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 strategic recertification credits through the HR Certification Institute.
For those interested in academic graduate credit, a 3 credit course waiver is available for a Rutgers MHRM degree. For further information, please click here .
$4495 including Apple® iPad™ to deliver course content ($3995 without iPad).
Register by September 30 and save 10%. (Only one discount offer may be applied per program..)
Rutgers Alumni and Group discounts available. Please contact us at 848-445-5526 or email@example.com.
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:
This program is taught by world class Rutgers HR faculty, distinguished thought leaders, and industry experts with years of real world, practical experience.
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 greater 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 a company’s success and companies should view their workforce as a portfolio of talent. In this 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.
Developing HR Strategies
This module examines how companies develop and effectively implement HR strategies that outperform the competition and gain a sustainable competitive advantage. You will gain a conceptual understanding of strategic human resource management including the many elements that comprise an HR system and the broader context that influences how HR systems evolve. This module will improve your ability to create human resource strategies that address a range of business challenges and respond to the needs of a variety stakeholders. You will learn how HR strategies can improve an organization’s competitiveness, principles for creating internally and externally aligned HR systems, and examine options to overcome obstacles in implementing 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 Talent Analytics
Big data represents perhaps the biggest opportunity and the greatest challenge for today’s HR professionals. More than ever before, organizations possess the information needed to make data-driven decisions about managing talent in ways that drive retention, engagement, and performance. And yet, most lack a well-developed talent analytics capability that can put their data to good use. Developing this capability is crucial for any HR professional who aims to be a strategic advisor to their organizational leadership. In this module you’ll experience the power of analytics to help understand what makes people and organizations tick, learn how to assess the maturity of talent analytics in your organization, and try-out strategies for jumpstarting your own analytics efforts despite the barriers you may need to overcome.
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 know 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 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 organizations’ business operations. In addition to the skills required of team leaders for effective face-to-face engagement, managing virtual teams creates additional challenges. This session will introduce participants to online tools and team-leadership skills that will facilitate knowledge-sharing and improve 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 in 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 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.