Human Resources/ Manufacturing
The evolution from manual methods to advanced techniques (i.e. the creation of goods and services) has become a complex process, giving rise to a host of HR challenges in manufacturing. The National Association of Manufacturers (NAM) paints a positive outlook for the U.S. manufacturing industry. NAM’s most recent data shows that the manufacturing sector contributed about $2.18 trillion to the U.S. economy in 2016, accounting for 11.7% of GDP. This is a significant increase of almost half a trillion dollars from recession-stricken 2009. A Census Bureau report also indicates that California is still home to the largest manufacturing sector. Among all the states, California had the highest number of manufacturing businesses at more than 38,000 in 2012, with about 1.2 million workers producing goods valued at more than $500 billion. These encouraging developments in the workforce highlight the importance of mitigating the risks posed by HR challenges in manufacturing. The challenges vary across manufacturing categories, such as food and beverages, chemicals, textile, construction, pharmaceuticals, automobiles, electronics, and energy, among many others. Recruiting and retaining talent with skills unique to specific manufacturing niches is one of the challenges in manufacturing that continues to confront employers. In fact, a Tooling U-SME Millennial survey revealed 8 out of 10 manufacturers have concerns about meeting workforce demands over the next 5 years. Employees with specialized skill sets are hard to find, and the scarcity of candidates makes positions hard to fill up. While mechanization and automation have taken over vast areas of manufacturing, skilled workers are still needed throughout the manufacturing process. Solution – Recruitment is the heart of any meaningful recruitment strategy and doing it alone can be a setback. When internal resources are not enough to find the right talent, employers need to look for recruitment services that specialize in customizing candidate searches to meet their company’s talent needs.

Certificate Of Completion

American Heritage College awards The Certificate in Human Resources Technician with emphasis in Manufacturing to students who successfully complete the program.

Program Prerequisites

This program require a bachelor degree and 3 year of related work experience or associate degree and 5 year related work experience.
International students should pass an English as a Second Language proficiency exam prior to be accepted by American Heritage College.

Course Description

HRT 1: Introduction to Human Resources:

The module provides a general overview of the concepts and applications of the many parts of human resources. Topics include: the nature of human management, strategic human resource planning, and issues in human resources, planning, and equal employment opportunity, analyzing and staffing jobs, training and developing human resources.

HRT 2 : Introduction to Human Resources 2:

Standards, values, morals and ethics have become increasingly complex which affect HR managers in where decisions will affect people’s jobs and their future employment. This module focuses on the ethical dilemmas encountered in the workplace, including legal considerations and values that relate to HR.

HRT 3 : Wage, Salary & Benefits Admin:

The principal responsibilities of a compensation and benefits manager is establishing and maintaining an organization’s pay structure and benefits packages. This course will deliver the specialized knowledge and skills in the field which you need to develop compensation and benefits programs effectively including the discussions on key compensation legislation, objectives of a compensation and benefits system and compensation structures. Topics include: Basic systems and plans of compensating employees, incentives and executive compensation, principles and techniques in the administration of employee benefit programs.

HRT 4 : Labor Relations:

Employee and Labor Relations is the functional area of HR professional whose primary focus is developing and maintaining effective working relationships with employees. It is the task of managers to have the knowledge and ability to adhere to organizational policy and state and federal labor law and laws affecting employee and labor relations, organizational culture and employee relations and employee involvement strategies. Topics include employee rights and discipline; union-management relations; collective bargaining and grievance management; and assessment systems.

HRT 5 : Employment Law:

The module focuses on the study of law governing the employment relationship, including the establishment and termination of that relationship. Topics include unemployment compensation laws; workers’ compensation laws; hiring and firing practices; sexual harassment in the workplace; the Americans with Disabilities Act; and labor law basics under the National Labor Relations Act. Course examines current “black letter law” together with case decisions. Content is appropriate for persons whose career plans involve employee management.

Proper management of human resources is critical in providing a high quality of health care. A refocus on human resources management in health care and more research are needed to develop new policies. Effective human resources management strategies are greatly needed to achieve better outcomes from and access to health care around the world.


Johan Carlo Baltic says: .."highly recommend American Heritage College's custom program to fine tune your chances of employment.