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Description

Today's human resource professionals are managers of change. They must respond to the challenges triggered by new trends in technology, increasing government involvement in the employer-employee relationship, workplace diversity and globalization. In such an environment, the future belongs to organizations with the human resource expertise that can lower labour costs, improve productivity, increase responsiveness to customers' needs, and build employee commitment. The Human Resource Management Graduate Certificate Program is designed to develop this expertise.

As this is a post-diploma program, students will have completed a college diploma or university degree program. Upon successful completion of the Human Resources Management Program, graduates are prepared to facilitate and guide staffing, performance management, training, employee and labour relations, health and safety, and benefits and compensation administration functions. They are also able to contribute to communication, information technology, teamwork, and organizational development strategies to support the human resources activities of an organization. In addition, graduates are able to employ a number of more complex functions supporting organizational effectiveness, including applying principles of financial analysis and control, supporting the design of an organization's human resources plan, and collaborating in the preparation of an organization's business plan. Graduates are prepared to apply research competencies to the assessment, analysis, and solving of human resources problems.

Career Opportunities

Career opportunities are available in all sectors of the economy because every organization, whether private or not-for-profit, has a human resources function. Graduates from this program are equipped to administer human resource functions within various Canadian and international business and public sector environments. Graduates will be prepared to work within manufacturing, retail, banking and other financial institutions, medical facilities, government offices, human resource consulting firms, education and small business.

Successful graduates may choose to follow a variety of career paths within or outside the human resource discipline. Many graduates will find entry-level positions in the following areas:

* Training and Development

* Recruitment and Selection

* Human Resource Administration

* Occupational Health and Safety

* Compensation and Benefits

* General Management

Sample position titles include:

* Human Resources Assistant

* Recruiter

* Trainer

* Job Analyst

* Labour Relations Assistant

* Health and Safety Officer

* Benefits Administrator

* Employee Relations Co-ordinator

* Management Trainee

Program Learning Outcomes

The graduate has reliably demonstrated the ability to:

• contribute to the development, implementation, and evaluation of employee recruitment, selection, and retention plans and processes;
• administer and contribute to the design and evaluation of the performance management program;
• develop, implement, and evaluate employee orientation, training, and development programs;
• facilitate and support effective employee and labour relations in both non-union and union environments;
• research and support the development and communication of the organization's total compensation plan;
• collaborate with others, in the development, implementation, and evaluation of organizational health and safety policies and practices;
• research and analyze information needs and apply current and emerging information technologies to support the human resources function;
• develop, implement, and evaluate organizational development strategies aimed at promoting organizational effectiveness;
• present and evaluate communication messages and processes related to the human resources function of the organization;
• manage own professional development, and provide leadership to others in the achievement of ongoing competence in human resources professional practice;
• facilitate and communicate the human resources component of an organization's business plan;
• conduct research, produce reports, and recommend changes in human resources practices.

Practical Experience

This industry placement has been designed to blend career interests with college studies. Students will be given opportunities for interaction with individuals in the human resources industry. The students will experience one or more aspects of various human resources functions. Students and the Industry Placement Co-ordinator work together to seek meaningful employment opportunities.

Program Progression

Fall Intake

Sem 1 - Fall 2011

Sem 2 - Winter 2012

Industry Placement - Summer 2012

Winter Intake

Sem 1 - Winter 2012

Sem 2 - Summer 2012

Industry Placement - Fall 2012

Summer Intake

Sem 1 - Summer 2012

Sem 2 - Fall 2012

Industry Placement - Winter 2013

Note: To confirm Winter (January) and Summer (May) starts, contact the Office of the Registrar.

External Recognition

Possessing a unique blend of both theoretical and practical, applied learning, this Program meets the academic course requirements of the Human Resources Professionals Association of Ontario (HRPAO) and the national professional standards established by the Canadian Council of Human Resources Professionals Associations. Graduates of this program are eligible to write the National Knowledge exam, which is just one component of the requirements to achieve the designation, Certified Human Resources Professional (CHRP). Students also have an option to obtain Level 1 Certification through the Workers' Safety Insurance Board.

Students who plan to write the Knowledge and Professional Practice Exams through the national standards process, will require an overall average of 70% in all nine of the HRPA required courses, with no individual course less than 65%. (see www.hrpao.org for details).

Admission Requirements

Applicants must have a college diploma, or university degree. Three years of post-secondary education is recommended.

Selection Process

Applicants will be asked to submit a current resume and letter of interest to the Program

Co-ordinator. These will be used as necessary, to assist with admissions decisions.

Graduation Requirements

12 Mandatory Courses

1 Industry Placement

Graduation Eligibility

To graduate from this program, a student must attain a minimum of 60% or a letter grade of

P (Pass) or S (Satisfactory) in each course in each semester. The passing weighted average for promotion through each semester and to graduate is 60%.

Mandatory

HRMN1006 Occupational Health and Safety

HRMN1007 Human Resources Management

HRMN1008 Training and Development

HRMN1009 Labour Economics

HRMN1010 Employment Law

HRMN1011 Compensation

HRMN1012 Labour Relations

HRMN1013 Organizational Behaviour

HRMN1014 Finance and Accounting

HRMN1015 Negotiation and Mediation

HRMN1016 Human Resources Planning

HRMN1017 Recruitment and Selection

Industry Placement

HRMN1020 In-Industry Placement

Note: College diploma level courses cannot be used towards exemptions in this program as those courses are a requirement for admission to the program. Any requests for course exemptions must be based on equivalent courses completed at the post graduate level.

COURSE DESCRIPTIONS

HRMN1006 Occupational Health and Safety 42.0 Hours

This course introduces students to legal framework, concepts, structure, and implementation of the Health and Safety and the Workplace Safety Insurance Acts of Ontario. The roles of Human Resources (HR) as a discipline and as a department are examined in relation to health and safety responsibilities. Health and safety issues in both the private and public sectors are considered.

HRMN1007 Human Resources Management 42.0 Hours

This survey course examines the purpose and domain of the human resource management function in organizations. It stresses the skills and a technique used in the various activities within the human resources function, and relates them to the overall management of the organization. The historical development of human resources management, the influence of government, staffing, employee relations, current trends and future issues are the major areas addressed in this course. Brief introductions to compensation, training and development, labour law, industrial relations, occupational health and safety and human resources planning are also provided.

HRMN1008 Training and Development 42.0 Hours

This course is based on the premise that people are an organization's greatest asset; therefore investing in effective training and development pays dividends by contributing to improvements in performance and productivity. Beginning with a perspective of how training and development fits within the broader context of human resources management, this course addresses key elements including: analyzing staff training and learning needs; designing, delivering and administering effective training programs; identifying alternatives and supplements to training; and evaluating the effectiveness of staff training and development interventions.

HRMN1009 Labour Economics 42.0 Hours

This course provides a theoretical framework for understanding the workings of Canadian labour markets. It covers labour supply and demand and their interaction in alternative market structures to explain levels of wages, employment and various employer/employee behaviours. This course is eligible for Prior Learning Assessment.

HRMN1010 Employment Law 42.0 Hours

This course covers the essentials of law governing employment. Topics of value to human resources professionals include: the development of employment law through statutes, case law and administrative tribunals; the employment relationship; hiring and firing; wrongful dismissal and just cause; human rights and equity; the Employment Standards Act; the independent contractor.

HRMN1011 Compensation 42.0 Hours

This course examines the full range of compensation topics with emphasis on how compensation systems will likely impact productivity, equity, and the firm's ability to recruit and keep highly skilled and motivated employees. Topics include: job description, analysis and evaluation systems; equity issues and requirements; design and use of wage and salary surveys; performance, merit and incentive pay systems; statutory and non- statutory employee benefit packages and systems; and administration of compensation systems.

HRMN1012 Labour Relations 42.0 Hours

This course provides an overview of the various methods and concepts that make up and affect labour relations in Canada. Through case studies, collective bargaining simulations and by examining collective agreements, the student will gain an understanding of the collective bargaining process as well as its application to the workplace and factors that affect employee- employer relations.

HRMN1013 Organizational Behaviour 42.0 Hours

Human Resource specialists need a fundamental understanding of the interactions that occur among people in the workplace. This social science course provides the student with the tools to understand and evaluate individual, group and organizational processes. The student will also gain an appreciation of the relevance of the study of organizational behaviour to the practice of human resource management.

HRMN1014 Finance and Accounting 42.0 Hours

This course covers the theory and concepts of business accounting. It reviews the elements of the financial statement and the interpretation of this report. It is designed to assist the Manager to understand the measurement bases and the reporting methodology used in accounting. Other topics in this course are: the accounting process, fixed capital, managerial accounting, budgeting, breakeven analysis and responsibility accounting.

HRMN1015 Negotiation and Mediation 42.0 Hours

Today's human resource professional, often charged with the management of change, must be a skilled negotiator and practitioner of conflict resolution processes. As the overseer of complex and dynamic employer-employee interactions, the human resource manager should demonstrate the leadership required to establish a consultative employment environment. In this course, students will learn to apply the most up-to-date negotiation and mediation tools to situations involving bargaining, day-to-day negotiation and instances of organizational conflict.

HRMN1016 Human Resources Planning 42.0 Hours

This course provides the learner with the theory and concepts of human resource planning, including the elements of human resource requirements in the workplace. The course will address the impact of change, job analysis and the process of budgeting human and financial resources. Other topics covered include: forecasting models and methods, human resource information systems, program implementation and strategic planning for macro and micro development.

HRMN1017 Recruitment and Selection 42.0 Hours

This course provides an in-depth look at the principles, issues, trends and legislative requirements affecting recruitment and selection. Through a combination of didactic, experiential and cooperative learning techniques, students will discover and understand the complexities of the recruitment and selection process. Students will also explore the necessity of meeting the organization's strategic objectives, and the psychological needs of its employees. Students will acquire the knowledge and skills needed to successfully identify human resources requirements to attract and retain an effective workforce and how recruitment and selection relates to the other elements of human resources management.

HRMN1020 In-Industry Placement 490.0 Hours

The Industry Placement provides students with practical experience in the human resources field. Students work directly with a host employer for a concentrated period of 14 weeks. Students serve as human resources assistants in a human resources department or related functions. Students will be assigned specific human resources management responsibilities and must satisfactorily achieve the learning outcomes specified in the course outline.

How To Apply

Last Update: March 08, 2012.