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

The course provides an essential understanding of the Canadian statutory framework in general, emphasizing the law applicable to employment relationships in British Columbia. The intricate interface between various statutes and common law principles is explained against the backdrop of the employment contract as the foundation of a non-unionized working environment. Students are introduced to specialized areas of employment law such as human rights, privacy at work, minimum standards and related rights, and occupational health and safety, focusing on statutory compliance and the associated legal implications of non-compliance. Statutory principles that permeate various stages of individual employment relationships in British Columbia, i.e., the hiring process, reciprocal rights and obligations of employers and employees during the employment relationship, termination of employment, and post-employment obligations, are discussed in detail as to assist students to act within the parameters of governing legislation and appreciate the practical application of salient legal principles via examples from case law.
Prerequisite(s):

• No prerequisites are required for this course.

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 or FMGT 2152

This course provides an in-depth study of union-employer relations and the collective bargaining process and equips students with the knowledge and skills to manage unionized workplaces effectively. It examines how unions, as employee representatives, and employers interact to establish terms and conditions of employment, focusing on the negotiation, agreement, and administration of these terms. By exploring the origins, nature, and evolving dynamics of union-employer relationships, students will gain practical insights into strategic approaches for managing unionized settings. Emphasizing legal frameworks, analytical tools, and inclusive practices, the course prepares students to navigate labour relations complexities, manage effectively within unionized workplaces, and develop strategies that support organizational success. ​
Prerequisite(s):

• No prerequisites are required for this course.

​This course builds upon foundational Human Resources principles and provides students with the knowledge and practical skills for managing the end-to-end recruitment and onboarding process. Students will learn to align hiring strategies with business needs, use relevant sourcing techniques, conduct effective interviews, and ensure a positive candidate experience. This course also covers legal considerations, diversity/equity/inclusion (DEI) factors in creating a diverse workforce, modern recruitment tools, and the critical role of talent acquisition professionals and hiring managers in onboarding. ​
Prerequisite(s):

• No prerequisites are required for this course.

​This course provides students with theories and practices related to training and development, and its impact on employee engagement and retention, emphasizing their critical role in business success. Students will learn key elements and principles related to adult learning, pedagogy, evaluation and development planning that align with individual aspirations and organizational needs. Students will also review key employee belonging and engagement practices, including survey design and applying best practices to translate insights into actionable strategies. Additionally, students will explore the use of AI in engagement and training initiatives and understand the vital role of HR in fostering a culture that supports both employee growth and organizational objectives.​
Prerequisite(s):

• No prerequisites are required for this course.

This course equips students with skills to navigate diverse workplace environments, build relationships, and manage conflicts. It focuses on employment relationships and emphasizes a practitioner’s ability to influence, manage change, inspire individuals, and collaborate toward shared goals. Key concepts include work context, conflict inevitability, and negotiation as the primary interpersonal decision-making process. Students will explore frameworks for understanding employment dynamics, learn negotiation techniques, and develop strategies for collaboration, conflict resolution and reconciliation.
Prerequisite(s):

• HRMG 2150

This course introduces the strategic perspective in human resource management and equips students with essential strategic thinking, executive advising, and human resource advocacy skills. HR strategic partnership is a proactive, business-aligned approach where HR professionals work collaboratively with leadership to drive organizational success. Rather than focusing solely on administrative tasks, HR is a key business partner, integrating people strategies with corporate objectives. Students will learn to develop and implement strategic initiatives, build business cases, and align people strategies with business goals. The course also emphasizes practical applications such as succession planning and organizational design.
Prerequisite(s):

• No prerequisites are required for this course.

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. 
Prerequisite(s):

• No prerequisites are required for this course.

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):

• 50% in BUSA 2005 or 50% in BUSA 2100
• Departmental approval needed to register in this course. Course registration is restricted to students that have completed a minimum of 30 credits of coursework in business programs and completed BUSA 2005 or 50% in BUSA 2100 or 50% in BUSA 2150. To be considered for registration approval, please email the Business Administration Part Studies Program Assistant at Kim_Petkov@bcit.ca **Full-time day school students in the School of Business may not enroll in this course without the express consent of their day school Program Head.**

​This course equips students with important frameworks and essential skills to drive organizational performance by understanding the business and focusing on the organization's feedback systems, processes, and coaching to clarify and influence people and behaviours. Students will learn to develop effective performance management systems, including goal setting, competency-based appraisals, and development plans. To drive individual performance within these systems, human resources leaders must influence stakeholders, coach managers and employees, and provide critical feedback supporting organizational goals. The course covers the basics of coaching, performance feedback, effective disciplinary conversations and documentation.​
Prerequisite(s):

• 50% in HRMG 3350 and 50% in HRMG 4350 and 50% in HRMG 4650

​This course explains how organizations should design and implement compensation and benefits strategies that align with business objectives, the competitive landscape, and talent management goals. Students will explore the various components of total rewards, including compensation structures, benefits programs, types of equity programs, and retirement plans. Students will develop skills to build a benefits strategy, including negotiating with benefits vendors and best practices in communicating these programs to employees. The course covers the role of internal equity, external competitiveness, legal compliance and DEI programs in crafting effective total compensation programs. ​
Prerequisite(s):

• 50% in HRMG 4650

​This course introduces people analytics, artificial intelligence (AI) tools and human resources technology as a strategic advantage in HR management, equipping students with the skills to harness data and technological tools for strategic HR partnership. The focus extends to the broader landscape of HR technology and its application in data-driven decision-making. Students will learn to identify their organization's right human resources information system (HRIS), assess relevant AI tools, generate insightful reports, and leverage analytics to drive organizational success. Emphasis will be placed on understanding key metrics, predictive analytics, and the latest HR technology trends to prepare future strategic HR professionals.​
Prerequisite(s):

• 50% in HRMG 4650

This course equips students with the knowledge and skills to strategically navigate and lead organizational change initiatives. Recognizing change management as a core leadership responsibility, students will approach change as an integral part of management rather than a separate or secondary task. The course addresses various types of change—including modification, transformation, and transition—and emphasizes their role in driving organizations toward improved structures, performance, and sustainable success. Focusing on purposeful, systematic transitions, students will gain insights into assessing organizational needs, reallocating resources, and fostering the cultural and behavioural shifts crucial for sustainable change. Additionally, students will explore tools and frameworks that enhance organizational capacity and strategic alignment, ensuring impactful and measurable change initiatives.
Prerequisite(s):

• 50% in BLAW 3800 and 50% in HRMG 3250 and 50% in HRMG 3350 and 50% in HRMG 4200 and 50% in HRMG 4650

This seminar-style course builds on the concepts and frameworks established in HRMG 4200. It focuses on applying human resource principles in complex and sensitive situations. Using situational judgment—assessing, evaluating, and navigating specific circumstances—prepares students to make ethical, informed, and well-reasoned decisions. Through real-world case studies, including managing organizational change, facilitating accommodations, negotiating terms and conditions in unionized settings, resolving workplace disputes, and conducting sensitive conversations, students engage in an environment designed to refine critical thinking, problem-solving, communication, and adaptability—essential skills for tackling today’s complex workplace challenges. This course equips students with practical and adaptable human resource competencies, enabling them to navigate real-world challenges confidently.
Prerequisite(s):

• 50% in BLAW 3800 and 50% in HRMG 3250 and 50% in HRMG 3350 and 50% in HRMG 3550 and 50% in HRMG 4200 and 50% in HRMG 4250 and 50% in HRMG 4500 and 50% in HRMG 4650 and 50% in OCHS 3001

This course gives students practical experience in completing a significant human resource assignment in an organizational setting. The project typically relates to a specific client company and is carried out under the guidance of assigned faculty members.
Prerequisite(s):

• BLAW 3800 and HRMG 3250 and HRMG 3350 and HRMG 3550 and HRMG 4200 and HRMG 4650 and HRMG 4700
• HRMG 4250^‡ and HRMG 4450^‡ and HRMG 4500^‡ and OCHS 3001^‡ (^‡ must be taken concurrently)

​This course covers the essential components of an occupational health and safety management system for organizations. Students will examine the legislative landscape, regulations, and standards and understand the frameworks needed to implement and manage effective health, safety, and wellness strategies and programs in the workplace. The course will emphasize strategic thinking, analytics, and contemporary practices and introduce reporting requirements of the various federal and provincial regulators – Work Safe BC. Students will learn practices that encourage wellness, prevention and education to sustain employee and organizational health. ​
Prerequisite(s):

• No prerequisites are required for this course.