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Human Resources Management |
The Business School |
Program AvailabilityLakeshore Fall 2012: Open Winter 2013: Open |
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Type:
Ontario Graduate Certificate Postgraduate
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Campus:
Lakeshore
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Program Code:
02541 |
Length: Two semesters, beginning in September and January |
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CONTACT INFORMATION: Graeme Simpson, program co-ordinator | 416.675.6622 ext. 3381 | graeme.simpson@humber.ca
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Humber’s comprehensive Human Resources Management program covers all the key bases in this diverse field, including: recruitment, compensation, training and development, pensions and benefits, health and safety, and labour relations. The expertise, knowledge and management skills you acquire here can be applied to any organization. Humber’s faculty draw on their many years of hands-on HR experience and expertise to successfully guide students through this program.
The first of its kind in Canada, this program is in high demand because it prepares you to work in all areas of human resources. Core concepts are studied in a classroom setting and applied in a work placement to help you gain a practical understanding of human resources.
In two semesters you will gain the knowledge, skills and experience to become a highly marketable human resources professional. This program offers a comprehensive exploration of all the core components of human resources including its power to influence key business decisions. Students obtain the skills necessary to work in employment law, labour relations, training and development, pension and benefit plans, occupational health and safety, compensation, recruitment and selection.
People are organizations most important asset. Changing demographics and other factors revolutionizing industry are putting human resources professionals on the front lines as Canadian companies vie for a competitive edge. Human resources (HR) departments across all industries need trained professionals who understand the business of people and who know how to recruit, train, compensate, motivate and retain employees. The choices available within human resources are so extensive, your career will remain interesting and challenging for many years. The program equips you for roles such as: health and safety officer, recruiter, labour relations assistant, compensation analyst, training co-ordinator and benefits administrator.
Potential employers include Rogers Media, CIBC, Loblaw, Weston Bakeries, Ontario Government, Peel Regional Police, Home Depot, Deloitte, City of Toronto, Fairmont Hotels, Scotiabank, TD Canada Trust, Siemens and Air Canada.
All courses are accredited by the Human Resources Professionals Association (HRPA). This program also prepares graduates for the Certified Human Resources Professional (CHRP) designation. The HRPA charges a fee to write the National Exam for its CHRP designation. In 2011 that fee was $250.
Get first-hand experience with a four-week work placement (minimum 160 hours required). Placements can be completed on a part-time basis throughout the academic year or full-time once classes finish at the end of April.
Note: For more information visit Selection Procedures.
Meeting the minimum requirements does not guarantee admission to the program.
Get a quality placement. Field placement employers have a strong understanding of the program and students' capabilities. Many are graduates of the program and possess a keen sense of the right student for the right job.
As well as field placements, students are given the opportunity to staff the Humber College trade show booth at the annual HRPA conference – the largest pure HR conference in Canada.
Students are encouraged to attend monthly West Toronto HR Association meetings to listen to speakers and network with members.
Get an education that gets you noticed. Humber graduates get hired. That’s because our partnerships with national associations as well as, our distinguished faculty with years of practical experience and education ensure our programs remain competitive and relevant.
Learn at the largest graduate program cluster in Ontario. Join several hundred students who share your goals and desire for a specialized education. Build friendships and professional networks that will last a lifetime.
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All courses are accredited by the Human Resources Professionals Association (HRPA). This program also prepares graduates for the Certified Human Resources Professional (CHRP) designation. |
Qualified graduates of this program may be eligible to apply their academic credits toward further study at many postsecondary institutions. For detailed information, visit our website at humber.ca/transferguide.
The 2012/2013 fee for two semesters is
– domestic $5,381.56
– international $12,800.
Amounts listed are the total of tuition, lab and material fees, student service and auxiliary fees for the first two semesters of the 2012/2013 academic year.
Fees are subject to change.
For more information visit Fees and Financial Assistance.
Semester 1 | ||
| Course Code | Course | Credits |
| HRPD 501 | HRPD Seminar 1HRPD Seminar 1Course Code: HRPD 501 Credits: 1 Guest speakers will make presentations on specific topics related to their field of expertise, and provide practical on-the-job information based on their experiences. Group meetings regarding field placement and HR associations will also form part of the seminar content. | 1 |
| HRPD 504 | Labour EconomicsLabour EconomicsCourse Code: HRPD 504 Credits: 3 This course provides the theoretical framework for understanding the structure and conduct of Canadian labour markets by applying the basic principles of labour economics. It covers the dimensions of labour supply, labour demand and their interaction in alternative market structures to explain levels of wages, employment and various employer/employee behaviours. Differences between non-union and union labour markets are examined by illustrating the impact of union objectives, union constraints and bargaining theory. The course also considers ongoing trends including alternative work arrangements, growth of the contingent workforce, and outsourcing. | 3 |
| HRPD 507 | Human Resources ManagementHuman Resources ManagementCourse Code: HRPD 507 Credits: 3 This foundation course provides an overall understanding of human resource management as it relates to an organizations goals and strategic objectives. It provides an understanding of the specific issues of human resource management and its contribution to the organization through its various functions, activities and processes. This course will examine human resource policies, procedures and practices which relate to the individual functions of planning, recruitment, selection, compensation, training and development, performance management, employee relations, health and safety, and labour relations. | 3 |
| HRPD 508 | CompensationCompensationCourse Code: HRPD 508 Credits: 3 This course covers the theoretical issues, processes and practical applications involved in developing and administering a compensation system to attract, retain and motivate the required workforce. It provides an understanding of the objectives, policies, techniques and standards necessary to meet the strategic goals of organizations and individual employee needs. Specific topics include: job analysis, job evaluation, labour market surveys, job pricing and salary administration functions. | 3 |
| HRPD 511 | Recruitment and SelectionRecruitment and SelectionCourse Code: HRPD 511 Credits: 3 This course is designed to identify and teach the skills required in an organization to attract, select, and retain an effective workforce. The knowledge and skills acquired in the course will help the student undertake these activities in order to contribute effectively to the overall goals of an organization. The changing legal environment and the impact of legislation and the courts on the employment function are a major component of this course. | 3 |
| HRPD 513 | Occupational Health and SafetyOccupational Health and SafetyCourse Code: HRPD 513 Credits: 3 This course provides students with solid content and understanding of health and safety issues, legislation and programs. An overview of health and safety with specific reference to human resources, the legislative context of health and safety in Canada, and issues relating to Workers? Compensation and disability management are covered. These topics are followed up by a focus on the types of hazards in the workplace, including: physical agents, chemical agents, biological agents, psychosocial hazards, and hazard recognition; with specific reference to techniques for managing and controlling these hazards. Some of the major ways in which human resource professionals become actively involved in health and safety are extensively covered, including: techniques of hazard control, training, motivating safe working behavior, emergency response planning, effective accident investigation techniques, and promoting employee health and wellness in the workplace. | 3 |
| HRPD 514 | Employment LawEmployment LawCourse Code: HRPD 514 Credits: 3 This course will introduce students to the laws affecting employment in Canada, with a focus on Ontario, including employment standards, human rights, occupational health and safety, pay equity, and worker?s compensation. It is designed to familiarize students with the legal issues relating to the employee-employer relationship and how laws impact on human resource management. | 3 |
Semester 2 | Course Code | Course | Credits |
| HRPD 500 | Human Resources Management FinanceHuman Resources Management FinanceCourse Code: HRPD 500 Credits: 3 This course provides a study of the conceptual foundations of financial accounting measurement and reporting to assist the student in interpreting financial data. Emphasis will be on the use of internal financial information used to assist management in decision-making.
An introduction to key accounting and financial terms and concepts will be provided. Business terms will be introduced. Students will be introduced to basic financial analysis of the income statement, the balance sheet, the statement of retained earnings, and the statement of changes in financial position. The student is also introduced to financial ratio analysis, which is used as a tool to gauge the financial health of a business.
The course also deals with managerial accounting concepts of cost behaviour, cost volume profit analysis, activity based costing, budgeting, financial planning, decision-making, the setting of objectives and priorities, projected financial results, and the feedback mechanisms comparing actual results to predetermined standards.
The objective of this course is to demonstrate to the student how financial information is used in forecasting, budgeting, management and measurement of the business operations. | 3 |
| HRPD 502 | HRPD Seminar 2HRPD Seminar 2Course Code: HRPD 502 Credits: 1 This course provides a study of the conceptual foundations of financial accounting measurement and reporting to assist the student in interpreting financial data. Emphasis will be on the use of internal financial information used to assist management in decision-making.
An introduction to key accounting and financial terms and concepts will be provided. Business terms will be introduced. Students will be introduced to basic financial analysis of the income statement, the balance sheet, the statement of retained earnings, and the statement of changes in financial position. The student is also introduced to financial ratio analysis, which is used as a tool to gauge the financial health of a business.
The course also deals with managerial accounting concepts of cost behaviour, cost volume profit analysis, activity based costing, budgeting, financial planning, decision-making, the setting of objectives and priorities, projected financial results, and the feedback mechanisms comparing actual results to predetermined standards.
The objective of this course is to demonstrate to the student how financial information is used in forecasting, budgeting, management and measurement of the business operations. | 1 |
| HRPD 503 | Labour RelationsLabour RelationsCourse Code: HRPD 503 Credits: 3 This course provides students with a working knowledge of the institutions and processes which govern employee-management relations in a unionized work environment. The focus of the course is on the strategic and legal considerations which influence decision-making for employers and employees facing the option of unionization or the impact of unionization. Major topics include: historical development of the Canadian trade union movement, statutory certification procedures, unfair labour practices, the process of collective bargaining, the nature and content of collective agreements, standard grievance procedures, conciliation, mediation, and arbitration processes, and the impact of strikes and lockouts. | 3 |
| HRPD 505 | Training and DevelopmentTraining and DevelopmentCourse Code: HRPD 505 Credits: 3 This course provides an overall understanding of training and development (T&D) as a key managerial activity, and how T&D may be used to improve individual and group performance and organizational effectiveness. It provides the student with knowledge of the current issues surrounding T&D and an understanding of the major elements of T&D including needs analysis, program design, training methods, and how to evaluate the effectiveness of an organization's T&D initiatives. | 3 |
| HRPD 506 | Human Resources PlanningHuman Resources PlanningCourse Code: HRPD 506 Credits: 3 This course introduces the strategic planning role that human resource professionals now play in organizations. Students will confront the challenges and demands of rightsizing, technological change, corporate repositioning, cost containment, productivity improvements, and consequences such as relocation, outplacement and retraining of staff. This course provides an understanding of the essential elements of the human resource planning (HRP) process in organizations. Students acquire knowledge in analyzing, assessing, and planning for the human resource requirements of organizational, business and strategic plans. Quantitative, as well as qualitative concepts, approaches and techniques are explored. | 3 |
| HRPD 509 | Pension and Benefit PlansPension and Benefit PlansCourse Code: HRPD 509 Credits: 3 This course provides an overview of the characteristics, design features and strategic role of employee pension and benefit plans within the framework of an employer?s total compensation program. Specific topics include: benefit planning guidelines, principles of group insurance, flexible versus conventional benefits, government benefits integration, cost containment techniques and the features of various options for meeting employer and employee compensation objectives. Statutory requirements and regulations applicable to employer-sponsored pension and benefit plans will be covered as well as the major features of specific government benefit programs. | 3 |
| HRPD 512 | Organizational BehaviourOrganizational BehaviourCourse Code: HRPD 512 Credits: 3 Today's managers must have a sound understanding of the more traditional aspects of management and an appreciation of the impacts of rapid change on both individuals and the organizations in which they work. This course begins with a review of the role of the manager in carrying out the functions of planning, organizing, leading and controlling. It then provides an opportunity to develop an understanding of how the internal and external environments force change on individuals and organizations, as well as knowledge of the tools and techniques available to effectively plan and manage change. | 3 |
| HRPD 515 | Field PlacementField PlacementCourse Code: HRPD 515 Credits: 4 Today's managers must have a sound understanding of the more traditional aspects of management and an appreciation of the impacts of rapid change on both individuals and the organizations in which they work. This course begins with a review of the role of the manager in carrying out the functions of planning, organizing, leading and controlling. It then provides an opportunity to develop an understanding of how the internal and external environments force change on individuals and organizations, as well as knowledge of the tools and techniques available to effectively plan and manage change. | 4 |
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