Human Resource Management

Presents both traditional and contemporary perspectives of modern management examining management and management roles in teams, projects, departments and the organization as a whole. Strategic planning, operational planning, leading, organizing and controlling for performance will be addressed. Through actual business scenarios, cases and exercises, participants gain experience in decision-making and applying theory to real world organizations.

This communication course teaches practical business communication techniques for planning, organizing, selecting, writing, and presenting information in business or industry. It covers routine memos, letters, request and reply letters, and oral presentations. NOTE: Students do not need to submit transcripts for entrance to this course. BUT, in the case of formal or informal grade appeals or reviews they will be asked to show proof of their English requirements. Students scoring below "C+" in English 12 should take COMM 1106 instead of COMM 1103. Students who wish to confirm their English level are strongly advised to take COMM 0015.
Prerequisite(s): Students must have one of the following: 1) English 12 "67%" (C+) or equivalent (refer to BCIT's Admission page); 2) COMM 0015 score of 70 or better.

Presents the influential concepts of both micro and macroeconomics and, in a student-based learning environment, assists you in applying these notions to your career. A professional economist will work with you in discovering the laws of supply and demand, consumer decision-making, producer profit maximization, competition and monopoly regulation in microeconomics. Use of fiscal, monetary and exchange rate policy to influence unemployment, inflation and economic growth is also covered. Familiarization with spreadsheets is strongly recommended for those intending to register in the Internet delivery section.

This course covers theory, practice and standard programs employed by human resource management practitioners in today’s private sector business, government and other organizations. The course covers the major human resource management functions with some emphasis on applied knowledge. Recommended for all persons interested in general management, HR management, and/or supervision.

This course presents the study of factors that either influence or are influenced by people at work. Focuses on macro factors such as organizational structure, technology and environment; group factors such as group dynamics, leadership, conflict, change and decision-making; and individual factors such as personality, attitudes, perception and motivation.

This course covers the full accounting cycle for individuals with little or no accounting background. Topics include accounting as an information system; introduction to accounting theory; income measure; traditional record keeping; the accounting cycle; cash and financial statements.

Covers the accounting function and the services it provides to the manager. Topics include preparation and interpretation of various financial statements, reports, budgets, etc., in managerial decision-making.

This course will explore the common law legal principles and statutory regimes governing the relationship between individual employees and employers in Canada. While the emphasis will be on the law of employment in the non-union context, comparisons will be made throughout the course between individual and unionized activity and the relationship between unions and employers in Canada. The course will involve a review of relevant statutes, analysis of decisions from the courts, practical exercises, discussion and student presentations. Students should take HRMG 3205 Labour Relations I to learn about employment law as it applies to a unionized workforce.

A practical course for those responsible for safety and health in an organizational setting, including managers, supervisors, shop stewards, safety committee members, members of the labour relations or human resources department. Topics include: Workers' Compensation Act; rules and regulations, safety program elements; the role of the committee; claim and disability management; due diligence; and union/management cooperation.

A necessary skill set in today's world - designed for those involved in, or associated with labour relations as management or union. Covers the collective bargaining process and day-to-day contract administration. Related laws, typical contract clauses, grievance procedures, responsibilities of the supervisor and the shop steward, and current activities in the labour relations field. Students will learn to approach their responsibilities for matters covered by collective agreements with more confidence and expertise.

This is an advanced 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 3105

A first line management course for people responsible for staff training; members of human resource departments contemplating a training program, or who are involved with on-the-job training will be particularly interested. Develops a solid grounding in current training methodology, techniques and aids. Topics include learning theory, determining training needs, writing objectives, designing training programs using outside resources and evaluation.

This course is designed to enable students to explore effective processes and systems for managing performance at the individual, team and organization level. It will provide students with an understanding of the key role performance management plays in achieving corporate strategy and optimizing productivity. Within the scope of "managing performance" students will gain knowledge of how to measure and develop performance. Interactive opportunities will be provided to build skills needed to assist line managers in managing performance, including: establishing and communicating performance criteria; coaching for performance improvement; and conducting performance review discussions. This course will also examine the relationship between performance management and other HRM functions.
Prerequisite(s): HRMG 3105

Develops a basic knowledge of salary administration. Introduces wage and salary administration techniques including job analysis, job evaluation, compensation surveys, establishing and maintaining salary schedules, administering a salary plan; general and specific adjustments for promotions and demotions; and how to set up a simple plan. Contemporary issues such as pay compression, pay equity and confidentiality are addressed.
Prerequisite(s): HRMG 3105

Designed to provide students with an in-depth study and analysis of the B.C. Human Rights Code and the Regulations. This is a hands-on course for those who have an interest in exploring the different aspects of our provincial Human Rights legislation in a practical and policy-oriented manner. Taught by lawyers, this course offers students the opportunity to explore real life human rights cases of discrimination on the basis of race, colour, ancestry, place of origin, religion, marital and family status, physical or mental disability, sex, including sexual harassment, sexual orientation and age. Although this course addresses all of the areas covered by the legislation, its focus is on the labour and employment context. Therefore, this course will appeal to human resources, management, union representatives, and employees in the different industries.

Designed for new supervisors or those seeking a higher level of leadership responsibility. The purpose of this course is provide students the opportunity to gain a level of self-understanding of the field that will assist them in correctly identifying their own strengths and areas for improvement with respect to leadership, team, conflict-management and communication skills. Study will include the performance side of supervision as the areas of performance appraisal, training and development and motivation are explored. Through the use of interactive cases and structured experiences, students will increase their self-confidence and leadership abilities and establish a foundation for further training in supervision and management.

Provides an in-depth review of the skills required for a high performing team. This hands-on course allows students to participate in each of the stages of team development. Specific application of teamwork skills includes decision-making and conflict resolution, with real life application to a variety of organizations for performance improvement.

This highly interactive course is designed to identify and manage conflict in the workplace. Case studies, role playing and student experiences will contribute to the development of a specific body of knowledge for contemporary managers.

Designed to provide participants with a conceptual framework for preparing and conducting negotiations and to give them hands-on experience in using this framework. After analyzing the negotiation concepts, the major focus of the course will be on negotiation exercises designed to highlight a range of important issues about the negotiation process. This course will be relevant to entrepreneurs, managers, lawyers, human and labour relations practitioners and individuals in government. Excellent supplement to either Certificate program.

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): 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. 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.**​

The course focuses on the process of internationalization and what is the Human Resources professionals’ role in dealing with the geographical, logistical and cultural challenges, operating in an increasingly interconnected and complex world, where people are the key source of sustainable competitive advantage. The central issues confronting HR professionals in multinational organizations include designing, coordinating and implementing critical global HR processes to support global business strategies as well as facilitating development of organizational capabilities that would accord strategic advantages. Other challenges related to International Human Resources Management include development of global corporate structures and processes that could facilitate cross-border employee transfers and team work, global leadership development, knowledge transfer, change management and managing cross-border mergers & acquisitions.
Prerequisite(s): HRMG 3105

A thorough explanation of collective administration, agreements, wage issues, economic supplements, arbitration, mediation, preparation for collective bargaining and collective bargaining techniques.
Prerequisite(s): HRMG 3205

Are you in an HR role or a Management role with a large HR component? This on-line course uses a number of interactive, multi-media tools to teach students how to choose, implement and use best practice Human Resource metrics and analysis techniques that are aligned with organizational strategy. It looks at how to evaluate the financial impact of Human Resource initiatives and examines key metrics in areas such as engagement, absenteeism, recruitment and selection, performance management, health and employee development. Students will learn to show how investments in HR initiatives translate to bottom-line benefits
Prerequisite(s): HRMG 3105

This course introduces systems and procedures associated with human resource information collection and storage, with emphasis on use for strategic and organizational human resource planning purposes. The course provides an overview of technology and Human Resources Management Systems, as well as current trends.
Prerequisite(s): HRMG 3105 and (OPMT 1600 or BSYS 1000)

Are you in an HR role or a management role with a large HR component? This course examines the link between strategic human resources planning and organizational effectiveness. Students will learn how to develop a human resources plan that supports organizational strategy. Topics include: the strategic planning process; environmental scanning, forecasting human resources supply and demand; succession management, downsizing, mergers and acquisitions; and outsourcing.
Prerequisite(s): HRMG 3105

Develops personal problem-solving skills, with emphasis on role playing, teamwork and analysis by students acting in a variety of supervisory/management situations. Participant have the opportunity to practice skills that will enhance their effectiveness in working with people. These skills include effective listening, assertive communication and conflict resolution. Upon completion of the course, students should have a clear appreciation of the interpersonal skills required for effective supervision and management.

This is an introductory course in Organizational Change. Students gain an understanding of the concept of change, the necessity for change and an awareness of the impact on change to organizations and individuals. The course also highlights the ways in which change can be successfully brought about in an organization and how to become a successful change agent.
Prerequisite(s): ORGB 1105