Online Graduate Certificate in Workforce Transformation

Online Graduate Certificate in Workforce Transformation

POSTGRADUATE

Are you ready for the future?

Student type:
Learning mode:
Online
Entry score:

See admissions

Duration:
8 months intensive part-time
Fees:

AU$16,800 (2025 total), FEE-HELP available*

Next intake:
5 May 2025
Location:
Online
Learning mode:
Online
Entry score:

See admissions

Duration:
8 months intensive part-time
Fees:

AU$17,280 (2025 total)

Next intake:
5 May 2025
Location:
Online

Please use plan code GC182O in the application system for this degree.

Accelerate your career with Workforce Transformation. Equip yourself with the skills to navigate the complexities of the modern workplace.

Man wearing suit, talking  to interviewer, off camera

Next intake
5 May

Applications close for next intake
28 April

Future intakes

  • May
  • July
  • September
  • October

Program overview

Why study the Graduate Certificate in Workforce Transformation online?

Become in demand across industry

Be invaluable to organisations as you anticipate, shape and guide workforce transformation.

Designed for the future of organisations

RMIT Online’s qualification will l give you the tools to upskill in your career and stay relevant now and in the future.

Tailor your degree

Choose from one of 6 electives covering contemporary issues and skills.

Workforce transformation is a reimagining of work, workers, and workplaces, driven by rapid changes in social, environmental, technological, and business contexts.

The Graduate Certificate in Workforce Transformation is designed to equip HR professionals and change consultants with the knowledge and skills necessary to anticipate, shape, and continuously guide the people side of workforce transformations that are inclusive and aligned with business goals.

In this course, you’ll learn to recommend workforce strategies that understand the interplay between structural workforce changes and the drivers of business value. Through a blend of workforce analytics, strategic leadership, and reflective practices, you’ll learn to make informed decisions in areas such as recruitment, training, and employee engagement, while also fostering the ethical leadership required for guiding long-term organisational change.

By completing this course, you’ll gain the expertise needed to identify, anticipate, and lead workforce transformations, positioning yourself to drive inclusive, sustainable, and high-value outcomes for organisations in an era of constant change.

By the end of the Graduate Certificate in Workforce Transformation, you will:

  • Develop an understanding of the social, demographic and technological influences reshaping the world of work, workforces and skill needs and their impact on contemporary industries and workplaces
  • Critically examine and assess the drivers, enablers, challenges and opportunities for workforce transformation in contemporary industries and organisations
  • Characterise the complex relationship between business strategy, recruitment, performance, retention and training practices and workforce transformation
  • Develop analytical skills in workforce metrics and other data sources to diagnose and identify skill training and workforce engagement needs and guide stakeholders and organisational decision makers to make effective human resource development decisions
  • Determine strategies to anticipate and respond to future workforce challenges including appropriate workforce development practices
  • Develop reflective, ethical and professional practices which can assist in leading and involving key stakeholders in workforce transformations.

Career Outlook

Take a closer look at the opportunities available.

Graduates of the Graduate Certificate in Workforce Transformation can expect to be employed in workforce development roles, workforce transformation project management, change consultants or HR professionals of varying levels, depending on your level of relevant work experience when you graduate.

Why choose RMIT Online

Get a world-class education and transform your career.

Real world skills

Develop skills that have been validated by industry, while getting credentialed by a world-leading university.

Industry connected

You'll gain knowledge and practical skills from renowned industry partners who are at the forefront of their field.

Flexible delivery

Advance your career while you study. RMIT Online courses let you balance work, study and life commitments.

Supported community

Be guided by a network of industry experts and peers, and supported by our dedicated success team.

Course structure

Learn to navigate and lead organisational change by developing strategies that anticipate and address the evolving demands of the workforce.

You’ll gain expertise in using workforce analytics, driving inclusive transformations, and applying ethical leadership to shape business value through recruitment, training, and employee engagement in a rapidly changing environment.

Subjects in this degree

Complete the following three (3) courses: 

  • BUSM2530 Work and Workforce Transformation Trends and Strategy 
  • BUSM2531 Workforce Analytics and Insights
  • BUSM2529 Leading Workforce Transformation Practice 

AND 

Select and complete one (1) of the following courses: 

  • BUSM4596 Issues in Diversity 
  • BUSM4595 Global Human Resource Management 
  • BUSM2532 Contemporary Issues in Human Resource Management 
  • BUSM4758 Agile Project Management 
  • BUSM4592 Strategic Human Resource Development 
  • BUSM4750 Leading in the Age of Digital Disruption

Core course details

Course overview

This course introduces the major social, demographic and technological influences such as the ageing workforce, gig economies and AI-led automation of tasks that are reshaping the world of work and the workforce and skills challenges they present for contemporary industries and organisations.

Students will be provided the theoretical knowledge to understand the complex relationship between external forces, business strategy, recruitment, retention and training practices and workforce transformation. Students will critically analyse via research and industry examples, short- and long-term enablers of workforce transformation both internal and external of the organisation.

The course will present current approaches being adopted by employers within Australia and internationally to address skills and workforce development challenges. Students will learn to critically evaluate and recommend potential organisational responses to workforce transformation including assessment of risks, and opportunities and impacts of workforce transformation for employers, workers and the broader workplace and industry environment.

Learning outcomes

  • Examine the social, demographic and technological influences reshaping the nature of work, workforces and skill needs
  • Choose and apply different theories to understand the complex relationship between business recruitment, retention and training practices and workforce development and transformation.
  • Critically examine and assess different management strategies to workforce development through research and industry examples
  • Assess the risks, opportunities and impacts of workforce transformation for employers, workers and the broader workplace and industry environment.

Course overview

This course focuses on developing in students a problem-solving mindset over the use of workforce data and analytics to identify and articulate short- and long-term workforce challenges that can be addressed with data, analytics and forecasting such as skill and training needs.

Drawing upon industry case studies, students will identify the skills and training challenges and opportunities associated with workforce transformation via the use of various workforce metrics.

Students will acquire skills in workforce data visualisation, derive actionable, accurate insights and practice and influencing and recommending workforce related decisions using these recommendations to various stakeholders.

Learning outcomes

  • Develop a problem-solving approach where workforce analytics is drawn upon to better understand and assess workforce needs
  • Distinguish the various workforce metrics that can be collected and analysed within sectors and organisations to identify and diagnose current and future workforce problems and opportunities for workforce transformation
  • Apply data quality concepts to critically evaluate the quality of the workforce information
  • Develop skills in workforce data visualisations and communication to inform workforce development strategy adoption among stakeholders.

Course overview

This course focuses on understanding workforce transformation practices and how practitioners can develop a reflective and evidence based toolkit for leading workforce transformations.

Students will be encouraged to assess and develop their leadership role in workforce transformation through a consideration of their leadership philosophies, position within the organisation and relationship to other key stakeholders.

Drawing upon case studies, the course will illustrate how the development of reflective, ethical and professional practices can assist in leading and involving key stakeholders in workforce transformations.

Learning outcomes

  • Develop reflective practices for leading workforce transformation in environments of continuous change
  • Assess leadership and ways of working theories and practices for application to workforce transformations
  • Analyse the role of other actors in workforce transformations such as trade unions, training organisations and government agencies and how to involve them in workforce development initiatives and problem-solving
  • Develop ethical and professional decision-making capabilities for workforce transformation.

Electives

Course overview

This course examines the challenges, rewards, policies and practices associated with managing today’s increasingly diverse workforce.

Studying this course will show that the inclusion of employees from diverse backgrounds enhances the performance of employees, and improves organisational culture and productivity. The benefits of diversity are realised with effective management and leadership combined with the implementation of ethical human resource policies and practices.

In this course theoretical frameworks pertaining to diversity are analysed to identify strategies that can and do support organisational success. These include various forms of rewards, challenges, effective policies and practices associated with leading and managing diverse workforces. Issues including culture, ethnicity, gender, sexual orientation, ability/disability, appearance, age, politics, religion, and social class – which are all relevant to diversity - permeate this course.

Societal opinions, norms and values, also have a significant impact on diversity and inclusivity for organisations. The understanding of diversity by individuals, and teams, and how their interaction contributes to organisational performance, is analysed in terms of its importance and features prominently in “Issues in Diversity.”

Learning outcomes

  • Critically evaluate values and behaviour that influence our own and others’ assumptions, attitudes and stereotypes regarding diversity and inclusivity
  • Research the challenges and benefits of recruiting, supporting and developing staff from diverse backgrounds
  • Analyse the benefits of ethical workplaces leadership and management in the context of diversity in the workplace
  • Apply theoretical concepts and tools to ethically engage a diverse workforce within a range of employment situations and organisations
  • Evaluate diversity and inclusion policies, that are ethical, legislated, and adhere to best practice employee performance and organisational success.

Course overview

The global economy affects the way we manage our human resources. HR professionals must be able to recognise the impact of political, economic and cultural forces on HR practices.

This course offers practical perspectives on the management of human resources in an international context. It examines the global human resource challenges, including issues such as international strategic HRM, cross-cultural HRM issues, HRM practice in multi-national enterprises (MNEs), and managing diversity in different countries/regions and between different cultures.

This course also examines the various external business and cultural influences and environments in the Asia Pacific region to demonstrate the differing human resources policies and practices. HR policies, practices and philosophies in various countries will be discussed within a theoretical framework of international HRM.

Learning outcomes

  • Apply conceptual frameworks for assessing human resources management (HRM) systems in different cultural/national settings
  • Contribute to decisions on the operation of HR practices in multi-national enterprises
  • Analyse the influence of international forces on the HRM discipline
  • Assess contemporary issues and future trends in HRM in the context of the impact on "best" HR practices
  • Assess the viability of transferring HRM practices across countries.

Course overview

This course is designed to introduce the study of HRM through a discussion of its concepts and theories, and the strategic, managerial and operational roles of HRM in organisations.

You will participate in the study of the factors which shape HR policies, systems and practices, and their implementation; the professional roles of HR practitioners; measures of the effectiveness of HR policies and practices; and the contributions of HRM to organisational strategies and goals.

Learning outcomes

  • Analyse the concept of HRM and its potential for facilitating the achievement of business goals of an organisation
  • Identify the policy and practice implications of the range of HRM functions and the roles and responsibilities of HRM and Line Managers in these functions
  • Evaluate the relationship between human resource management and strategic business planning processes
  • Critique frameworks and tools relating to HR practice
  • Discuss current and emerging issues and trends relevant to human resource management and planning.

Course overview

At RMIT, we use the case method, a Socratic method developed by Harvard University. The case method requires you to prepare a case prior to class and actively participate in the discussion of the case in class.

To be effective within the ever changing and complex IT environment project managers need to be agile throughout the different phases of the project life cycle. Agile IT project managers are responsive, flexible, adaptive and solutions focused. In order to ensure agile project management, project managers must also utilise specialised methodologies which draw upon established theory and best practice.

This course will develop such specialised discipline and professional practice knowledge and skills through its focus on the theory, principles and practices of agile project management.

The course is designed to develop the agile project management skills and knowledge you will require to effectively manage projects within an industry that is characterised by innovation and change.

You will build your knowledge of key agile methodologies, and will analyse and critique the usability of these methodologies comparative to more traditional project management methodologies and practices. You will further apply your specialised agile project management knowledge and skills to undertake agile project planning which replicates IT industry contexts.

Learning outcomes

  • Critically analyse agile project management methodologies
  • Critique and justify the use of agile versus traditional project management methodologies in response to diverse industry scenarios
  • Select and apply agile project management methodologies to deliver effective project management planning
  • Formulate agile project management engagement strategies which effectively respond to the diverse needs of industry stakeholders.

Course overview

This course will develop your knowledge and skills to recommend appropriate HRD interventions and evaluate outcomes to determine strategies for organisations.

You will examine contemporary HRD developments and expand the theoretical concepts and principles upon which HRD is based.

The theory covered enables the understanding of HRD process and its applications in authentic circumstances.

The key elements of HRD will be explored in the context of learning and development, career progression, and organisational success.

Learning outcomes

  • Critically evaluate literature on contemporary and emerging HRD issues, challenges. and solutions
  • Analyse contemporary operational HRD issues in workplace contexts
  • Apply HRD concepts and principles to strategic human resource development in authentic workplace contexts
  • Design HRD interventions and evaluate the effectiveness of HRD interventions
  • Create a HRD program and evaluate strategic changes as they apply to workplace practices and career development opportunities.

Course overview

Digital transformations are changing the world and the workplace as we know it, offering increased interconnectedness of people, organisations and machines, greater speed and agility, but also an important leadership challenge. Leaders in this fast-moving digital era are charged with navigating dynamic complexities of blurred boundaries, fluid collaborations and agility pressures, and must consider new skills and associated mindset shifts.

This course is designed to equip students to understand key leadership issues in the digital age, and develop the skills required to lead in a world where digital disruption is the norm.

Learning outcomes

  • Critique the literature discussing key leadership issues in the digital age
  • Critically evaluate the processes and skills best suited to effective leadership in the age of digital disruption
  • Critically analyse and reflect upon leadership strengths and weaknesses, practicality and personal utility.

Electives

Get more information about what you will learn in each of these courses.

Admissions requirements

To be eligible for the Graduate Certificate in Workforce Transformation, you must have:

  • An Australian bachelor degree or equivalent, or higher-level qualification, in any discipline from a recognised tertiary institution.

If you do not meet the above entry requirement for the Graduate Certificate, you may be considered if you have 5 years of full-time experience working in human resources, change management, recruitment, training and development or a related role.

All applicants will be required to submit a curriculum vitae (CV).

You must meet the University’s minimum English language requirements for postgraduate coursework programs to be eligible for a place in this program.

Upon successful completion of the Graduate Certificate in Workforce Transformation, you will be eligible to continue your studies in the Master of Human Resource Management.

You may be eligible to transfer some credit from the Graduate Certificate in Workforce Transformation into the Master of Human Resource Management, subject to the RMIT Credit Policy.

Applicants who have completed studies or have partially completed a similar course at another institution (with entry criteria similar to this course) may be accepted with some credits or exemptions being granted towards this course, subject to RMIT admission and credit policy and processes.

RMIT assesses each student’s prior learning and qualifications to grant credit so you can complete your online postgraduate degree sooner. Your application will be decided on a case-by-case basis. RMIT aims to grant as much credit as possible at the time of offer, so it’s important to provide as much evidence of prior study and work experience as possible with your application.

To be eligible for the Graduate Certificate in Workforce Transformation, you must have:

  • An Australian bachelor degree or equivalent, or higher-level qualification, in any discipline from a recognised tertiary institution.

If you do not meet the above entry requirement for the Graduate Certificate, you may be considered if you have 5 years of full-time experience working in human resources, change management, recruitment, training and development or a related role.

All applicants will be required to submit a curriculum vitae (CV).

To study this course you will need to complete one of the following English proficiency tests:

  • IELTS (Academic): minimum overall band of 6.5 (with no individual band below 6.0)
  • TOEFL (Internet Based Test - IBT): minimum overall score of 79 (with minimum of 13 in Reading, 12 in Listening, 18 in Speaking and 21 in Writing)
  • Pearson Test of English (Academic) (PTE (A)): minimum score of 58 (with no communication band less than 50)
  • Cambridge English: Advanced (CAE): minimum of 176 with no less than 169 in any component.

For detailed information on English language requirements and other proficiency tests recognised by RMIT, visit English language requirements and equivalency information.

Don't meet the English language test scores? Complete an English for Academic Purposes (EAP) Advanced Plus at RMIT University Pathways (RMIT UP).

RMIT’s Online Graduate Certificate in Workforce Transformation does not meet Australian Student visa requirements.

For an Australian student visa, you must have an on-campus place in a program of study.

Upon successful completion of the Graduate Certificate in Workforce Transformation, you will be eligible to continue your studies in the Master of Human Resource Management.

You may be eligible to transfer some credit from the Graduate Certificate in Workforce Transformation into the Master of Human Resource Management, subject to the RMIT University Credit Policy.

Applicants who have completed studies or have partially completed a similar course at another institution (with entry criteria similar to this course) may be accepted with some credits or exemptions being granted towards this course, subject to RMIT admission and credit policy and processes.

RMIT assesses each student’s prior learning and qualifications to grant credit so you can complete your online postgraduate degree sooner. Your application will be decided on a case-by-case basis. RMIT aims to grant as much credit as possible at the time of offer, so it’s important to provide as much evidence of prior study and work experience as possible with your application.

Fee summary

2025 indicative fees

In 2025, the annual student contribution amount (tuition fee) you will pay for the standard year of full-time study in the Online Graduate Certificate in Workforce Transformation is:

  • AU$4,320 per course
  • Total AU$16,800^ for 4 courses

Additional expenses

  • Student services and amenities fee (SSAF): AU$365 maximum fee for 2025
  • Other items related to your program, including field trips, textbooks and equipment.

^Fees typically increase each year and may change without notice. Total fees are estimates and should only be used as a guide.

Paying your fees and applying for refunds

For information on how to apply for a deferral, withdrawal or refund please see deferrals and withdrawals.

In addition to tuition fees, you will be charged an annual Student Services and Amenities Fee (SSAF), which is used to maintain and enhance services and amenities that improve your experience as an RMIT student.

The SSAF is calculated based on your enrolment load and the maximum fee for 2025 is AU$365.

You may also be required to purchase other items related to your program, including field trips, textbooks, and equipment. These additional fees and expenses vary from program to program. Find out more about calculating your actual SSAF.

FEE-HELP loans

Some students may be eligible to apply to defer payment of some or all of their tuition fees via the Commonwealth Government’s FEE-HELP loan scheme. FEE-HELP is for eligible full-fee paying students and allows you to defer payment of your tuition fees to the Australian Tax Office up to your HELP limit.

SA-HELP loans

You may be eligible to apply to defer payment of the Student Services and Amenities Fee (SSAF) through the SA-HELP loan scheme. If you use SA-HELP, the amount will be added to your accumulated HELP debt.

How does a HELP loan work?

If your FEE-HELP and/or SA-HELP loan application is successful, the Australian Government will pay RMIT, on your behalf, up to 100% of your fees. This amount will become part of your accumulated HELP debt.

You only start repaying your accumulated HELP debt to the Australian Government once you earn above the minimum income threshold for repayment, which is set each year by the Australian Government (this also applies if you are still studying.) 

The Australian Taxation Office (ATO) will calculate your compulsory repayment for the year and include this on your income tax notice. For more information about loan repayment options see Commonwealth assistance (HELP loans) or Study Assist. 

Visit our HELP loans page for lots of useful information about eligibility, how to apply and payment. You can apply for FEE-HELP once you have enrolled in a degree.

HELP loans are not available to international students.

2025 indicative fees

In 2025, the annual student contribution amount (tuition fee) you will pay for the standard year of full-time study in the Online Graduate Certificate in Workforce Transformation is:

  • AU$4,320 per course
  • Total AU$17280^ for 4 courses

Additional expenses

  • Student services and amenities fee (SSAF): AU$365 maximum fee for 2025
  • Other items related to your program, including field trips, textbooks and equipment.

^Fees typically increase each year and may change without notice. Total fees are estimates and should only be used as a guide.

Paying your fees and applying for refunds

For information on how to apply for a deferral, withdrawal or refund please see deferrals and withdrawals.

In addition to tuition fees, you will be charged an annual student services and amenities fee (SSAF), which is used to maintain and enhance services and amenities that improve your experience as an RMIT student.

The SSAF is calculated based on your enrolment load and the maximum fee for 2025 is AU$365.

You may also be required to purchase other items related to your program, including field trips, textbooks, and equipment. These additional fees and expenses vary from program to program. Find out more about calculating your actual SSAF.

Learn with industry experts

Program Manager - Kevin Nguyen

Dr. Kevin Nguyen is the Program Manager for Online Programs & Courses at The Business School, RMIT University Vietnam. In this role, he is responsible for driving the digital transformation of the curriculum across all courses at The Business School, facilitating their transition into a blended learning model.

He has also been a lecturer at RMIT since 2012, lecturing in logistics and supply chain management, marketing, business management, and information technology.

Dr Kevin has over 14 years of international experience in retail, IT, and logistics industries in the United States with various management roles including IT manager, retail store manager, and business owner. 

Student success team, RMIT Online

Our student success team are here to help you with 1:1 coaching, tips on how to successfully study online, and any questions or concerns you may have.

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Use our Frequently Asked Questions to learn about the application process and its equity access schemes, find out how to accept or defer your offer or request a leave of absence, discover information about your fees, refunds and scholarships, and explore the various student support and advocacy services, as well as how to find out more about your preferred program, and more.

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RMIT University acknowledges the people of the Woi wurrung and Boon wurrung language groups of the eastern Kulin Nation on whose unceded lands we conduct the business of the University. RMIT University respectfully acknowledges their Ancestors and Elders, past and present. RMIT also acknowledges the Traditional Custodians and their Ancestors of the lands and waters across Australia where we conduct our business - Artwork 'Sentient' by Hollie Johnson, Gunaikurnai and Monero Ngarigo.