Sharpen your skills and gain a working knowledge of all evolving aspects of the human resource field with a flexible, all-purpose program designed for working adults.
Whether you’re interested in a career change and new to the human resource field or looking to advance your career and enhance your skills as a HR professional, Cal State East Bay’s Human Resource Management program can be tailored to fit your educational and professional goals.
Gain expertise and set yourself apart from other HR professionals by choosing from three different certificate options based on your unique needs and experience: Basic, Advanced, and Executive. Regardless of the certificate option you choose, you’ll enjoy courses that focus on practice over theory and provide you with training that’s highly relevant to the current job market. You’ll be able to apply what you learn directly into your planning and implementing of policy and procedure in your workplace.
Approved HR Certification Institute provider
Listed on the Eligible Training Provider List (ETPL) for Alameda County
Each one-day course counts as six recertification hours for PHR, SPHR and GPHR credit
Unlike traditional programs with restrictive class schedules, you can start the program anytime and pick and choose from a variety of courses that best apply to you and your organization. All courses are offered in an interactive, one-day seminar format, enabling you to complete each course quickly and efficiently while offering you the opportunity to exchange ideas and experiences with other like-minded professionals.
This is a great opportunity for anyone looking to tap into the diverse field of Human Resources. I highly recommend this program.
This program is one of the most cost-efficient ways to continue to pursue higher-level certifications and is well worth the time and effort. It is done at your own pace to accommodate both your schedule and your financial circumstances.
Human resource management is the functional area within for-profit, public sector, and nonprofit organizations that is responsible for the utilization of human resources, such as employees of the organization, to achieve organizational objectives. As a result, human resource managers play an essential role in the success of a company, making them valuable employees in nearly every industry imaginable.
As a HR manager, you will serve as a vital link between management and employees within your organization and oversee key aspects of human resources function including:
The median annual wage for human resources managers was $99,720 in 2012.
— Bureau of Labor Statistics, U.S. Department of Labor
Employment of human resources managers is projected to grow 13 percent from 2012 to 2022.
— Bureau of Labor Statistics, U.S. Department of Labor
In 2012, there were 102,700 human resources management jobs in the U.S.
— Bureau of Labor Statistics, U.S. Department of Labor
Since starting the program, I have used the knowledge and skills I've learned to step up to the HR Generalist position at my company.
As a graduate, you’ll be equipped with the most up-to-date strategies and principles in human resource management, making you an invaluable employee in any organization.
In fact, many Cal State East Bay graduates have secured positions as senior personnel clerks, human resource directors and managers, and benefit specialists at major corporations and non-profit organizations throughout the San Francisco Bay Area.
Employers tell me that when they see the program on my resume, it demonstrates my dedication to being a part of the Human Resources field.
The HR Program was instrumental for me. I was transitioning and preparing myself for a career change due to a work injury. I have just been hired as Senior Personnel Clerk to deal with contract negotiation, termination, grievances, and other disciplinary issues. The classes prepared me to deal with worker’s compensation ADA processes.
Because of this program, I am more confident in the recommendations that I give to other managerial staff. That's because the program is geared toward placing students in real-life situations by addressing problems that arise in the workplace and the required processes to resolve them.
The HRM program provided me with additional knowledge and resources that were catalysts in furthering my career, after many years in the profession.
The Human Resource Management program offers a series of one-day seminars in many different and relevant areas of human resource management. There are no “required” or “elective” courses -- you simply pick and choose the topics of most interest and relevance to you. You may start at any time, during any quarter, with classes of your choice.
Courses are conveniently offered in the downtown Oakland Center on weekdays and at the Hayward campus on Saturdays, making it easy to choose courses that fit into your busy schedule.
Requires completion of 8 classes
Requires completion of 12 classes
Requires completion of 16+ classes
Over 25 different topics are offered throughout the year, and you are free to choose from any of the courses offered in this program in order to complete the certificate(s) of your choice.
Through this program, I learned about the different sub-functions of HR and how to work more effectively with my partners to achieve results. I have a better understanding of the value of my role with the HR function and, more importantly, within my organization.
Course schedules, including the quarters courses are offered in, are subject to change. For the most up-to-date information on courses currently being offered, visit the Course Schedule.
|EXSP 8037: Organizational Behavior|
|EXSP 8039: Employment Law|
|EXSP 8213: How to Value Diversity and Inclusion in the Workplace||X||X|
|EXSP 8322: Managing Discipline and Respecting Employee Rights|
|EXSP 8324: Creating the Harassment-Free Workplace|
|EXSP 8327: Employee Discipline and Effective Termination|
|EXSP 8343: Understanding Yourself & Others Using the Theory of Psychological Type|
|EXSP 8532: Become a Notary in One Day|
|EXSP 8502: Health and Safety for Workers; Laws and Regulations|
|EXSP 8590: Ethical Self Defense: An Invisible HR Challenge|
|EXSP 8679: Leadership in Human Resource Management|
|EXSP 8699: Presentation Skills for HR Professionals|
|EXSP 8731: Dealing with Workplace Conflict|
|EXSP 8855: Negotiation Methods|
|EXSP 8877: Discrimination Law|
|EXSP 8883: In Transition – How to Find the RIGHT Work During Challenging Times|
|EXSP 8920: Overview of HRM|
|EXSP 8934: Meeting Management & Facilitation Skills|
|EXSP 8952: Employment Disability and Medical Leave Law|
|EXSP 8960: EEO-AA|
|EXSP 8961: Recruitment and Selection|
|EXSP 8962: Training and Development|
|EXSP 8963: Employee Relations|
|EXSP 8964: Compensation Management|
|EXSP 8965: Benefits Administration|
|EXSP 8966: Labor Relations|
|EXSP 8967: Adding Value as a Human Resource Professional|
|EXSP 8969: Job Analysis|
|EXSP 8974: Mastering Immigration Concepts for Employing Foreign Nationals|
|EXSP 8979: HR Management: How to Develop a Motivated Workplace|
|EXSP 8991: HRIS/HCM for HR Professionals|
|EXSP 8992: Intro to Workplace Influence: Get Things Done & Make Things Happen|
I consider my teaching philosophy is to facilitate information exchange between students and me as lifelong adult learners. I believe adults learn by sharing their experiences and knowledge as well as the information presented by me, the facilitator, to enrich their learning experience.
Donald Davis is a senior human resource generalist with 30 years of experience as an individual contributor, manager, and director in the medical device, healthcare, and manufacturing industries for start-up and fortune 500 companies that includes leading acquisitions due diligence, transition, integration, and facility closure.
Davis has experience in HR administration, total rewards, compensation and benefits planning, HRIS, payroll, training and development, management development, talent management, succession planning, OD, strategic planning, conflict resolution, employee relations, staffing, AAP/EEO, and safety and workers’ compensation management.
Patrick Devine is the vice president of Global Incentive Compensation at Oracle Corporation. Oracle Corporation is one of the most successful software companies in the world with over $24 billion in annual revenue, 90,000 employees, and an annual growth rate of over 20 percent.
Devine is responsible for the design and development of all Global Incentive Compensation programs. He is also responsible for the compensation activities associated with all mergers and acquisitions. He previously worked for Applied Materials in various Global Compensation roles, where he was instrumental in developing a leading-edge sales compensation program that later became a standard in the semiconductor industry. He has worked extensively in China, Korea, Taiwan, and Europe leading various human resource and compensation initiatives. Prior to Applied Materials, Devine worked for Seagate Technology where he managed Worldwide Sales and International Compensation covering 70,000 employees in 20 countries.
I use an interactive style with students in which legal questions and issues are resolved through the active participation of the class.
Michael Greathouse is a 1981 graduate of Pepperdine University School of Law. He has been a practicing attorney in the State of California since 1981. Greathouse has tried approximately 20 criminal and civil jury cases to completion in state and federal court. He has prepared and argued numerous motions in state and federal courts in real estate, personal injury, business, and employment cases. Greathouse is an experienced appellate attorney who has handled appeals in state and federal court. Greathouse has also worked as General Counsel for a nutritional and high technology map company.
Greathouse has been teaching on a part-time basis for the past nine years in CSUEB’s Paralegal Studies and Human Resource Management programs. He teaches Legal Research and Writing and Electronic Discovery in the Paralegal program. He teaches Discrimination Law and Wage and Hour Practice in the Human Resource program. His teaching philosophy is teaching students practical skills that will help them succeed as paralegals. Students learn through direct participation, writing exercises, and visual presentations that teach the basics of research and writing.
Knowledge and relationship building are the most critical sources of power in today’s organizations. I welcome the opportunity to support you in continuing your education and networking with peers to lay the foundation for your role as a leader in any context.
Sharon Green, Ph.D. has been exploring how effective leadership and management of human resources contribute to organizational success for 30 years as a professor and consultant. She has worked with students and business leaders from around the world and taught in CSUEB programs in California, Hong Kong, and Moscow.
Dr. Green has consulted with senior leadership teams in the software, food services, health care, engineering, and education sectors, and served on a number of non-profit boards. Her professional publications and presentations cover leadership, ethics, power, and cross-functional teams.
Dr. Green is currently researching what drives Gen Ys and the impact of fun and play on positive workplace outcomes. Dr. Green serves on the Design MBA Programs Advisory Board at California College of the Arts and is Principal for Sharon L. Green Consulting.
Melissa Harms, of the Law Office of Melissa Harms, has advised large public universities, private research entities, multinational corporations, as well as small start-up ventures on a variety of immigration issues. Her expertise and experience includes obtaining non-immigrant and permanent residency status for foreign national employees, ensuring document compliance with immigration laws and export control regulations and recommending policies and procedures for employing foreign nationals. Ms. Harms has served in a number of leadership positions on the American Immigration Lawyers Association Northern California Executive Board and currently is serving as liaison with the California Employment Development Department, which issues prevailing wage determinations for immigration petitions. Ms. Harms has been invited to speak locally and nationally at conferences and presentations on various immigration subjects.
I do not teach. I help students learn. It may sound trite, but is real. It puts a burden on the student to come to class prepared to learn. My favorite part of helping students learn ( I do not teach) is the times when they are prepared and we have good discussions of how marketing works in the business world. I involve my students by asking them lots of questions. I do not lecture.
In over 40 years of marketing and sales, Bill Hess, Ph.D., has held every position there is - sales rep, corporate marketing research, market development, product manager, western region sales manager, operations manager, marketing manager for such companies as Monsanto, Owens Corning Fiberglas, W.H.Brady, Dennison Eastman, and H.S. Crocker.
Dr. Hess developed three reps to achieve promotions one of which was replacing him. He helped start a non-fiberglass division, developed products for aircraft now flying - commercial and military, developed a product now in use in over 100 nuclear plants around the world, and products for the telephone industry. Dr. Hess also worked for two different sheltered workshops. He brought in work to train and found jobs for mentally, emotionally, and physically underdeveloped people. And in helping Bay Area Food Banks, Dr. Hess got companies to donate over 10 million pounds of food.
There are four essential elements in all effective organizations: meaning, structure, action, and caring. One of these is the most important to each person. All four are essential for success.
Bonnie Jameson is an expert in the field of Human Resource Development and Organization Development. She has been working in the nonprofit, corporate and educational communities for the past 25 years.
Jameson designs, prepares, and facilitates workshops and courses in all aspects of HRD and OD. She currently teaches Strategic Planning and Building Effective Organizations at California State University, East Bay in the Nonprofit Management Certificate Program.
She co-designed and facilitates core courses in the Training for Trainers program. As a certified trainer, she teaches the theory of Psychological Type for individuals and clients. John Wiley and Sons Publishing Company has published 13 of Jameson's experiential exercises in the Annual Handbooks for Group Facilitators. She is the coauthor of the Jossey-Bass Fabled Service product.
Carol F. Moore, Ph.D., is an industrial/organizational psychologist specializing in performance management, employee and management assessment and development, and strategic planning.
Dr. Moore focuses on developing high-performance systems that maximize productivity while still respecting individual work styles. Her past and current clients include the U.S.D.A. Forest Service, the California State Automobile Association, Transamerica Real Estate Tax Service, and a variety of smaller organizations in the fields of insurance and high technology. In addition to consulting, Dr. Moore teaches in the both the Departments of Management and Psychology at California State University, East Bay.
Evelyn Moorman, MA, has 20 years of experience in both the academic world and corporate training. She is adjunct faculty at University of Phoenix, Graduate School of Business and Management and received the Faculty of the Year award and Lead Faculty for 2008 and 2009.
As faculty and facilitator, she conducts graduate courses for working adults in Management, Leadership, Workplace Diversity, Workplace Conflict, Workplace Ethics, and Organizational Behavior.
I believe students learn best when they know their teacher cares about them as unique individuals full of potential and good ideas. This is what I strive for in my classrooms. I love to teach. My goal is that my students can use what they have learned soon after they leave the classroom.
Craig Nathanson, Ph.D. has been an adjunct faculty member in Continuing Education since 2001 at Cal State East Bay in California teaching in the areas of leadership and human resources.
Dr. Nathanson worked 25 years in various senior management positions in U.S. fortune 50 companies and has written and published six books including his latest, “Joyful work in midlife: The five stages”, which accumulates 20 years of research by Dr. Nathanson in the intersection of work and midlife.
I love what I do for a living, and I try to bring that passion and knowledge to the classroom.
Paul Sheirich has 35 years of IT project and management experience, and brings his 20 years of responsibility for Human Resource applications into the classroom.
He has worked in a variety of industries including outsourcing, government, transportation, and non-profit. His application experience includes NuView, PeopleSoft, EpicHR, Workday, Kronos, and SalesForce.com.
Mr. Sheirich currently works with the University of California, Office of the President, on the UCPath project. UCPath will replace the 30-year-old Payroll/Personnel System (PPS). The project is the largest shared service effort in higher education nationwide. When it is fully functional, UCPath will serve 190,000 UC employees across ten campuses, five medical centers, and other University facilities.
Donna Wiley, Ph.D. joined the faculty at Cal State East Bay in 1983, teaching Human Resources Management and Organizational Behavior at the undergraduate and graduate levels in the College of Business and Economics. She served as the College of Business and Economics Graduate Programs Director from 1993 to 2006, during which time the College developed international MBA programs in Moscow, Singapore, Hong Kong, Vienna, and Beijing and international partnerships in France, Brazil, and Japan. She became the associate dean of the CSUEB Concord Campus in 2006, and became the interim associate director (now senior director), of Academic Programs and Graduate Studies in 2010 where she oversees CSUEB’s graduate programs and other university-wide programs. She has taught in the Human Resources Management Certificate program since its inception.
As a human resources professional, my primary mission has always been to develop and realize work that drove success for organizations seeking success in the marketplace and employees who were looking to better themselves professionally.
Paul Wilson brings over 20 years experience in all facets of human resources with special emphasis in the field of employee total rewards to include compensation, benefit, and equity programs. He also brings with him particular experiences in the fields of employee relations, staffing, immigration, and employee metrics and analytics. Over the span of his career, Wilson has been providing training and instruction in all these areas both within the university system as well as within business organizations both nationally and internationally. He holds professional designations as a Certified Compensation Professional (CCP) and a Global Remuneration Professional (GRP) with World at Work.
There are no admission requirements for this program. If you can satisfactorily complete the program coursework, you are invited to enroll. And if you’re not interested in completing a certificate, individual courses may be taken without formal admission to the certificate program.
If you’d like to receive additional information before selecting courses, simply request more information and a program coordinator will reach out to you and guide you through the enrollment process.
Area of study: Certificate in Human Resource Management
Ideal for: Human Resource professionals seeking new and updated knowledge, skills, and perspectives that will help them excel at their jobs and advance in the field
Professionals considering a career change into HR and want to explore the field and become more desirable candidates for HR positions
Line managers seeking greater skill in interviewing and hiring, training, and conducting performance evaluations of employees
Program format: In-person, 1-day seminars
Number of courses: 8 to 16 courses
Program length: 6 to 9 months
Tuition costs: $195 per course (Tuition fees are subject to change at any time.)
Please let us know if we can answer any questions about the Human Resource Management program. Many answers can also be found in our online Support Center.