Executive Certificate: Senior HR Digital Expert – China

Senior HR Digital Expert Certificate ProgramToday’s business environment is undergoing transformative change. Disruptive technology, the gig economy, Artificial Intelligence (AI), and access to unprecedented amounts of data will require a shift in mindset for human resource professionals to help their organizations be competitive in this new world of work. Yet many HR professionals do not know where and how to start – they need a roadmap and tools to navigate this complex and uncertain environment.

This integrated Senior HR Digital Expert Certificate Program provides professionals with a variety of options to address their current business challenges and create a roadmap for practical application. Apply new thinking and tools to your business challenges.

In addition, the Senior HR Digital Expert Executive Certificate Program allows working professionals the opportunity to earn a 3-credit elective course waiver toward the Online Professional Master’s in Human Resource Management degree from Rutgers University’s prestigious School of Management and Labor Relations.

Who Should Attend

The Senior HR Digital Expert Certificate Program is designed for experienced and accomplished HR practitioners, HR leaders, and individuals preparing for expanded leadership positions in HR. Participants will gain valuable insights and skills leading their HR organizations to new heights with clarity and confidence.

This program is designed specifically for students living in China. Rutgers has partnered with the China Association of Labor Economics (CALE) to offer this program to a cohort of participants living and working in China. A set of four modules will focus specifically on issues in the Chinese context. CALE staff in China will assist participants with the learning management system and with other technology and logistical issues as they arise. 

Program Benefits 

After successful completion of this integrated Senior HR Digital Expert Certificate Program, you will be able to:

  • Develop integrative HR solutions that strengthen the connection between HR and business strategy by building and leveraging your organization’s core competencies.
  • Gain an understanding and leverage disruptive technologies, such as artificial intelligence, for designing and delivering HR strategies and programs that meet the needs of the business.
  • Harness the power of people analytics to enhance HR metrics and become a strategic advisor to organizational leaders.
  • Develop strategies using agile and design thinking principles to improve employee engagement and business outcomes.
  • Help managers understand how to create more inclusive workplaces by examining issues of diversity and inclusion through the lens of unconscious bias.
  • Apply diversity and inclusion concepts and unconscious bias principles to implement impactful strategies.
  • Apply new thinking and tools each day to your individual business challenge, culminating in an actionable work product at the end of the program. 

Format

Online – blended synchronous and asynchronous lectures and participative activities

Ten 3-hour modules delivered over ten weeks, allowing high quality one-on-one interaction time with Rutgers world-renowned faculty

Dates

To be determined

Faculty

Cost

$2,200 USD

Credit Available

For those interested in academic graduate credit, a 3-credit elective course waiver is available toward the Rutgers Online Professional Master's in Human Resource Management degree for students not currently enrolled in the Rutgers Online MHRM program (subject to application criteria). 

Contact

Bill Castellano, Ph.D.
castellano@smlr.rutgers.edu
848-445-9406

 

Program Modules

Aligning and Integrating Business and HR Strategy
An effective HR strategy elicits employee contributions that explicitly support the strategic and competitive goals that allow the organization to grow and succeed. This requires that we (1) identify the market challenges and environmental trends facing the organization, (2) develop a strong handle on the strengths and weaknesses characterizing the organization’s strategy, operations, workforce, and relationships with key stakeholders, (3) understand the sources of competitive advantage and value creation in our industry, (4) partner with other functions to determine how our organization’s strategic goals translate into specific employee contributions needed to achieve them, and finally (5) develop HR solutions that align with these assessments.

HR Leadership in the Era of Artificial Intelligence (AI)
The world as we have known it has changed and entered into a new era. Disruptive technologies such as AI, machine learning, the internet of things, cloud computing, prescriptive analytics, social networking, and blockchain, are all transforming business and HR processes and jobs, professions, individuals, and society at large. HR professionals and leaders play an integral role, much more important than ever before. This also requires HR leaders to think in new ways and reimagine the workplace and the workforce to be successful in this era. In this module, collectively as HR professionals, you will set a futuristic vision and strategies to be proactive in positively adopting artificial intelligence and supporting your organization in its digital transformation journey. 

HR Metrics and Talent Analytics - Using Data to Drive Business and HR Decisions
Data-driven human resource decision making represents perhaps the biggest opportunity and the greatest challenge for today’s HR professionals. More than ever before, organizations possess data that can be used to support decisions about managing talent; and yet, while most organizations possess vast amount of HR data, few organizations possess a well-developed talent analytics capability that can transform this data into useful information. Developing this capability is crucial for any HR professional who aims to be a strategic advisor to their organizational leadership. In this module, you will learn the fundamentals of HR metrics, experience the power of talent analytics for understanding the effects of HR policies, and learn what capabilities and competencies your organization needs to possess in order to jumpstart your own talent analytics efforts.

Realigning Talent with the Future of Work
The ways in which work is performed today in organizations is rapidly changing requiring new approaches to people, process, and technology. Jobs are being democratized into tasks making work more accessible to the free agents of the gig economy creating an augmented workforce in organizations. The employee experience is rising to new levels of importance as collaboration and innovation lead the way to optimizing business performance. This module will explore agile and design thinking, principles fueled by technology, to foster employee engagement while improving business outcomes. Organizational processes such as performance management, talent management, and organization design will be evaluated for alignment with business strategy. 

Leading Organizational Change and Transformation in the Digital and Future of Work Revolution
Organizations are undergoing significant changes at a rapid pace due to disruptive technologies that are changing the future of work. Other changes impacting organizations include reengineering, mergers, acquisitions, downsizing, quality efforts, and new strategies. Research shows that change begins with the leader and it is critical that leaders throughout all levels of the organization know how to successfully lead change efforts. In this interactive module, you will learn strategic frameworks and best practices in leading change utilizing HBR articles, cases, and short video clips. Learn how to “aim for the heart” to make change stick and continue to evaluate your individual business challenge. Collaborate in small groups to bring back greater insights and a tangible action plan, providing you with a roadmap for leading and managing your most complex organizational challenge.