Developing HR Concentration at UMPI
Why UMPI Should Offer an HR Concentration and Prepare Students for PHR/SPHR Certifications
Introducing an HR concentration at UMPI, aligned with preparation for PHR (Professional in Human Resources) and SPHR (Senior Professional in Human Resources) certifications, presents an excellent opportunity to meet industry needs and enhance student success. Here’s why:
- High-Demand Career Path: HR professionals are critical in managing talent, ensuring compliance, and driving organizational success. The Bureau of Labor Statistics projects steady growth in HR-related jobs, making it a promising field for students. Offering an HR concentration equips students with essential skills and credentials, boosting their employability.
- Alignment with SHRM Standards: By aligning the program with Society for Human Resource Management (SHRM) guidelines, UMPI ensures students are well-prepared for the rigorous PHR and SPHR certifications, making them highly competitive in the job market. Certification holders often command higher salaries and better career advancement opportunities.
- Support for Working Professionals: Many of UMPI’s students are nontraditional learners balancing work and education. An HR concentration with PHR/SPHR preparation provides a practical, flexible pathway for career progression in a growing field.
- Institutional Prestige and Enrollment Growth: Offering a specialized, certification-focused HR program enhances UMPI’s reputation as an innovative, student-centered institution. It attracts both traditional and working students seeking focused, career-ready education.
Incorporating an HR concentration positions UMPI as a leader in workforce development, providing students with the tools to succeed while meeting the increasing demand for skilled HR professionals.
Six Courses to Prepare for the PHR/SPHR
- Human Resource Management:
- Covers foundational HR principles, including workforce planning, employee relations, and HR metrics, which are critical for the PHR exam.
- Employment Law:
- Focuses on laws and regulations like FLSA, ADA, and Title VII, which are heavily tested in both certifications.
- Organizational Behavior:
- Explores leadership, motivation, and team dynamics, aligning with the strategic management topics emphasized in the SPHR.
- Compensation and Benefits Management:
- Provides an understanding of pay structures, benefits programs, and compliance with federal regulations such as ERISA and COBRA.
- Training and Development:
- Teaches methods for creating effective training programs and evaluating employee development, a key area for both certifications.
- Strategic Human Resource Management:
- Focuses on aligning HR practices with organizational goals, a crucial aspect of the SPHR exam.
UMPI HR Concentration Course Development
1. Human Resource Management - BUS 321
2. Talent Acquisition and People Analytics - BUS 3XX
This course integrates talent acquisition and people analytics to equip students with cutting-edge skills in hiring, managing, and analyzing human resources through data-driven insights. Covering strategic recruitment processes and the application of HR analytics, students learn to align talent management strategies with business objectives. The course explores methods for enhancing workforce planning, recruitment effectiveness, and retention through analytical tools, providing hands-on experiences with real-world data sets. This program is designed for future HR leaders aiming to leverage analytics for strategic decision-making in talent management.
3. Human Resource Development - BUS 4xx
The "Human Resource Development" course explores the principles, strategies, and practices essential to advancing organizational and employee performance. Students will gain insights into the historical and contemporary aspects of HRD, learning theories, and their application in developing talent, improving organizational effectiveness, and aligning HRD functions with strategic goals. Emphasizing real-world applications, this course prepares students to design, implement, and evaluate training programs and leadership development initiatives. By the end of the course, participants will possess the tools and competencies required to drive workforce growth and organizational success while addressing future challenges in HRD.
4. Strategic Leadership - BUS 4xx
This course equips students with advanced leadership knowledge and strategies for navigating complex organizational environments. "Strategic Leadership" explores leadership theories, decision-making frameworks, change management strategies, and global leadership practices. Students will learn to apply leadership principles to real-world scenarios, emphasizing ethical decision-making, cultural competence, and effective team management. The course leverages case studies and practical exercises to enhance critical thinking and strategic problem-solving skills. By the end, students will develop actionable strategies to lead organizations toward achieving long-term goals while adapting to dynamic global challenges.
Inspiring HRM Students to Pursue SHRM PHR/SPHR Certification
Inteviewee: Prof. Sunjin Park, CSU - Bakersfield, HR Major Head at College of Business
Focus: Driving HRM concentration students toward professional HR certification
Context and Opportunity
Professional certifications such as PHR (Professional in Human Resources) and SPHR (Senior Professional in Human Resources) from the Society for Human Resource Management (SHRM) are pivotal for elevating the career prospects of HRM students. CSU-Bakersfield seeks to strategically inspire students to pursue these certifications while enhancing the academic rigor and professional alignment of its HR program.
SHRM recently lowered the eligibility threshold for PHR certification, enabling students who complete SHRM-certified courses to apply. This presents an excellent opportunity to integrate certification preparation into the HR curriculum and promote industry readiness.
Key Recommendations
- Curriculum Design
- Goal: Build foundational HR competencies aligned with SHRM’s guidelines.
- Action: Develop a robust curriculum encompassing key HR domains:
- Core Courses: Human Resource Management, Organizational Behavior, Employment Law, Compensation and Benefits, Strategic HRM.
- Advanced Topics: Organizational Development and Change, Leadership, Human Resource Development.
- Outcome: Ensure courses cover competencies required for SHRM certification.
- Pilot and Test Delivery
- Goal: Evaluate course effectiveness and refine content.
- Action: Launch pilot courses and gather feedback on their alignment with SHRM standards.
- Outcome: Ensure courses meet the knowledge and skills requirements of HR certification exams.
- Obtain SHRM Certification for Courses
- Goal: Achieve official recognition of courses by SHRM.
- Action:
- Complete and submit SHRM’s “Course Certification” application template.
- Collaborate with SHRM to ensure compliance with certification requirements.
- Outcome: Enable students completing certified courses to qualify for PHR certification.
- Establish SHRM Campus Chapter
- Goal: Create a student-led organization to foster HR certification readiness.
- Action:
- Apply for SHRM Campus Chapter approval with at least three student leaders (President, Finance, Operations).
- Offer workshops, study groups, and networking opportunities for HR students.
- Outcome: Build a supportive community promoting certification preparation.
- Leverage PHR Certification Accessibility
- Goal: Encourage broader participation in HR certification.
- Action:
- Highlight the lowered PHR application requirements and eligibility for students completing SHRM-certified courses.
- Open HR-certified courses to all students, including minors and non-HR majors.
- Outcome: Broaden student exposure to professional HR standards.
- Recognition and Public Relations
- Goal: Celebrate student achievements to enhance program visibility.
- Action:
- Organize a certificate award ceremony involving the School President or Provost.
- Promote student success stories through institutional channels and SHRM.
- Outcome: Attract prospective students and strengthen the program’s reputation.
Collaboration Opportunities with UMPI
Prof. Park expressed interest in collaborating with UMPI to share best practices, co-develop HR curricula, and explore joint SHRM initiatives. A partnership could amplify the impact of HR education across both institutions.
Conclusion
Implementing the proposed strategy will position CSU-Bakersfield as a leading institution for SHRM-aligned HR education. By embedding certification preparation into the curriculum, establishing a campus chapter, and celebrating student success, CSU-Bakersfield can inspire and equip its HRM students to excel in the field.
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2025.01.24: APPA Document & Updated PLO
2025. 01. 23: Initially Archive
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