HUMAN RESOURCE MANAGEMENT

CORNELL CERTIFICATE PROGRAM

Course Start Date: Duration 4 Months

OVERVIEWWhether you’re a specialist or a beginner in the world of human resources, there are a few core competencies that every HR executive should possess.

A Certi�cate in Human Resources Management from E-Cornell provides you with the foundation that you need for a successful career in the domain by laying out the pathway for you to align your HR department to your organizational goals. The HR course o�ered by E-Cornell follows a result-oriented and practical approach, delving into real-world examples and exercises. By the end of this course, you will possess the skills necessary to develop and implement successful HR practices that will enable your organization to improve its per formance by reducing attrition and better overall people management. The topics covered in this course include compensation, training and development, labour relations, driving employee engagement, employee per formance, and more.

KEY FEATURESCerti�cate of Completion from CornellUpon successful completion of the course, receive a Human Resources Management Certi�cate from Cornell ILR School

360 degree Implementation of HR FrameworksRecognize and apply elements of the total rewards framework, deliver e�ective per formance feedback, rate employees accurately, and mitigate legal risk

Positively A�ect Relationships between Management, Unions and EmployeesAnalyse labour relations environments, understanding regulatory and organizational elements and how they a�ect relationships between management, unions and employees

Align Sta�ng Strategies with Business StrategiesIdentify e�ective planning, recruitment, and selection practices to align selection and sta�ng strategies with business strategies

Enhance Employee Engagement Diagnose root causes of suboptimal levels of engagement among di�erent employee groups, recognize unconscious bias and how it a�ects the way that people perceive, evaluate, and react to others and identify appropriate solutions

Training & Development Choose training methods, technologies and content that are appropriate for the learner population

WHAT WILL YOU EARN?

Human Resources Management Certi�cate from Cornell ILR School

72 Professional Development Hours (7.2 CEUs)

54 Continuing Education Units (CEUs) toward PHR recerti�cation

54 Professional Development Credits (PDCs) toward SHRM-CP and SHRM-SCP recerti�cation

WHO SHOULD ENROL?

Global professionals from for-pro�ts, NGOs, and governmental agencies

Line-level HR professionals with 0-5 years’ experience

Aspiring HR professionals

ELIGIBILITY

Graduates (10+2+3) or Diploma Holders (only 10+2+3) from a recognized university (UGC/AICTE/DEC/AIU/State Government) in any discipline.

For Indian Participants

Graduation or equivalent degree from any recognized University or Institution in their respective country. Pro�ciency in English, spoken & written is mandatory.

For International Participants

CERTIFICATIONUpon successful completion of the course, receive a Human Resources Management Certi�cate from Cornell ILR School

TALENTEDGE WAY

95% Completion Rate

92% Satisfaction Score

78% Refereability

Live & Interactive Digital LearningFully Online Program with LIVE online interactive lectures that provides a “real” classroom experience in a “vir tual” environment. No isolated learning experience

Weekend ScheduleScheduled classes at convenient timings for working professionals

AI & ML Powered Mobile platformSeamless technology that can transmit lecture videos e�ectively at home broadband connection of 512 kbps on all screens; desktop, laptop, tabs & mobiles through app and browsers

SYLLABUS

Aligning Employee Per formance with Organizational Goals

Total Rewards Compensation

Navigating Labour Relations

Facilitating Sta�ng Decisions

Driving Engagement for HR

Employee Training & Development

Countering Bias in the Workplace for HR

Fostering a Coaching Culture

Consulting Skills for Internal HR

John Hausknecht is an associate professor of human resource studies at Cornell University. He earned his Ph.D. in 2003 from Penn State University with a major in industrial/organizational psychology and minor in management. He received the 2004 S. Rains Wallace Award for the best dissertation in the �eld of industrial/organizational psychology. Professor Hausknecht ’s research primarily falls within the domain of sta�ng and has appeared in the Academy of Management Journal, Journal of Applied Psychology, and Personnel Psychology. Recent papers have examined applicant persistence in selection settings, reactions to company hiring practices, and predictors and consequences of collective-level absenteeism and turnover. He currently serves on the editorial boards of the Academy of Management Journal, Journal of Applied Psychology, and Personnel Psychology.

Professor Hausknecht teaches undergraduate and graduate-level courses on human resource management, sta�ng organizations, and HR analytics. He received the ILR School’s MacIntyre award for exemplary teaching in 2008. Prior to academia, he worked as a consultant to Fortune 500 �rms in the areas of leadership assessment, talent management, and organizational change. Professor Hausknecht is a member of the Academy of Management, American Psychological Association, Society for Industrial and Organizational Psychology, and Society for Human Resource Management.

FACULTY

John Hausk nechtA s s o c i a t e P r o f e s s o r, C o r n e l l U n i v e r s i t y

Linda Barrington is the Associate Dean for Outreach and Sponsored Research in the ILR School at Cornell University. She is also the Executive Director of the Institute for Compensation Studies (ICS), an interdisciplinary initiative in that analyzes, teaches, and communicates broadly about monetary and non-monetary rewards from work. Barrington comes to the ILR School from The Conference Board, a global business membership and research organization. There, she held several positions over the past 10 years, including economist, special assistant to the CEO, research director, and most recently Managing Director of Human Capital. Prior to The Conference Board, Barrington was on the economics faculty at Barnard College of Columbia University. While on faculty at Barnard College, she published several articles on gender economics, poverty measurement and economic history. She has also taught at Columbia’s School of International and Public A�airs (SIPA), the University of Michigan, and the University of I l l inois. She earned a Ph.D. in economics from the University of I l l inois, and a B.S. in economics from the University of Wisconsin.

Linda B arringtonA s s o c i a t e D e a n f o r O u t r e a c h , C o r n e l l U n i v e r s i t y

Kevin F. Hallock is Dean and Professor of Strategy and Business Economics at the Cornell SC Johnson College of Business and the Joseph R. Rich ’80 Professor of Economics and Human Resource Studies and Founding Director of the Institute for Compensation Studies in the ILR School at Cornell University. Previous Cornell positions include the Chair of the University Financial Policy Committee, the Kenneth F. Kahn ’69 Dean of the School of Industrial and Labor Relations, and the Donald C. Opatrny ’74 Chair of the University-Wide Department of Economics.

He is also a Research Associate at the National Bureau of Economic Research. In 2013, he was elected a Fellow of the National Academy of Human Resources.

Kevin’s work has covered a variety of topics including executive compensation, compensation design, discrimination, compensation of persons with disabilities, strikes, the gender gap, job loss, the link between labor and �nancial markets, the valuation of employee stock options, compensation of leaders of for-pro�ts, nonpro�ts and labor unions, retirement, and quantile regression. His current research is focused on labor markets, executive compensation, and the plan design and mix of employee compensation.

His work has been published in a variety of outlets including the American Economic Review, the Journal of Corporate Finance, the Journal of Labor Economics, the Journal of Financial and Quantitative Analysis, the Journal of Public Economics, the Industrial and Labor Relations Review, Industrial Relations, and the Journal of Economic Perspectives. Funding for his research has come from various sources, including the American Compensation Association, the National Bureau of Economic Research, the U.S. Department of Labor, the U.S. Department of Education and the Alfred P. Sloan Foundation. He is the recipient of the Albert Reese Award for the Best Dissertation in Labor Economics from the Industrial Relations Section at Princeton University and the John Dunlop Outstanding Young Scholar Award from the Labor and Employment Relations Association.

He earned a B.A. in Economics, Summa Cum Laude, from the University of Massachusetts at Amherst in 1991, a M.A. in Economics from Princeton University in 1993 and a Ph.D. in Economics from Princeton University in 1995.

Kevin Hallo ckD E A N a n d t h e J o s e p h R . R i c h P r o f e s s o r, C o r n e l l U n i v e r s i t y

Stephanie R. Thomas is a Lecturer in the Department of Economics at Cornell University. She teaches courses in microeconomics, labor economics and personnel economics. From August 2013 through June 2016, Dr. Thomas also served as the Program Director of the ILR School’s Institute for Compensation Studies, an interdisciplinary initiative that analyzes, teaches and communicates about monetary and non-monetary rewards from work. Dr. Thomas earned her Ph.D. in Economics from the New School for Social Research.

Stephanie ThomasR e s e a r c h A s s o c i a t e a n d L e c t u r e r, C o r n e l l U n i v e r s i t y

Alexander Colvin is Associate Dean for Academic A�airs, Diversity, and Faculty Development and the Martin F. Scheinman Professor of Con�ict Resolution at the ILR School, Cornell University. He is an associate member of the Cornell Law Faculty. His research and teaching focuses on employment dispute resolution, with a particular emphasis on procedures in nonunion workplaces and the impact of the legal environment on organizations. His current research projects include empirical investigations of employment arbitration and a cross-national study of labor and employment law change in the Anglo-American countries. He has published articles in journals such as Industrial & Labor Relations Review, Industrial Relations, British Journal of Industrial Relations, Personnel Psychology, Relations Industrielles, the Ohio State Journal on Dispute Resolution, and the Cornell Journal of Law & Public Policy. He is also co-author (with Harry C. Katz and Thomas A. Kochan) of the textbook An Introduction to Collective Bargaining and Industrial Relations, 4th edition (Irwin-McGraw-Hill) .

Prof. Colvin received his J.D. in 1992 from the University of Toronto and his Ph.D. in 1999 from Cornell University. He received the 2003 Outstanding Young Scholar Award from the Industrial Relations Research Association (IRRA) and the 2000 Best Dissertation Award from the IRRA for his dissertation entitled “Citizens and Citadels: Dispute Resolution and the Governance of Employment Relations”. Before joining the faculty of the ILR School in 2008, he taught at Penn State University from 1999-2008.

Alex ColvinP r o f e s s o r, I L R S c h o o l, C o r n e l l U n i v e r s i t y

Harry C. Katz is the Jack Sheinkman Professor of Collective Bargaining at the School of Industrial & Labor Relations, Cornell University. He received his Ph.D. in Economics from the University of California at Berkeley. After teaching at MIT he came to the New York State School of Industrial and Labor Relations at Cornell University in 1985.

Harr y KatzP r o f e s s o r o f C o l l e c t i v e B a r g a i n i n g , S c h o o l o f I n d u s t r i a l a n d L a b o r R e l a t i o n s ,C o r n e l l U n i v e r s i t y

Lisa Nishii joined the faculty of the Human Resource Studies department at the ILR School, Cornell University after receiving her Ph.D. and M.A. in Organizational Psychology from the University of Maryland, and a B.A in economics from Wellesley College.

Nishii is an expert on inclusion in organizations. Her research focuses on the con�uence of organizational practices, leadership behaviors, and climate for inclusion on individual- and group-level outcomes. Using multi-level and multi-method research designs across a number of large-scale federally funded projects, she has found that leaders play an important role in shaping inclusion.

In particular, the extent to which leaders role model inclusive behaviors, clarify the learning and innovation bene�ts of diversity for the group’s work, and set strong norms related to interpersonal interactions, determines the inclusiveness of their workgroup climates. In turn, workgroup climate has important implications for the authenticity of the relationship that group members develop, the positive versus negative quality of relational ties, the information that is shared among group members, the extent of con�ict that is experienced, and ultimately the creativity, �nancial per formance, and turnover rates associated with these groups. Workgroup climate also impacts individual-level experiences of discrimination versus inclusion, as well as engagement and per formance. She is currently developing and testing the e�ectiveness of training interventions for leaders as well as for in-tact teams on how to cultivate workgroup inclusion. Nishii ’s earlier research focused primarily on diversity in individual-level cognition and behavior as determined by national culture.

Nishii actively publishes in top-tier journals, including the Academy of Management Review, Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, and Science, and serves on the editorial boards for AMR, AMJ, and JAP. She is currently the Chair of the Academy of Management’s Gender and Diversity in Organizations Division, and the Chair of the ILR School’s International Programs. She serves on a variety of college and university-level councils for diversity, globalization, and engaged learning. Nishii also consults with multinational companies, primarily related to diversity and inclusion and organizational assessment.

Lisa N ishi iC h a i r o f I L R I n t e r n a t i o n a l P r o g r a m s , C o r n e l l U n i v e r s i t y

Bradford S. Bell is an Associate Professor of Human Resource Studies and Director of Human Capital Development and Executive Education in the School of Industrial and Labor Relations at Cornell University. He received his B.A. in Psychology from the University of Maryland at College Park and his M.A. and Ph.D. in Industrial and Organizational Psychology from Michigan State University. Dr. Bell teaches courses in Human Resource Management, Training and Development, and Work Groups and Teams to graduate and undergraduate students. Dr. Bell worked in the management and organization development department of First USA Bank/Banc One and has worked as an HR consultant for multiple private and public �rms. Dr. Bell is a member of the Academy of Management, Society for Industrial and Organizational Psychology, and American Psychological Association.

Brad B ellP r o f e s s o r a n d D i r e c t o r o f E x e c u t i v e E d u c a t i o n , I L R S c h o o l,C o r n e l l U n i v e r s i t y

I am a faculty member in the ILR School at Cornell University. My primary appointment is in human resource studies with courtesy appointments in organizational behavior and sociology. Prior to joining the Cornell faculty in 2009, I was a faculty member at the MIT Sloan School of Management. I started my academic career at the Harvard Business School teaching leadership and organizational behavior. I earned my Ph.D. in sociology at Stanford University and served as a lecturer and researcher in organizational behavior and human resources management at the Stanford Graduate School of Business.

D iane Bur tonA s s o c i a t e P r o f e s s o r, I L R S c h o o l,C o r n e l l U n i v e r s i t y

Christopher J. Collins is an Associate Professor of Human Resource Management and Director of CAHRS in the ILR School at Cornell University. He earned his Ph.D. in Organizational Behavior and Human Resources from the Robert H. Smith School of Business at the University of Maryland.

Dr. Collins’ teaches, conducts research, and does consulting in the areas of strategic human resource management, the role of HR practices and leadership in driving employee engagement, and the role of HR in driving �rm innovation and knowledge creation. His research has been accepted for publication in the Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, Human Resource Management Review, and Human Per formance. In addition, Dr. Collins serves on the editorial boards of the Academy of Management Journal, Journal of Applied Psychology, the Journal of Management, and Personnel Psychology.

He currently teaches courses in Human Resource Management, Organizational Consulting, and Business Strategy to masters and undergraduate students in the ILR School at Cornell University. Dr. Collins has taught executive development programs at Cornell University and the Society of Human Resource Management. He has also worked as a private HR consultant or conducted executive development programs to multiple Fortune 500 organizations and several startup organizations. His consulting work has primarily focused on talent management, employee engagement, and strategic HR planning.

Dr. Collins is a member of the Academy of Management, Strategic Management Society, and Society for Human Resource Management.

Christopher Coll insA s s o c i a t e P r o f e s s o r,C o r n e l l U n i v e r s i t y

ABOUT CORNELLEstablished in 1865, Cornell University is a private Ivy League research University situated in Ithaca, New York. Founded by Ezra Cornell and Andrew Dickson White, the university was intended with a vision to teach and contribute to all forms of knowledge from the classics to the sciences, and from the theoretical to the applied. These ideals and principles of Cornell can be traced back to a popular Ezra Cornell quote, "I would found an institution where any person can �nd instruction in any study."

As of October 2019, Cornell has produced 59 Nobel laureates, four Turing Award winners and one Fields Medallist. Cornell counts more than 245,000 alumni and its former and present alumni and faculty include 34 Marshall Scholars, 31 Rhodes Scholars, 29 Truman Scholars, 7 Gates Scholars, 55 Olympic Medallists, and 14 living bill ionaires. The student body of Cornell consists of more than 15,000 undergraduate and 8,000 graduate students from all 50 American states and 119 countries.

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PROGRAM DETAILSProgram Commencement:

Schedule of classes:

Duration: 4.5 Months

Program Fee: 1,45,000 + GST

(Instalment Options Available)