This course introduces the importance of professional practice in human resources. Human resources’ strategic contribution to an organization’s business plan is emphasized. Students will gain an understanding of the areas of responsibility and general principles of HR management within the Canadian environment and how effective HR management builds professional and supportive relationships while maintaining the well- being of an organization’s culture. The students will examine the impact of corporate and business strategy on human resources management stressing the importance of aligning human resources management policies and practices with organizational strategy. A strategic human resources planning model is introduced and includes the following elements: organizational strategy, HRM strategy, environmental influences on HRM, job analysis, HR management systems, forecasting supply and demand.

Organizational effectiveness applies the principles of lean management, change management and strategic human resources to assess the effectiveness of an organization’s processes, and recommend interventions that will build the organization’s capacity to achieve and sustain a desired capability, set of behaviours, or improved processes. Accounting and finance principles are also covered from the perspective of the HR professional as a business partner in the organization. The course will provide the students with an understanding of accounting information for the use of business managers and working knowledge of financial accounting for human resources managers. This course also integrates business and corporate strategy with elements of strategic human resources management. It challenges the role of HR professionals to move beyond HRM foundations to strategic heights. The students will develop strategic analysis of a human resource management issue and learn how to effectively manage human resources in a way that contributes to improved performance, productivity, and morale. This course introduces the student to the theory, concepts, and business application of human resources research, data, metrics, systems, analyses, and reporting.

Organizational Behaviour is a course that explores the context of these emerging workplace realities. It presents the study of factors that influence or are influenced by people at work. The course will focus on factors such as organizational structure, technology, and environment; group factors such as group dynamics, leadership, conflict change and decision making; and micro or individual factors such as personality, attitudes, perception and motivation. An understanding of these topics will help students understand the behaviour of individuals and teams in organizations and how these relate to the effective operation of organizations, and how to enhance the effectiveness of an organization’s human capital to gain competitive advantage and achieve organizational goals.

Desirable behaviours in an organization can be promoted with a strategically designed rewards plan and an organization’s reward system can have a significant impact on the profitability of the organization. This course will help to identify the elements of a systematic framework for designing an optimal reward system. Students will examine the strategic and behavioural framework for compensation, critical elements of rewards strategy, compensation values, performance pay and indirect pay.

The importance of employee relations and the intricacies of labour relations are significant components of strategic HR. Students will explore the best practices in union and non-union relations, grievance management, and dispute resolution processes including mediation and arbitration. This course will highlight controversies and issues related to the structure and functioning of today’s industrial relations system. The course emphasizes the practical, or process oriented, side of labour relations as it applies in today’s workplace. An overview of laws, regulations and guidelines for the HR professional will be provided, along with case studies and a discussion of current practices. Topics such as occupational health and safety within the Canadian legislative context, Workers’ Compensation and disability management, types of hazards and techniques for controlling them, and hazard control procedures will also be discussed.

This course draws attention to the importance of organizational learning, development, and training. Organizational development often includes workplace improvements and training. These efforts are based on the ability to develop clear job and organizational expectations, improve job performance and reduce employee anxiety. Development programs and training enhance the employee’s initial skills as they build on the knowledge, skill and ability of the employee. This course provides a complete and comprehensive study of training and development theories, reflecting on the science and practice of the field. The course also explores the changing role of trainers, outsourcing, the aging workforce and e-learning.

The students will evaluate the importance of employee engagement as the commitment and energy that employees bring to work and is a key indicator of their involvement and dedication to the organization. Employees who are engaged are more productive, content and more likely to be loyal to an organization.

In the information age, the success of an organization depends entirely upon the quality of their employees. This course explores the evolving best practices in the fields of recruitment and selection while providing specific examples that modify best practices as a result of different organizational and environmental contexts. To complement staffing and other HR functional dimensions, this course introduces the principles and common practices associated with human resources information systems (HRIS).

All Applicants, unless seeking Mature Student status, must provide proof and satisfy the following criteria:

• Successful completion of a high school diploma or Adult Graduation Diploma; AND Are or will reach the age of nineteen (19) years on or before the start of the Program; or If less than nineteen (19) years of age on or before the start of the desired Program, have parental or guardian consent.
• To qualify as a Mature Student, an Applicant must satisfy the following criteria:
  • Be 21 years of age or older; AND
  • Have not completed a high school diploma or an Adult Graduation Diploma; or
  • Have not attended high school for at least four (4) years; and/or
  • Have not received recognition for prior post-secondary education and training.

Applicants who qualify as Mature Students may be admitted to a Program at the discretion of the Registrar. In lieu of graduation documentation, the Registrar may require Applicants to provide any or all of the following:

• Transcripts of completed education (secondary school or coursework at other post-secondary institutions);
• Professional reference(s) from current or former employer(s);
• Statement of intent clearly outlining the Applicant’s career goals and reasons for believing they will succeed in the desired Program;
• Personal profile; and/or
• Other forms of documentation that would aid in an Applicant’s candidacy.

Mature Students must meet all program-specific and non-academic requirements and, if deemed necessary, may be required to complete a pre-admission placement examination to determine academic readiness.

Applicants must meet the College’s English Language Proficiency Requirements in ONE of the following ways:

• Achieving a grade of 70% or higher in Canadian provincial/territorial English 12 or English Literature 12, or an equivalent examination; or
• Immediately prior to applying to the College, completing two or more consecutive years of full-time post-secondary education in English within Canada or a country listed below; or achieving the competency standard of one of the Tests of English Language Proficiency

Two years of completed post-secondary study in English are accepted from the following Countries:

Antigua and Barbuda, Australia, Bahamas, Barbados, Belize, Bermuda, Botswana, British Virgin Islands, Cayman Islands, Dominica, Falkland Islands, Fiji, Gambia, Ghana, Grenada, Guam, Guyana, Ireland, Jamaica, Kenya, Lesotho, Liberia, Malta, Mauritius, Montserrat, New Zealand, Nigeria, Seychelles, Sierra Leone, Singapore, South Africa, St. Kitts and Nevis, St. Lucia, St. Vincent & The Grenadines, Tanzania, Trinidad & Tobago, Turks and Caicos Islands, Uganda, United Kingdom, United States of America, Zambia, Zimbabwe

Acceptable English Language Proficiency Tests and Scores:

• Cambridge English Advanced (CAE): A minimum score of 58.
• The Canadian Academic English Language Assessment (CAEL): A minimum score of 60
• Canadian English Language Proficiency Index Program (CELPIP): Academic Level of 4L and a CELPIP-General Level 7 in all components
• Canadian Language Benchmarks (CLB): A minimum score of 7
• International English Language Testing (IELTS): Academic level with a minimum overall score of 6.0
• International Test of English Proficiency (iTEP): Academic Level 3
• Michigan Test of English Language Proficiency (MELAB): A minimum score of 76
• Test of English as a Foreign Language (TOEFL):
  • Internet-based test: Academic Level with a minimum score of 79-80 (19-20 on each band); or
  • Paper-based test: 550 score; 23 on each for Reading, Writing, and Listening
• Duolingo: 110 (Temporary until December 2021)