- HRM 312: Employment Law (3 credits, either upper or graduate division level)
- HRM 310: Human Resource Management (3 credits, either upper or graduate division level)
- MGT 431: Performance, Compensation, and Benefits (3 credits, either upper or graduate division level)
- MGT 101: Principles of Management (3 credits, either upper or graduate division level)
- MGT 467: Training and Development (3 credits, either upper or graduate division level)
- MGT 425: Union and Labor Relations (3 credits, either upper or graduate division level)
December 2010 through December 2020
About the Credential
The Senior Professional in Human Resources (SPHR) is a professional credential issued by the Human Resources Certification Institute. It is obtained by passing an exam consisting of 175 multiple choice questions delivered via Computer based testing with a three hour time limit. It is designed "for the HR professional who... has breadth and depth of knowledge in all HR disciplines and understands the business beyond the HR function." (HRCI, 2015).
Applying for the Credit
Submit a Credential Credit Application to apply for the credit.
- Charter Oak students: Log into the Acorn Student Portal and look in Student Self-Service / Student Forms.
- Non-Charter Oak students: Contact the PLA Office to request a Credential Credit Application.
Employment Law (3 credits, either upper or graduate division level)
This course explores contemporary issues in U.S. Employment Law. Students will study and analyze the major employment laws, regulations and legal doctrine affecting the workplace. Topics covered include: Current trends in U.S. employment law; Connecticut employment law; legislative history, scope and application of major employment laws; the employment relationship; equal employment opportunity: affirmative action, sexual harassment, common discrimination claims, whistle-blowing statutes and retaliation; legal procedures for filing EEO claims, alternatives to litigation, employer defenses; employer liability to third-parties for employee actions; employment -at-will, common workplace torts and employment contracts; employee privacy; wage and hour laws; U.S. Labor Law; collective bargaining agreements; OSHA and workers’ compensation regulations; ERISA statutes; immigration and work eligibility; contemporary global issues in employment law.
Meets the requirements for HRM 312: Employment Law
Human Resource Management (3 credits, either upper or graduate division level)
This course covers legal, ethical, and political issues in HR management; the policies and practices of recruitment, selection, training, development and compensation of employees and the importance of recruiting and maintaining a diverse workforce, employee rights, and collective bargaining.
Meets the requirements for HRM 310: Human Resource Management
Performance, Compensation, and Benefits (3 credits, either upper or graduate division level)
This course will provide a deeper understanding of the connection between people, strategy and results in organizations of all kinds, with a particular emphasis on aligning the position description with organizational goals, linking the description to the performance management approach, and identifying the links between job expectations/performance and rewards. Students will investigate performance management including: a) the importance of human capital in pursuing and achieving an organization’s purpose, b) defining and measuring workforce contributions against articulated goals and desired outcomes, and c) identifying and applying traditional and non-traditional compensation and benefits to reward performance on actual outcomes.
Meets the requirements for MGT 431: Performance, Compensation, and Benefits
Principles of Management (3 credits, either upper or graduate division level)
This course is a comprehensive overview of the principles of management. It is designed to provide the student with at basic knowledge of the history, vocabulary, and concepts of the field. The primary focus is on the discipline within the four functions of management: planning, organizing, leading and controlling. The course covers basic information on managerial skills and the environment. Students will be exposed to a variety of tools that assist management in performing his/her jobs.
Meets the requirements for MGT 101: Principles of Management
Training and Development (3 credits, either upper or graduate division level)
This course provides an application of learning and instructional development to the education and training of employees. Topics include instructional design; strategy, technology, learning materials; and implementation, evaluation, and management of training in an organizational environment. Roles and skills of the training and development professional will be reviewed. Contribution of training and development to an organization’s goals; understanding the training and development industry; and resources available to those in the profession will also be covered.
Meets the requirements for MGT 467: Training and Development
Union and Labor Relations (3 credits, either upper or graduate division level)
This course is designed to provide the student with a strategic knowledge of various labor relations, collective bargaining, and negotiation strategies and tactics across different types of organizations. During the course of the semester, we will examine the history, current state, and future of union-management relations in the U.S., as well as in other countries. We will include theories originating from labor economics, employment law, human resources management, organizational psychology, sociology, and organization behavior. Students should gain knowledge and an understanding of the practices used in the field of industrial relations with special emphasis placed on technological, ethical, and sociological changes in today’s global environment.
Meets the requirements for MGT 425: Union and Labor Relations