Human Resource Institute Blossoms

By Arie Wilson

Call it HR for HR professionals. In the decade since the Susanne M. Glasscock School of Continuing Studies at Rice began offering human resources educational courses, more than 2,000 HR professionals in the Houston area have completed the program’s development curriculum.

The program began in 1996 with a single course intended to help practitioners prepare for certification testing. Kathleen Fenninger, an HR professional for more than two decades who has taught classes in the Glasscock School since the program’s inception, also is a member of HR Houston, a local networking organization dedicated to the advancement and professional development of human resource management. She was charged with helping establish a program in conjunction with a Houston university. When the time came to select a partner university, several colleges were considered, but Rice was, she says, “undoubtedly the best institution to partner with.”

During the next several years, the program developers saw that there should be multiple courses under the HR education umbrella, and they added more advanced classes. Today, says Carroll Scherer, professional programs manager in the Glasscock School, there are three courses at successively higher levels: Essentials of HR Management, Professional HR Development, and Senior HR Development. In 2002, the program was named the Institute for Human Resource Education to recognize its impact on the profession.

The institute’s curriculum for the Professional HR Development course is based on the Society for Human Resource Management’s Learning System, which is the industry standard for preparing for professional in human resource certification testing. The Senior HR Development course serves as preparation for the senior professional in human resource certification and is designed for individuals responsible for HR management in their companies. The course also provides a clear understanding of the human resource manager’s role in internal and external affairs. The 36-hour courses are scheduled so that the classes end just before the national certification testing begins.

Fenninger, who has completed both certification levels, says people take the classes for a variety of reasons. Some participants attend strictly for self-edification. Others are considering moving into an HR field. Many are seeking a preparatory tool for taking certification tests. “Completing the course is not a guarantee that people will pass the certification exams, but historically, the pass-rate has been very high,” she says. “Having those certifications enhance HR professionals’ credibility in the job market.”

Colleen Dutton, director of employee relations at Rice, teaches the introductory Essentials of HR Management course and believes the level of experience and background of each participant helps build a unique learning environment. “The class is a safe place to ask questions and learn how to correct or improve a situation in their own workplace,” she explains. “They are able to learn from other class participants by sharing stories about real-life experiences—good and bad. ”

Dutton hopes the participants leave the program with more than just the ability to score well on standardized tests. “Students complete the program with more confidence and knowledge in the handling and understanding of HR laws and practices,” she says. “They leave with an appreciation for the role of HR, as well as a respect for the level of commitment and responsibility expected of an HR professional.”