their own organization’s mobile and e-learning usage as well as b) identify potential areas of need.
Big Data and HR Analytics
As a result of the continued proliferation of digitized data and increased computing power, big data is quickly becoming a business priority and a growing an important field of study. Organizations use big data to predict consumer behavior, optimize their operations, and asses and respond to market trends. These developments have fundamentally transformed how organizations measure human capital investments. In this module you will learn about innovative tools and techniques companies use to transform data into knowledge, and new developments in HR analytics.
Gamification is changing the way organizations of all sizes attract, retain, engage, teach and develop exceptional performance among their employees. Bringing together the best concepts from games, loyalty programs and behavioral economics, gamification is the art and science of designing for engagement. From the ground up, it’s a process-oriented discipline that you can integrate into your people strategy to gain an edge and stand out against your competition. Not just for Millennials, gamification works for all ages and has been proven to drive performance in industries as broad as government, finance, CPG, entertainment, technology, healthcare and education - among others. Join author, expert and designer Gabe Zichermann for this foundational module that looks at the basics of gamification: what it is, how it works, its core principles, and how to apply the core elements of “game thinking” to your HR strategies. Upon completion of this program you will learn how and why gamification works (and sometimes doesn’t); core mechanics of gamified design; and key examples and patterns from leading organizations in recruitment, talent, training and strategy.
Emerging Issues in Employment Law
Rapid social and technological developments have, in some cases, moved faster than changes in the law. Courts are struggling with the implications of employee use of social media for personal and employer privacy, the protection of gay or transgender employees from discrimination, and the impact of a multicultural society on company norms and values. This three-hour module will review recent court rulings on a variety of emerging issues that affect how human resource professionals manage the relationship between employer and employee.
Managing Virtual Teams
Virtual teams are becoming essential components of most organization’s business operations. In addition to all the skills required of effective face-to-face team leaders, managing virtual teams creates additional challenges. This session will introduce participants to online tools and team-leader skills that will facilitate knowledge-sharing and team performance in a virtual environment. The course will be taught in virtual format using Adobe Impact and Google Apps.
Managing Social Networks
While managing human capital is a critical competency for the HR function, it is no longer effective to simply manage individual assets. HR professionals of the 21st century must manage webs of connected assets in order to find, utilize, and coordinate employees’ knowledge, skills, and expertise. In this module, we will focus on an array of topics related to how the HR function can best leverage social networking tools, including but not limited to social media, to achieve organizational outcomes. Topics will include identifying critical relationships that should exist to ease workflow and support strategic objectives, coordinating employee expertise, and leveraging social media for recruitment, selection, training, and engagement.