The Catholic University of America

Certificate in Human Resource Management


The role of human resource management has expanded dramatically in both the public and private sectors, especially in large organizations. Driving the growing importance afforded the HR function are the increasing complexity of HR laws and employee benefits; the importance of effective employee recruitment, placement, and training to the organization's bottom line; increased use of arbitration and negotiation in labor relations; and the internationalization of the workforce. In addition to their more traditional role, HR managers are becoming much more involved in strategic planning for organizations and their component business units.

Who would most benefit?

This certificate program provides an excellent foundation in human resource management concepts, principles, and practice. Both HR veterans and those wanting to launch a career in human resources will find the program's content particularly helpful. HR professionals seeking to earn a professional certification in human resources -- e.g., the SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) -- will benefit greatly from the program, as well as from the exam certification preparation workshops that are offered.


To earn the Certificate, students must complete seven core courses (21 credits) with a "C" or better. Students who have already completed similar courses at other institutions may apply for transfer credit, but they must complete at least five of the courses at CUA to earn the certificate. Students may take courses on a non-credit or for-credit basis. Free certification exam preparation workshops are offered to those completing at least three courses on a for-credit basis. 


Courses are scheduled on an accelerated basis, enabling students to complete the entire program in as little as one calendar year. Courses typically meet either:

  • One evening per week, 5:30 - 9:45 pm, for a half-semester, OR
  • One evening per week, e.g., 6:10 to 8:40 pm, for a full semester. Courses involving more complex concepts and quantitative courses tend to meet on this schedule.
To complete the Certificate in a calendar year, students would normally take, for example, one full-semester course (meeting, e.g., every Tuesday evening for the full semester) and two half-semester courses (meeting, e.g., on Thursday evenings - one in the first half of the semester, and another meeting during the second half of the semester). Typically, credits earned toward a certificate program may be applied toward CUA's bachelor's degree programs as well.

Gainful Employment Data

The Department of Education requires that schools post Gainful Employment Data for certain types of programs, including this one.  The required information on this program is available here.

Required Courses

Course Number Title Description
MBU 361 Human Resource Management This course provides an overview of the major topics in the management of human resources in organizations. It examines the major issues facing human resources management in the coming years to create a productive workforce and foster effective employee/management relationships. Specific topics include job design, recruitment and selection, skills training and management development, performance appraisal, compensation and benefits, and employee and labor relations.
MBU 201 Management and Organizational Behavior Provides an introduction to the principles and practice of management, with an emphasis on individual and group behavior in organizations. Examines how members of organizations behave, behavior of work groups and supervisors, intergroup relations, and employees goals and attitudes. Explores methods for making organizations and individuals more productive.
MBU 465 Human Resources Development and Training Introduction to the organizational practices related to developing and training employees to meet specific organizational goals and objectives. The course examines methods to determine training needs and to develop internal training and development programs or selecting outside sources for training needs. The course ends with exploring the techniques to evaluate training effectiveness.
MBU 328 Employee Compensation and Benefits This course will cover the myriad of topics in the compensation and benefits for employees. It covers such topics as: economic factors affecting compensation (such as inflation, interest rates, and economic growth); compensation objectives (such as competition with the external environment and achieving organizational objectives); types of compensation programs; establishing compensation rates based on wage surveys and other factors; and types of benefit programs and how these programs are managed.
MBU 467 Employee and Labor Relations An in-depth study of the requirements of Equal Opportunity Employment including programs that must be in place, reporting requirements, and independent internal EEO oversight. Also discusses the rights of employees to bring actions for wrongs and requirements to do so in the proper procedure and format.
MBU 365 Key Legal Issues in HRM Discusses key employment laws affecting current HR practice, major legal issues affecting employees, and how to construct and implement employment policies. Topics include equal employment opportunity /affirmative action, OSHA, discrimination, and harassment.
MBU 324 Strategic Management Practices A survey course that includes topics such as: the role of HR in organizations, human resources planning, organization design and development, budgeting, motivation and leadership. Course emphasizes strategic planning and policy making, with focus on ability to interpret knowledge of an organization environment and develop internal organizational structures, policies, evaluation techniques to be effective in a changing environment.


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