Human Resource Management (Advanced Placement – Degree/Diploma entry)

This course provides an overview of business law subjects normally studied by those seeking a career in business with emphasis on specific topics associated with the practice of human resources management. Subjects introduced include contracts, torts, the Canadian legal system, employment, human rights, Charter of Rights, and wrongful dismissal. Students will have some opportunity to study additional specific HRM topics such as freedom of information, harassment and privacy.

Allows those with little or no knowledge of financial management to study the various methods of optimizing the economic position of a firm. Middle management people in business finance will learn to make the best decisions on the financing of a firm. Topics include control and financial management of the business firm, profit and cash-planning, the cost of capital and working capital management.
Prerequisite(s): FMGT 1152 or FMGT 2100

Develops knowledge and skills at defining and describing workplace competencies, tasks and requirements and their links to other human resource management processes. Methods of job analysis, redesign/reengineering and position analysis are explored. Practical techniques for creating effective work assignment/descriptions and specifications are introduced.
Prerequisite(s): HRMG 2150

Introduces systems and procedures associated with human resource information collection, storage with emphasis on use for strategic and organizational human resource planning purposes. Course presents an overview of management functions, H.R. information systems, and applied H.R. research techniques. Two hours a week of microcomputer laboratory time are included for preparation of course assignments that use computer applications.
Prerequisite(s): BSYS 1000 and (ORGB 1100 or ORGB 1105)

This course will introduce students to the concepts of Industrial/labour relations in the current environment, with emphasis on the legal and practical framework in British Columbia. The fundamental facts and issues of labour-management relations will be explored. The legal framework of industrial relations will be examined in addition to the topics of collective bargaining, collective agreement administration, and grievance and arbitration processes. Additional topics will include labour-management collaboration and the nonunion workplace. Emphasis will be placed on how employers and trade unions can effectively manage their legal duties and obligations and their workplace relationships with one another.
Prerequisite(s): ORGB 1100 and HRMG 2150 and BUSA 2100

This course examines the role of training and development within an organization and focuses on the contribution it makes to the success of the organization. Using a training and development model, students will explore the design, delivery and evaluation of training. The course examines the principles of adult learning and builds an awareness of the budgeting processes necessary to support the training and development function as well as the return on investment provided by a strong training and development program.

HRMG 4200 Employment Relationships and Conflict Management focuses on understanding employment relationships and the nature, sources and management of workplace conflict – the friction, disagreement, or discord arising from a perception of incompatible interests between workplace participants. The course provides frameworks for thinking about employment, conflict at work and introduces structures, processes and best practices to manage that conflict Through the examination of theory and practice the course builds on conflict management principles introduced in Organizational Behaviour and Introduction to Labour Relations.

Presents the techniques for utilizing people potential within organizations. Topics include human resource demand and supply, analysis, future projections, sources of supply, identifying training needs, related strategic management objectives, budgeting and costing.

This course emphasizes the use of decision-making models in business. It educates students in the use of quantitative methods in the choice of alternatives in the decision-making process. Computers will be used to solve problems. 

Analyses business strategy formulation to give the student practical experience and confidence in handling complex business situations. Comprehensive business cases will be selected in fields such as finance, control, personnel, production, marketing, and general management. Acquaints the student with management decision-making and effective verbal and written business analysis. Teamwork and organizational change are addressed as elements of strategy implementation.
Prerequisite(s): Course registration is restricted to students that have completed a minimum of 30 credits of coursework in business programs.

Builds on the concepts and techniques learned in FMGT 3560. Topics include capital budgeting, capital markets, capital structure and dividend policy.
Prerequisite(s): FMGT 3560

HRMG 3170 Human Resource Dynamics and the Management of Workplace Change focuses on the people side of change management — the alignment of the organization's culture, values, people, and behaviors — to encourage the desired results. The employment aspects of change are examined and the processes and methodologies used for developing successful change management initiatives are introduced. Students will explore capacity-building and strategic alignment tools that drive measurable objectives within the context of change management and its influence and impact on organization culture. In preparation for the HRMG 4900 Human Resource Business Consulting Project, students will review best practices for the development of project terms of reference and project consulting skills.
Prerequisite(s): HRMG 2150 and ORGB 1100

This is an advance course for students specializing in human resource management. The learning outcomes address both the knowledge and skills to design and implement effective recruitment and selection processes and/or to critique and improve existing processes. The outcomes also address the specific skills to conduct selection interviewing. The course materials are designed to be relevant for a human resource professional in either an organizational or consulting capacity.
Prerequisite(s): HRMG 2150 and HRMG 3130

An introductory course on employee benefits planning and administration from a total compensation perspective. A review of various benefit plans including health, disability, insurance, retirement, paid time off and work schedule benefits. An exploration of new developments in the field of employee benefits, specifically emerging benefit plans, and contemporary issues such as flexible benefits plans, demographic changes, part-time workers and legislative initiatives.

The purpose of this course is to develop skills in the utilization of HR data to support evidence based decision-making at an organizational, departmental and initiative level. Methods for data gathering, analysis and reporting will be explored, to measure HR effectiveness and to assess the financial and strategic impact of HR initiatives. Practical methods in the use of workforce analytics, to help focus future investments in human capital, will be introduced.
Prerequisite(s): HRMG 3150

This is an advanced course in the specialized field of managing the performance of individuals, teams and organizations. Major topic areas include: organizational performance, strategic performance leadership, multi-source assessment, and self development plans. A key focus throughout the course is the identification of relevant performance criteria and appropriate assessment methods.
Prerequisite(s): HRMG 2150

Introduces wage and salary administration techniques including job analysis, job evaluation, compensation surveys, pay plan design and pay-for-performance systems. Contemporary issues such as pay compression, pay equity and confidentiality are addressed.

Designed to give students practical experience in completing a special human resource assignment in an organizational setting.
Prerequisite(s): Successful completion of Level 1 and Level 2 courses; successful completion of HRMG3170 (HR Dynamics Workshop), but may be short two Level 3 courses (for Level 3 only; subject to Program Head's discretion).

Introduces the field of occupational health and safety for Human Resource Professionals. Examines a broad range of safety topics and provides opportunity to participate in the application of several safety functions such as an inspection, accident investigation and safety committee meeting. Discusses the requirements for a successful safety program integrated into the company business plan; at the same time, explores the legal, economic and humanistic reasons for doing so. Covers additional topics including WHMIS, claims management, workers' compensation, fire protection and due diligence.