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 $104,440 in 2015.
— Bureau of Labor Statistics, U.S. Department of Labor
Employment of human resources managers is projected to grow 9 percent from 2014 to 2024, faster than the average for all occupations.
— Bureau of Labor Statistics, U.S. Department of Labor
In 2014, there were 122,500 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|
|EXSP 8322: Managing Discipline and Respecting Employee Rights|
|EXSP 8327: Employee Discipline and Effective Termination|
|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 8877: Discrimination Law|
|EXSP 8883: In Transition – How to Find the RIGHT Work During Challenging Times|
|EXSP 8920: Overview of HRM|
|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 8968: Performance Management|
|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.
Executive Coach & Business Leader dedicated to enabling success in others; Living to create, contribute and inspire.
Michelle Gomez is an enthusiastic, passionate, and inspiring business leader and coach with over 25 years of experience creating and driving people strategies for 100 to 10K person organizations. She has experience working at all levels of leadership and personally leading teams through change in fast-paced, complex environments, using strong influence, communication, facilitation, collaboration, and coaching skills.
Her professional experience spans business and HR operations including executive coaching, training design and delivery, organizational development, sales management, call center operations, and project management for Pacific Bell, SBC Communications, AT&T, and in her own coaching and consulting business.
Gomez is driven by the core value to help people be the best version of themselves every day and is excited to be a faculty member sharing her experience with future HR leaders.
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.
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.
For me, an important part of teaching is providing practical experiences to help students learn and gain a better understanding of the subject matter.
Ellen Papper has worked as both an internal and external consultant for more than 25 years. Her consulting has focused primarily on selection system development, talent acquisition, orientation and training, leadership development, effective work environment, program improvement, communications research, and customer satisfaction.
In addition to her consulting work, she has conducted seminars on a variety of topics including job analysis, employee selection, behavior-based interviewing, performance management, survey feedback and action planning, and professional ethics. She has also facilitated focus groups on different subjects with various stakeholder groups.
She is currently an independent consultant based in the San Francisco area with clients throughout the United States.
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.
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.