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Exam Code: ICDL-IT The ICDL L4 IT resources January 2024 by Killexams.com team

ICDL-IT The ICDL L4 IT

Test Detail:
The ICDL-IT exam, also known as the ICDL Level 4 IT exam, is a certification assessment that measures an individual's proficiency in essential IT skills. The exam evaluates the candidate's understanding and practical application of various IT concepts, tools, and technologies. This certification is designed for individuals who want to demonstrate their competence in using IT effectively in various professional settings.

Course Outline:
The ICDL Level 4 IT course provides participants with comprehensive knowledge and practical skills in different areas of information technology. The following is a general outline of the key areas covered in the certification program:

1. Computer Essentials:
- Understanding computer hardware and software components.
- Operating systems and their functions.
- Using productivity software (e.g., word processing, spreadsheets, presentations).
- Basic troubleshooting and maintenance.

2. Online Collaboration:
- Email communication and management.
- Working with online documents and cloud storage.
- Understanding web conferencing and collaboration tools.
- Social media and online safety.

3. IT Security:
- Understanding common security threats and vulnerabilities.
- Implementing security measures and best practices.
- Protecting personal information and data.
- Maintaining data privacy and confidentiality.

4. Database Management:
- Understanding database concepts and structures.
- Creating and managing databases.
- Querying and retrieving data from databases.
- Data integrity and security.

5. Project Planning:
- Defining project scope, objectives, and deliverables.
- Identifying project stakeholders and their roles.
- Planning project activities, timelines, and resources.
- Monitoring and controlling project progress.

Exam Objectives:
The ICDL-IT exam assesses candidates' knowledge and practical skills in essential IT areas. The exam objectives include, but are not limited to:

1. Demonstrating proficiency in computer essentials, including hardware, software, and operating systems.
2. Applying online collaboration tools and techniques for effective communication and document management.
3. Understanding IT security principles and implementing appropriate security measures.
4. Managing databases, including creating, querying, and maintaining data.
5. Applying project planning and management concepts for successful project execution.

Syllabus:
The ICDL Level 4 IT certification program typically includes comprehensive training provided by authorized ICDL training centers. The syllabus provides a breakdown of the Topics covered throughout the course, including specific learning objectives and milestones. The syllabus may include the following components:

- Computer essentials and operating systems
- Productivity software applications
- Online collaboration tools and techniques
- IT security and data protection
- Database management and querying
- Project planning and management
- exam preparation and practice tests
- Final ICDL Level 4 IT Certification Exam
The ICDL L4 IT
ICDL ICDL resources

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ICDL-ACCESS ICDL the access
ICDL-EXCEL The ICDL L4 excel
ICDL-IT The ICDL L4 IT
ICDL-NET The ICDL L4 net
ICDL-Powerpoint The ICDL L4 PowerPoint
ICDL-WINDOWS The ICDL L4 Windows

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Using Democracy Now! video clips
Teaching Materials
Democracy Now! en español for bilingual education
Get students involved
Invite Democracy Now! to your institution
Reuse Democracy Now! content


Using Democracy Now! video clips

Democracy Now! clips lend themselves well to exploring academic subjects and connecting them to current events. The following step-by-step outline is one way to introduce Democracy Now! to your students.

Find a clip or reading

Browse our extensive topics listing or search our archive to find a relevant clip. Links to related reading materials are often available with Democracy Now! clips and are found on the left sidebar.

Identify goal

What is the purpose of the lesson? What will students learn?

Contextualize Information

Before beginning a conversation around a Democracy Now! clip, put the information into historical context;

Preview

Watch DN! clip ahead of time to determine which part(s) best fit your education goals. Utilize a short clip to introduce an event or prompt students to begin thinking about a topic. Or show a full episode with in-depth interviews to foster a debate among students. All DN! clips can be found at our indexed archive, or searched by subject or by date and most segments are accompanied by printable transcripts.

Should your classroom have no internet connection, podcasts are available to obtain audio and video files onto computer desktops.

Media Literacy, Framing and Deconstruction

Offer students a specific lens with which to analyze the news clip. Keeping your objective in mind, assign students questions to consider while viewing the clip. Or compare the Democracy Now! clip to a corporate news clip on the same event. Introduce the concept of framing to indicate how different media outlets focus on different aspects of the same story to frame their own narrative. For a worksheet on framing, please contact us.

To view episodes fostering debate, simply type “vs.” in the search tool on our website to locate past debates on Democracy Now!

Consider the following questions with your students as you compare a Democracy Now! clip to a commercial media clip on the same event:

  • Whose voice drives the story? Who interprets the story for you?
  • Which actors involved in the story are represented or excluded? (Note race, gender identity, age, ethnicity, class, occupation, etc.)
  • Who might benefit or be harmed by the news clip?
  • What effect does the framing of the story have on your perception of the topic/story?

Democracy Now! en español for bilingual education

Titulares de Hoy

Our Democracy Now! en español program translates each day’s headlines into Spanish in transcript and audio form.

Destacados

The Destacados section features Democracy Now! interviews and reports that have been translated to Spanish in transcript and video plus subtitle form.

Resumen Semanal

The Resumen Semanal is a round of top headlines from the week published on Friday afternoons in transcript and audio form.

Get students involved

There are many ways to engage your students with Democracy Now! content. Here are some ideas to get you started.

  • Encourage your students to follow Democracy Now! using our Daily Digest email, podcasts, Facebook, Twitter, YouTube or iPhone app.
  • List Democracy Now! as a resource in your syllabus.
  • For extra credit, have students organize screenings followed by debates/discussion on campus.
  • Encourage students to attend or volunteer at local Democracy Now! events.
  • Have your students send us a story idea. Make sure they include as much background information as possible and some ideas and contact information for guests who could appear.

Teaching Materials

The Teach Democracy Now! team has developed teaching materials that you can put to use in your classroom. Contact us if you’d like to demo some of the teaching materials and make sure to include the academic subjects that you’re interested in.

The Zinn Education Project provides teaching materials that incorporate Democracy Now! content. Browse their resources for inspiration.

Invite Democracy Now! to your institution

Democracy Now! Host and Executive Producer Amy Goodman gives speaking events across the country. Invite her to speak at your institution.

The Teach Democracy Now! team may be available to come to your NYC Metro Area institution for a round table discussion or news literacy workshop. To inquire, please contact us.

Reuse Democracy Now! content

Our Creative Commons Attribution-Noncommercial-No Derivative Works 3.0 United States License allows you or your students to republish Democracy Now! content in your non-commercial blog, website or student newspaper as long as you clearly credit democracynow.org.

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Resource Center Resource Center - TWICE
Ebooks

AVIXA Xperience 2020 Now Available

The latest edition of Xperience from AVIXA and Future U.S. highlights real-world examples of AV done right and offers thought-leadership and technology solutions for...

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Archival Resources at the Smithsonian

The Smithsonian Institution has vast archival research collections that measure over 145,700 cubic feet, making its holdings among the largest collections of historical document resources in the United States.

The scope of the collections is equally staggering and covers nearly every facet of our nation's history—from the history of the Institution itself to the history of American, African American, and Latin American art, culture, music, and design; science and technology; landscapes and gardens; and native and indigenous world cultures.

The archival collections include technical drawings, photographs, letters, field notebooks, diaries and journals, sketches and sketchbooks, scrapbooks, manuscripts, rare printed materials, motion picture film, video and sound recordings, and much more. Many of the archival units are repositories within the Smithsonian's museums, libraries, and other larger divisions, and two are independent collecting units. Nearly all have online collections and resources where visitors will find more detail about the scope of collections, collection guides and finding aids, and digitized content.

The Smithsonian Institution Archives and Special Collections Council (SIASC) is a forum for open discussion regarding experiences, interests, and concerns of the Institution's numerous archives and special collections. It prepares archival management policies, procedures, manuals, and other guidance for those at the Smithsonian who manage archival collections. Each year, SIASC plans special activities for American Archives Month, including collaborative events with archives across the metropolitan area.

SOVA: Smithsonian Online Virtual Archives

Explore digital content from letters, manuscripts, diaries and journals, ledgers and stock books, photographs, scrapbooks, sketchbooks and drawings, technical drawings and blueprints, field notebooks, log books, rare printed materials, sound recordings, videos, and much more. Descriptions and detailed inventories of thousands of primary resource collections maintained by archival units across the Smithsonian.

Smithsonian Institution Archives

From its inception in 1846 to the present, the records of the history of the Smithsonian Institution—its people, its programs, its research, and its stories—have been gathered, organized, and disseminated so that everyone can learn about the Smithsonian and its role in American history, scientific exploration, and with the promotion of international cultural understanding.

Tue, 21 Feb 2023 07:06:00 -0600 en text/html https://www.si.edu/SIASC
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A research team has concluded that China will be the first country worldwide to become independent of the need to mine the raw materials which are essential for batteries. They have also established ...


Hydrogen is a building block for the energy transition. To obtain it with the help of solar energy, researchers have developed new high-performance nanostructures. The material holds a world record ...


A new AI model that optimizes the use of renewables and other energy sources outperforms traditional power restoration techniques for islanded microgrids, a new paper ...


Scientists provide new evidence to motivate rapid fossil fuel phaseout. The science team determined exposure to ambient air pollution and its health impacts using an updated atmospheric composition ...


Cryptocurrency mining uses a significant amount of water amid the global water crisis, and its water demand may grow further. Researchers provides the first comprehensive estimate of Bitcoin's ...


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Researchers characterize nearly 600 microbial genomes collected from goldmine. The study illuminates 'microbial dark matter' residing below the surface. Microbes divide into two groups: ...


Nearly a third of the world's mine tailings are stored within or near protected conservation areas, new research has ...


A new form of wave devouring propulsion (WDP) could power ships and help to cut greenhouse gas emissions in the maritime ...


Donor doping into a mother material with disordered intrinsic oxygen vacancies, instead of the widely used strategy of acceptor doping into a material without oxygen vacancies, can greatly enhance ...


The remarkable proton and oxide-ion (dual-ion) conductivities of hexagonal perovskite-related oxide Ba7Nb3.8Mo1.2O20.1 are promising for next-generation electrochemical devices. The unique ...


A team of pioneering researchers has made a significant leap forward in the complex world of molecular chemistry. Their focus? Azaarenes, unique molecular puzzle pieces crucial to many everyday ...


Energy researchers posit hydrogen fuel can potentially be a cost-competitive and environmentally friendly alternative to gasoline and diesel, and that supplying hydrogen for transportation in the ...


As power generation from sources like solar and wind increases, along with the introduction of devices such as heat pumps and batteries, a new optimization tool will help the UK plan for a greener ...


A team of researchers looked back at a model that predicted nuclear power would expand dramatically in order to assess the efficacy of energy policies implemented ...


Engineers enhance hydrogen fuel cell durability via tungsten oxide ...


Electrochemical catalysts used in water splitting often show poor performance due to low electrical conductance of (oxy)hydroxide species produced in situ. To overcome this challenge, researchers ...


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Tue, 12 Dec 2023 10:00:00 -0600 en text/html https://www.sciencedaily.com/news/matter_energy/energy_and_resources/
Human Resources

Human Resources partners with the university community to shape a diverse, equitable and inclusive culture that drives excellence and innovation by supporting talent, engagement and the employee work experience.

Benefits & Payroll

As an employee of UMass Lowell, learn about the benefits of your valued role. Learn more.

Careers at UML

Identify career opportunities at our world-class university. Explore Careers.

Employment Services

Resources for Recruitment, Hiring Managers, Search Committees and Onboarding Employees. Check them out.

Employee Learning, Engagement & Development

Participate in some of the many enrichment and engagement opportunities for UMass Lowell employees. Learn more.

Again in 2023, UMass Lowell received the Higher Education Excellence in Diversity (HEED) Award from INSIGHT Into Diversity magazine for outstanding commitment to diversity and inclusion.

UMass Lowell has been recognized as a Top Employer for 2023 by Diversityjobs.com for dedication and commitment to building a diverse workforce and culture.
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MBA in Human Resources Online

Register By: February 24 Classes Start: February 26

The MBA That Fits Your Life

  • Just over $19K total tuition
  • Earn credentials along the way
  • Program accredited by ACBSP
  • Aligns with SHRM BoCK key competencies1
  • Complete in about 1 year
  • No GRE/GMAT required

MBA in HR Online Program Overview

A human resources concentration built into an MBA? That's the type of degree that can fit well into your career-advancement goals.

The Master of Business Administration (MBA) in Human Resources at Southern New Hampshire University prepares you to take on this increasingly important role. And because it’s an MBA, its approach to the HR discipline is to enhance your business acumen first and foremost, along with your ability to drive change.

The program lays a foundation in standard business administration topics, weaving Topics like leadership, marketing, finance and operations throughout your coursework. You'll dive into them in different ways. For example, you won't just learn about leadership, you'll learn how to lead people, organizations and organizational change.

The comprehensive nature of this program makes it a great option for anyone interested in honing their business skill sets, strengthening marketability and increasing career opportunities – whether you're a exact undergraduate, a well-established professional or somewhere in between.

With only 30 credits required to graduate for just over $19k, the new MBA program also allows you to move through your core coursework faster and for less, even giving you the ability to finish in about a year should you choose to take part full time.

However, despite the accelerated timeline, you can still anticipate the same level of rigor and complexity that you would find in a traditional MBA, allowing you to get the most out of your program in the least amount of time.

"Everything is business as you progress up the ranks of leadership,” said Kate Noor, an MBA academic advisor at SNHU. 

As with all of our HR programs, the MBA in Human Resources aligns with SHRM’s guiding principle – that human resource professionals must be prepared to play a key role in the success of today's agile companies. SHRM is considered the industry standard in HR credentialing.

The coursework was designed to include competencies found in the SHRM Book of Competency and Knowledge (SHRM BoCK™), which forms the basis for SHRM-issued HR credentialing opportunities. The SHRM BoCK covers the 8 behavioral competencies and HR knowledge human resources professionals need to do their best work.1

Melanie Rowe ’18G says her MBA in HR prepared her on many levels.

“The classes at SNHU have taught me a lot about change management, people management, group dynamics, company culture and leadership,” she said. “I’ve used this knowledge in my relationship management and to position myself as an informal leader, which makes it easier for me to recommend and implement change.”

What You'll Learn

  • The complexities of HR management
  • Data analysis and interpretation
  • Adaptable strategies for an organization
  • The cultivation of culturally aware and responsive teams
  • Plans around culture, ethical and legal standards, and sustainable practices

How You'll Learn

At SNHU, you'll get support from day 1 to graduation and beyond. And with no set class times, 24/7 access to the online classroom and helpful learning resources along the way, you'll have everything you need to reach your goals.

Career Outlook

The HR role will continue to evolve as companies in every industry adjust to the long-term effects of events like the COVID-19 pandemic.

But whether the workforce expands or contracts as organizations retool, there could always be demand for strong human resource leadership.

Results from the 2021 Graduate Management Admission Council (GMAC) Demand for Graduate Management Talent Survey show that businesses are seeking qualified MBA degree holders to assist with organizational restructuring fueled by the pandemic. And according to the 2021 GMAC Enrolled Student Survey, almost 8 in 10 enrolled students who responded agree that a graduate business education is a worthwhile investment, even in times of economic uncertainty.2

Likewise, most survey respondents feel confident in their employability in the face of the many challenges imposed by the global pandemic.2

This speaks to the value that earning your MBA in Human Resources can add to your resume, despite the ever-changing landscape. It's one of the most respected and versatile degrees in business, and it can help qualify you for a number of roles at the management level or above by furnishing you with both the strategic and soft skills needed to succeed in times of uncertainty.

Some of the top needed skills from MBA degree holders include leadership, strategy and innovation, decision making, and strategic and systems skills, according to GMAC.2 All of these skills are woven into SNHU's MBA in HR, plus embedded industry-aligned credentials are offered in many of these key areas.

Deborah Gogliettino with text Deborah GogliettinoDeborah Gogliettino, SNHU’s associate dean for human resources, explains it further.

“HR professionals need to understand business and think business first,” she said. “They also need to recognize that almost everything they need to do is to be done through other people – line managers, employees and their colleagues. Hence, they need to be able to build effective influencing and relationship skills.”

Earning your MBA in Human Resources can prepare you to pursue a variety of positions, including:

  • Human resources manager
  • Human resources director
  • Human resources consultant
  • Compensation and benefits manager
  • Training and development manager
  • Operations management

The outlook is good for these roles. According to the 2021 GMAC Demand for Graduate Management Talent Survey, demand for graduate management talent is returning to pre-pandemic levels.2 So whether you’re entering the HR field or looking to step up into management with your current employer, the MBA in HR can take you in a number of directions. 

You’ll find your MBA HR degree opens doors in managerial and executive positions across a diverse range of industries. According to the BLS,3 those industries include:

  • Educational services – state, local and private
  • Finance and insurance
  • Government
  • Healthcare and social assistance
  • Management of companies and enterprises
  • Manufacturing
  • Professional, scientific and technical services

Results from the 2021 GMAC Demand for Graduate Management Talent Survey also show that growth in the technology sector specifically has fueled the hiring of business school graduates.2

The beauty of an MBA in Human Resources is its versatility to cut across industries and areas of interest.

“A student’s decision to be in one industry or another has to do with their passions,” said Gogliettino. “I like mission-driven organizations. I like the multi-layers of complex issues you get in healthcare. But a student who’s adept at HR can work in any industry.”

If the C-suite is in your sights, an MBA in HR can help you get there faster. While every business values people management skills, many employers place greater emphasis on the ability to manage programs that affect their entire workforce. And, according to the BLS, employers generally compensate better for these skill sets.2

However, no matter which direction or industry you choose, MBA degree holders command some of the highest average starting salaries according to GMAC, with a median starting salary of $115,000.2 So not only is the program designed to equip you with the necessary skills to excel in business and HR, getting your MBA in HR degree could lead to higher earning potential.

Job Growth and Salary

The MBA in HR could put you on a growing, lucrative path.

Job Growth

The outlook looks good for roles through 20323:

  • Human resources managers: 5% job growth
  • Training and development managers: 6% job growth

Salary

And the 2022 median salaries for jobs were much higher than the pay of all workers combined3:

  • Human resource managers: $130,000
  • Training and development managers: $120,000

Understanding the Numbers
When reviewing job growth and salary information, it’s important to remember that real numbers can vary due to many different factors — like years of experience in the role, industry of employment, geographic location, worker skill and economic conditions. Cited projections do not certain real salary or job growth.

Where Could You Work?

Some of the largest employers of HR managers are:

Professional, Scientific and Technical Services

Provide a number of services, such as payroll, consulting, training and acquisition, among other roles.

Corporations and Enterprises

Serve in an HR leadership position that gives you the opportunity to make decisions that can move organizations forward.

Manufacturing

Manage HR functions in an industry that you're passionate about, like computers, furniture, textiles, food and more.

Healthcare

Become an HR leader in a fast-growing field, making employee-focused, data-driven decisions aimed at improving patient outcomes.

Start Your Journey Towards an Online Human Resources Degree

Why SNHU for Your MBA in Human Resources Online

Admission Requirements

How to Apply

Melanie Rowe

What SNHU Graduates are Saying

Melanie Rowe ’18G

“As a director, it’s important to have a good business foundation in addition to expertise in your field. SNHU’s MBA program allows me to take the core business classes I need to be a director in addition to the HR classes I would take if I was just pursuing a master’s degree in HR.”

Courses & Curriculum

The business world needs well-educated human resource professionals more than ever.

SNHU's MBA in Human Resources online was designed to expand your expertise on a wide range of human resource management topics. Like all of our online MBA programs, it explores today’s most relevant themes, including ethics and corporate social responsibility, leadership, strategy, management, technology and innovation. And because it’s an online program, it allows you to build relationships with a diverse group of students while enhancing the “soft skills” that are so essential to success in business.

Kate Noor with text Kate Noor“An MBA is great for those in a ‘traditional’ business setting, but every industry has room for an MBA in some capacity. What you learn is beyond just crunching numbers," said SNHU academic advisor Kate Noor.

The MBA in HR consists of 7 core MBA courses and 3 human resource courses. Depending on your academic background, you may need to supplement the core courses with business foundation coursework. However, those with a bachelor’s in business administration, human resources or a related area may be able to waive one or more foundations – and jump into the core more quickly. 

The MBA in HR program follows the same structure as our other MBA programs, allowing you to:

  • Earn credentials embedded throughout the program. Not only gain a master's degree, but build up your resume along the way with industry-recognized certifications in tools like Power BI, MS Excel and Tableau – plus, enhancement of soft skills like human intelligence and strategy implementation.
  • Take part in scenario-based learning. Using both disciplinary and interdisciplinary knowledge, as well as creative thinking and problem-solving skills, you'll participate in interactive scenarios that provide you with real-world experience, while receiving guidance from professors with real-world expertise.
  • Participate in a flex learning pathway. You'll get more fluidity in assignment due dates. Some even span across multiple modules with related themes, allowing you to draw relationships between business principles.
  • Learn through multimedia exposure. Strengthen your understanding of complex Topics with animations, video communication tools and videos featuring industry leaders sharing business insights.
  • Access timely resources. Take advantage of hand-selected, relevant resource material from leading professional organizations and publications.

The MBA human resource management concentration stresses the strategic nature of the HR role. You’ll learn how the HR system helps drive the overall organizational mission and see its impact from both a human resource and business perspective. Broad themes include:

  • Strategic decision-making
  • Market-driven connectivity
  • Human resources technology
  • Recruitment and hiring
  • Compensation and benefits

The human resource courses that make up SNHU’s concentration align with the guiding principles of the Society for Human Resource Management (SHRM), the industry standard in HR credentialing. Coursework emphasizes competencies in the SHRM Book of Competency and Knowledge (SHRM BoCK™), which forms the basis for SHRM credentials.1

As you progress through the MBA in HR program, you may take these 3 concentration courses:

  • Strategic Human Resource Management: Examine key regulatory procedures and human resource requirements as they apply to organizations. Analyze the strategic role of the HR manager in recruitment, hiring, training, career development and other functions within the organizational setting.
  • Total Rewards: Examine the impact of compensation and benefits within the organizational structure to design a compensation and benefits program. Topics include job analysis, surveys, wage scales, incentives, benefits, human resource information systems (HRIS) and pay delivery administration.
  • Leading Change: Discover the various techniques and strategies used to effect systematic change and transform organizations. Coursework integrates Kotter's processes for leading change, organizational development and transformation theory and practice, emphasizing the use of teams as a key change factor.

As you complete your MBA in Human Resources concentration courses, you’ll learn to lead and operate within cross-functional teams by effectively navigating the complexities of HR management.

“HR is complex, because it has a lot of different variables to it,” said Deborah Gogliettino, SNHU’s associate dean for human resources. “It’s not something you can wing. You have to know the business plus employment laws, federal and state. You answer questions every day in your work.”

Melanie Rowe '18G works for a nonprofit and believes “it’s important to have a good business foundation in addition to expertise in your field.” She most enjoys working in compliance, because she likes “being involved in the action."

“Compliance lets me get involved in every department in the organization,” she said. “I get to learn how everything functions, help fix things that aren’t working and ensure that our process and programs are supporting the organization’s sustainability.”

SNHU also offers a graduate certificate in human resource management, which MBA in HR students can take as a standalone or fold into their program with minimal additional courses. Taking advantage of this opportunity lets you walk away with not one but two in-demand credentials. Together, these two credentials provide robust competency in multiple areas of business as well as HR – an ideal way to increase your knowledge, skills and marketability.

Don't have a business background? No problem. Our MBA is accessible to everyone. Interested students must have a conferred undergraduate degree for acceptance, but it can be in any field. Those without an undergraduate degree in business or a related field may be asked to complete up to 2 foundation courses to get started. These foundations cover essential business skill sets and can be used to satisfy elective requirements for the general-track MBA. With foundations, the maximum length of your online MBA would be 36 credits.

Attend full time or part time. Students in the MBA have the option to enroll full time (at 2 classes per term) or part time (with 1 class per term). Full-time students should be able to complete the program in about 1 year, while part-time students could finish in about 2 years. Our students are busy, often juggling jobs, family and other obligations, so you may want to work with your academic advisor to identify the course plan that works for you. The good news is, you can switch from full time to part time and back again as often as you want.

Minimum Hardware Requirements

Master of Business Administration (MBA) Technical Requirements

University Accreditation

New England Commission of Higher Education Southern New Hampshire University is a private, nonprofit institution accredited by the New England Commission of Higher Education (NECHE) as well as several other accrediting bodies.

Tuition & Fees

Tuition rates for SNHU's online degree programs are among the lowest in the nation. We offer a 25% tuition discount for U.S. service members, both full and part time, and the spouses of those on active duty.

Online Graduate Programs Per Course Per Credit Hour Annual Cost for 15 credits 
Degree/Certificates $1,911 $637 $9,555 
Degree/Certificates
(U.S. service members, both full and part time, and the spouses of those on active duty)*
$1,410 $470 $7,050 

Tuition rates are subject to change and are reviewed annually.
*Note: students receiving this rate are not eligible for additional discounts.

Additional Costs:
Course Materials ($ varies by course). Foundational courses may be required based on your undergraduate course history, which may result in additional cost.

Frequently Asked Questions

What can you do with an MBA in Human Resources?

Where can I get a master's in human resources?

Is HR a good career choice?

Which is better, an MBA or MHRM?

How much does a master's in HR cost?

Marketing Instructor Lori Flowers: A Faculty Q&A

Lori Flowers brings more than 20 years of experience in marketing and promotions in the radio industry to the online classroom as an adjunct instructor in SNHU's communications program. Recently she answered questions about her career, the importance of education and more.

What is a Business Consultant?

In today’s globally interconnected economy, organizations are constantly looking for ways to become more efficient and more profitable. Business consultants are relied upon by companies and corporations of all shapes and sizes to create strategies designed to help those organizations succeed.

SNHU Spotlight: Tatiana Toledo, BS in Sports Management Grad

Tatiana Toledo '21 was a competitive basketball player for 12 years before she was sidelined due to injury. But even what her plans changed, her passion for athletics never subsided. That's why she decided to earn a bachelor's degree in sports management from SNHU.

References

Sources & Citations (1, 2, 3)

Tue, 26 Dec 2023 10:00:00 -0600 en text/html https://www.snhu.edu/online-degrees/masters/mba-online/mba-in-human-resources
Strategic human resource management: The ultimate guide

Strategic human resource (HR) management treats human capital — or employees — as another financial asset of the company. Just like you’d consider real estate or raw materials as an asset to be optimized, strategic HR does the same for the company’s labor force. The more effective your strategic human resources plan is, the stronger the company will be both financially and culturally. 

Considering a strategic approach to HR management is increasingly important in our changing world. Creating a strategic human resource management plan can ensure you have a pipeline to qualified employees as time goes on, ensuring the sustainability of the business.

What is strategic human resource management?

A good way to think of human resources is on an input/output paradigm. Traditional human resources weigh inputs more heavily. You’re focused on following compliance standards, regulations and processes. You’re managing benefits packages, running payroll, hiring new talent and managing day-to-day employee relations.

“Strategic HR focuses on supporting organizational goals,” said Anette Harris, owner and senior director of human resources at Harris Financial Coaching. “It plays a crucial role in analyzing employee life-cycle trends that can help an organization achieve its objectives.”

In other words, you’re much more focused on output. You’re looking at metrics like employee engagement and profit per employee. You still have to consider employment law, but you’re also aligning the company’s missions and objectives with what’s happening in the HR office and the company’s long-term goals. 

Benefits of strategic human resource management

There are a number of benefits to implementing strategic human resource management. They include: 

  • More quantifiable data. You can’t measure the impact of strategic HR unless you actually implement it. Once you start implementing it, you can gather the data that will help you measure the tangible benefits of the company’s strategies in terms of real dollars. As more time goes on and more data is gathered, you’ll gain even deeper insights.
  • Better the company’s finances. “Any financial measure that you can think of is greatly impacted to the positive when there’s a strong employee experience in place,” said Jim Link, chief human resource officer at SHRM. That means implementing strategic HR can help your company’s bottom line. 
  • Less turnover. If you have good strategic HR, your employees are likely to be happier. Happier employees are more likely to stick with you, saving you the costs of having to hire and train new employees. 
  • Prepare for future skill gaps. If you’re approaching HR strategically, you’ll be able to project future skill gaps that may pop up in the labor market. When you anticipate these shortages, you can draft policies that create a clear pipeline to get skilled applicants trained for the work you’ll need done.

Creating an effective HR strategy

Align HR and company goals

The first step in creating an effective HR strategy is aligning HR’s goals with the larger company’s goals. If management and HR don’t interact a lot currently, it’s the strategic human resource manager’s job to bridge that gap. You’ll need your HR skills to mediate the two departments at first, but you’ll also need to break out your math skills. 

“The first thing you should do is learn the numbers of the business,” said Link. “But that doesn’t mean you just learn the numbers. You also learn the mission, values, goals and guiding principles of the organization.” 

Having this data will help you identify the most important metrics to measure as you create the best employee experience possible within the company’s budget. 

Define and assess company culture

It takes time to build company culture. Before you can start on the journey, you need to understand where company culture currently stands. The four key cultures you should assess are:

  • Innovation
  • Learning
  • Collaboration
  • Inclusion

Link conveys these four cultures as individual legs on a four-legged stool. When one leg is longer or shorter than the others, everything is thrown off balance. The goal, then, is to grow each culture symbiotically with the other. As you build your stool, you’ll also want to consider cultures employees are likely to value in the future.

“When we look at the world and what employees are really seeking from their employer moving forward, they’re seeking a culture of care,” said Link.

Track important HR metrics

When you’re building out your company’s strategic human resource plan, you’ll want to start measuring metrics like: 

  • Cost per employee.
  • Revenue per employee. 
  • Employee productivity.
  • Employee engagement.
  • Retention rate.
  • Voluntary turnover rate. 

Some of these metrics can be measured by numerical data input, but others will require different approaches. For example, you might use employee surveys to gather data for a final SWOT analysis. This data can then help you present information to management or the board as you attempt to implement new policies.

Identify key areas of improvement

Once you have the data from current performance, hold it up against the company’s mission statement, stated values and – of course – its bottom line. First, evaluate company culture based on the four-legged stool model. If there are any areas where the culture could be performing better, that’s something you’ll want to address. 

Whether or not the culture is on course, you’ll need to also consider the financials before presenting any information across departments. Let’s say your employees are beyond happy and productive, but profit per employee is still low. You’d then use that data to find innovative ways to maintain company culture while also increasing revenue per employee. 

Set a plan to reach HR goals

After you’ve identified areas for improvement, you’ll need to get together a plan to work towards your new goals. That may mean implementing new initiatives within HR, but in most situations, it requires the involvement of other departments — most notably leadership. 

Get leadership buy-in and support

Improving employee experience and performance often requires policies from the top. That means strategic human resource managers need to engage leadership. You may need their stamp of approval to do something like changing the employee benefit package or streamlining processes in a particular department to enable employees to do their work more efficiently. 

If you’ve done your work on the numbers side of things, Link doesn’t see any reason for leadership to stand in opposition: “Companies that make a purposeful strategic investment in their employees have a much greater likelihood of generating short- and long-term success for the business. Full stop.”

Execute, monitor and adjust your plan

Once you’ve created buy-in with the necessary parties, execute your plan. Gather data as you go so you can monitor your progress, making any adjustments as necessary. 

Remember that as you grow one leg of your strategic HR stool, you’ll inherently need to work on the others. Being prepared to make adjustments along the way is a necessary part of the job.

Frequently asked questions (FAQs)

Strategic HR focuses more on outputs than inputs. It measures factors like employee performance, productivity, profit and retention against short and long-term company goals. All of these metrics are key indicators for either the success or failure of a business.

Traditional HR focuses primarily on compliance and regulations, handling day-to-day tasks like employee interactions and payroll. It considers federal, state and local employment law (inputs). Strategic HR focuses on the net financial impact employee policies have on the company (output) over the long-term and if they help the company meet its goals.

If your company isn’t agile, it’s going to be difficult to implement strategic HR — though the key factor is getting leadership buy-in. While it may initially be challenging to get managers or ownership on board with your vision, if you do ample research on current performance and projected profit margins after policy implementation, it gets a lot easier to convince leadership to implement changes.

Let’s say your organization knows it’s going to need employees capable of working with AI in the next five years. With that human resource need in mind, you may implement a training program or develop a relationship with a local college to identify talented graduates. That way, the company’s strategic plan is sustainable in the long run, as it won’t run into as many labor shortages.

Link says two of the best examples of successful strategic human resource management are IBM and Google. 

“IBM was ahead of the curve,” he said. “They focused on the area between human performance and capability vs. business outcomes. Because they’re so insightful about what their employees need, they can very quickly offer a personalized approach to each and every employee through their career coaching system, fostering a culture of learning which creates new business opportunities.”

Google is known for its strategic efforts during the hiring process in particular. On top of unique perks in its benefits package, Google makes group decisions when onboarding new members rather than leaving the decision to a single manager. This fosters a culture of collaboration even within the HR department itself.

Brynne Conroy has over 12 years of experience writing about money, with a particular focus on women's finances and small business lending and credit products. Her debut book was an Amazon #1 New Release across multiple categories, and she has been awarded a PEN America grant for the body of her work in the field. Find her bylines on LendingTree, Her Agenda, GoBankingRates, and Business Insider, and features on MSN Money, Jean Chatzky's HerMoney, and Yahoo Finance.

Alana is the deputy editor for USA Today Blueprint's small business team. She has served as a technology and marketing SME for countless businesses, from startups to leading tech firms — including Adobe and Workfusion. She has zealously shared her expertise with small businesses — including via Forbes Advisor and Fit Small Business — to help them compete for market share. She covers technologies pertaining to payroll and payment processing, online security, customer relationship management, accounting, human resources, marketing, project management, resource planning, customer data management and how small businesses can use process automation, AI and ML to more easily meet their goals. Alana has an MBA from Excelsior University.

Tue, 12 Dec 2023 17:34:00 -0600 en-US text/html https://www.usatoday.com/money/blueprint/business/hr-payroll/strategic-human-resource-management/
Diversity, Equity, and Inclusion Resources at UW Diversity Resources

The Office of Diversity, Equity, and Inclusion is actively curating a resource list for the University of Wyoming. We invite members of the Laramie community, faculty, staff, and students to contact us about new events, organizations, projects, and initiatives that we can feature on our resource list. This resource page aims to help spread knowledge about diverse initiatives across the greater University of Wyoming community and highlight unique happenings on and off campus.

Email: diversity@uwyo.edu  Main phone: 307-766-6672

Sun, 12 Nov 2023 07:09:00 -0600 en text/html https://www.uwyo.edu/diversity/resources/index.html
Human Resources

Welcome to Human Resources

We build institutional capability and

inspire excellence for lasting impact.

Human Resources appreciates your commitment, passion and pursuit of excellence which contributes to advancing the University of Delaware.

Our Strategic Pillars and Guiding Principles, inspired by Memorial Hall, provide the framework for our support of the faculty and staff at UD.

By fostering learning, cultivating and sharing knowledge, and encouraging open dialogue, we embody UD's mission.

Fri, 20 Oct 2023 09:37:00 -0500 en text/html https://www.udel.edu/faculty-staff/human-resources/




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