Course description
Level One
ACCT8090 Financial and Managerial Accounting
Description: This course is designed to provide human resources practitioners with the knowledge about financial and managerial accounting that they require in order to make decisions where an understanding of the financial measurement bases and underlying methodologies used is required. These will be studied in detail. Students will also learn about the accounting dimension involved in the management of the human resources function itself.
Hours: 42
Credits: 3
BUS8020 Organizational Behaviour
Description: This course is a study of what people think, feel and do in and around organizations. The course examines the behaviour of individuals working alone or in teams and the thought processes and structural contexts surrounding their actions. In conjunction with actual workplace examples, it examines how factors that influence individual and team behaviour ultimately affect organizational effectiveness.
Hours: 42
Credits: 3
CDEV8010 Co-op and Career Preparation (HRM)
Description: Contract to be processed by School of Business.
Hours: 16
Credits: 1
HRM8060 Recruitment and Selection
Description: This course provides an in-depth look at the principles and techniques involved with the staffing function, including advertising, recruitment, selection and orientation activities. Common techniques used in screening and testing will be explored. Students will develop an ability to assess the validity and reliability of various selection tools, including notions of construct and content validity, false positive and false negative decisions. Common assessment tools will be critiqued to uncover their hidden strengths and weaknesses. Internal and external recruitment and selection sources will be discussed, including the preparation of a staffing budget and the development of measures to assess the effectiveness of staffing activities. A portion of the course will be skill based allowing students to develop personal effectiveness in writing effective job advertisements, pre-screening resumes, conducting employment interviews (behaviourally based, panel, stressful, structured and unstructured) and selecting appropriate testing methodologies, including assessment centres, psychological profiles, work samples. The course will also deal with the legal issues and controversies surrounding medical assessments and drug testing. The role of the realistic job preview will be discussed. Students will also uncover the differences between effective and ineffective orientation programs, the necessity of meeting both the organization's needs and the psychological needs of the employee, and the relationship of orientation to job satisfaction and the socialization process.
Hours: 42
Credits: 3
HRM8130 Human Resources Management
Description: The primary focus in this introductory course is to offer the student an overview of the Human Resource (HR) Management function and each of its disciplines. The course emphasis is on application of the skills and techniques commonly used today by HR professionals in each discipline area, and on understanding how they are related to the organization's overall strategy and objectives.
Hours: 42
Credits: 3
HRM8250 Employment Law
Description: This course covers in detail, aspects of current legislation affecting human resource management including: human rights codes, employment standards acts, the Charter of Rights and Freedoms, employment equity acts, certain aspects of labour relations acts. This review will provide a fundamental working knowledge of labour and employment oriented law. Differences in the laws between federal and provincial jurisdictions will be explored. Students will be provided with an opportunity to explore employment issues, opportunities and constraints arising from current applications of these laws. A brief overview of elements of employment contracts including the concepts of: wrongful dismissal, constructive dismissal, wrongful hiring, negligence, vicarious responsibility, just cause termination and progressive discipline will also be included. Students will develop a working knowledge of the role of the human resources department in ensuring legal compliance, anticipating issues, and preparing appropriate files and documentation, including assessing the strength of a case, giving evidence and preparing for a legal challenge.
Hours: 42
Credits: 3
HRM8260 Communication and Presentation Skills
Description: The workplace is constantly changing, greater diversity, team development and performance along with communication in the workplace area are as fundamental to the success of an organization as high quality products and sound customer relations. Human Resources Management is about people and communication including getting the message out to the organization. This course will focus on different communications related to human resource functions and organizations. Presentation skills are a key component for this course and communication.
Hours: 42
Credits: 3
OHS8010 Occupational Health And Safety
Description: The main objective of this course is to allow students to develop awareness of an organization's moral, legal and ethical responsibilities in the area of health and safety. Health and safety legislation, including WHMIS, Joint Health and Safety Committees and MSDS sheets, industrial regulations, designated substance regulations and smoking in the workplace legislation will be reviewed in detail. Students will also be exposed to ISO 14000 and its impacts on an organization. Students will explore issues from an occupational hygiene perspective and will develop skills in managing health complaints, conducting meetings and assessing likely impact of common issues including HIV/AIDS, job suitability assessments, allegations of "unsafe work". A portion of this course will also be devoted to developing an understanding of the role and administrative requirements associated with employee assistance programs and understanding the trends associated with violence in the workplace. The role of the Workplace Safety and Insurance Board will be discussed including how to read and monitor NEER statements and handle claims.
Hours: 42
Credits: 3
Level Two
HRM8050 Strategic Human Resources Planning
Description: Increasingly, human resource practitioners are required to align human resource objectives with overarching organizational strategic management processes. As a result, choices need to be made about the kinds and numbers of people to be attracted, retained, displaced or outsourced. The important role of HR planning including job analysis, forecasting supply and demand and succession planning will also be considered. On a technical level, students will explore quantitative and qualitative planning techniques, including their linkages with strategic management processes. Problems and issues surrounding the use of these techniques will be explored, along with the impact of poor planning on other organizational functions. On a conceptual level, students will explore the strategic management process and the ways in which an HR strategy can be linked to overall business strategy. Strategy choices including organizational structure will be explored along with the impact on the supply and demand of labour.
Hours: 42
Credits: 3
HRM8070 Training And Development
Description: Emphasis is placed on the way in which training and development activities should be integrated with the overall objectives of the organization. The training and development cycle will be explored in depth including: needs assessment methods, formulation of training objectives, designing training programs, delivering training programs, assessing training effectiveness. Adult learning theories will be discussed so that students can better understand ways in which a positive transfer of training can be encouraged. Students will also review alternative theories and models of curriculum development, linking them to organizational opportunities. A portion of the course is skill based such that students will develop the skills and behaviours needed to be an effective trainer.
Hours: 42
Credits: 3
Pre-Requisites: BUS8020, HRM8130
HRM8090 Strategic Compensation Management and Payroll Systems
Description: A major objective of this course is to provide students with an understanding of the process, issues and techniques involved in developing and administering a total reward system. Students will acquire knowledge about theoretical and applied aspects of the compensation function, including an understanding of the linkage between compensation, behaviour, attitudes and performance. Students will study pay equity legislation and common approaches to job evaluation with a focus on the point evaluation method, skill-based pay and salary clustering/broad banding approaches. Students will also develop an understanding of the concept of total compensation and will be able to assess the relative worth of different components, with an eye to deepening their understanding of the risks and trade-offs involved. Students will also review common approaches to variable compensation including bonuses, incentives, gain-sharing, profit sharing and stock ownership plans. Development and interpretation of salary surveys will be reviewed.
Hours: 42
Credits: 3
HRM8110 Company/Government Benefit Plans
Description: The focus of this course is on designing, administering and funding company benefit plans including life, short term disability, long term disability, major medical, dental and pension plans. The fiduciary, underwriting and investment roles associated with these plans will also be covered. Current trends in the insurance industry in the group benefits area will be reviewed, including notions of self-funded plans, ASO arrangements, claims management arrangements. Students will also have an opportunity to explore the linkages which exist between government sponsored plans and company sponsored plans. Current approaches to benefit design will be reviewed, including the notion of cafeteria or flexible benefits. Students will explore alternative design types and develop an ability to critique their suitability for differing employee needs. Cost and price issues will also be explored along with some of the major pieces of legislation impacting on this area including: the human rights act, the pension benefits acts, the insurance act.
Hours: 42
Credits: 3
HRM8120 Labour Relations
Description: This overview course will provide the student with background on the development of labour unions in Canada and the practical skills needed to manage effectively in unionized workplaces. Historical, political and legal issues affecting the industrial relations environment will be reviewed in detail. The student will have an opportunity to discuss organized labour from the viewpoints of both labour and management. Through simulations and experiential exercises, students will develop practical skills in collective agreement negotiation, contract administration and preparation for conciliation, mediation and arbitration. Students will also have an opportunity to explore contemporary issues facing unions and to identify future trends which will impact on the industrial relations climate.
Hours: 42
Credits: 3
HRM8220 Human Resource Capstone Project
Description: This consultation capstone course allows students to apply their learning to a real life company. Students will develop their cold calling skills, and new contacts, and practice presentation and writing skills. The consultation process will allow students to analyse company issues and develop solutions. Students will present their findings to the client as well as to a panel of faculty.
Hours: 24
Credits: 2
HRM8280 Human Resources Research, Information and Management Systems
Description: With increasing technological advances and management demands, the emphasis on automated HRIS has increased significantly in the last decade. This comprehensive course will provide an overview of various systems available to practitioners. Project management concepts will be examined to plan, design, implement and maintain an HRIS, including the preparation of requests for proposals for selecting the best system.
Hours: 42
Credits: 3
MGMT8270 Change Management and Facilitation
Description: This course examines the role of the human resources practitioner in effecting change at both individual and organizational levels. At a micro level, the course examines the behaviour of individuals working alone or in teams and the thought processes and structural contexts surrounding these actions. Specifically, the role of human resource practitioner in effecting changes in skills, attitudes and behaviours' is explored. The focus is applied, including topics such as: how to influence leadership styles, motivate individuals, affect group dynamics, diagnose and improve the effectiveness of teams, deal with conflict, facilitate processes and employee involvement in change initiatives.
Hours: 42
Credits: 3
