Academic Calendar

HRMT – Human Resources

HRMT 131
Compensation
3 Credits          Weekly (3-0-0)

Students are introduced to current compensation theories and concepts, including linkages to an organization's strategy and to other human resources functions. Students apply their knowledge of compensation by designing, costing and evaluating a variety of compensation elements, including job evaluation systems, choices of direct or indirect pay, performance rewards and variable compensation.

Prerequisites: HRMT 180 or HRMT 200.

HRMT 145
Staffing
3 Credits          Weekly (3-0-0)

Students examine the dynamics of the recruitment and selection processes, as well as the legal issues associated with the staffing function. The strategic role of staffing and its integration with other human resources management activities is also addressed. Other topics include the use of non-traditional employment relationships and deployment.

Prerequisites: HRMT 180 or HRMT 200.

HRMT 151
Employee and Labour Relations
3 Credits          Weekly (3-0-0)

Students examine the context of the labour-management relationship in Canada and the role of unions in the workplace. Students identify the legislative framework and key processes associated with union formation, the collective bargaining process, contract administration and dispute resolution. The effects of the on-going union relationship on other human resources management functions are also explored. Note: Credit can be obtained in only one of HRMT 151 or HRMT 150.

Prerequisites: HRMT 180 or HRMT 200 and LEGL 212.

HRMT 160
Training and Development
3 Credits          Weekly (3-0-0)

Students explore the principles, concepts, and processes leading to quality learning experiences and examine the role of training and development in relation to other human resources processes. Students apply their understanding of learning theories and design processes to the development, costing, presentation and evaluation of a short training and development experience.

Prerequisites: HRMT 180 or HRMT 200.

HRMT 200
Management of Human Resources
3 Credits          Weekly (3-0-0)

Students explore the role of human resources management in contemporary organizations and identify effective practices to hire, retain and develop employees. Students identify the interrelationships between the functional areas of human resources management including planning, recruitment, selection, training and development, performance management, total compensation, workplace health and safety, and employee and labour relations. Students examine key legislation relevant to human resources management and apply their knowledge to current and emerging workplace challenges.

HRMT 231
Employee Benefits
3 Credits          Weekly (3-0-0)

Students examine the function and appropriate uses of employee benefits as part of a total compensation. Students explore the relationship between employee benefits and an organization's human resources strategy and identify the effects of the legal environment and current trends on the design and administration of benefit plans. Students apply their knowledge of employee benefits and organizational needs to the planning design, costing, implementation, administration and communication of a comprehensive benefits program.

Prerequisites: HRMT 131.

HRMT 275
Workplace Health and Safety
3 Credits          Weekly (3-0-0)

Students explore the legal and organizational requirements for health and safety policies and practices in the workplace and the personal and organizational effects of workplace accidents, injuries and disabilities. Students assess and develop health, safety and wellness initiatives that will enhance organizational performance and that are consistent with applicable regulatory standards. Note: Credit can be obtained in only one of HRMT 275 or DMWP 104.

Prerequisites: HRMT 200.

HRMT 280
Human Resources Field Placement
3 Credits          Total (0-0-120)

Students gain experience in work search and the field of human resources management through a work integrated learning project. Each student meets with an assigned Faculty member and a participating sponsor organization. An appropriate human resources management project is designed and carried out by the student. Student achievement is jointly evaluated by Faculty and members of the participating organization.

Prerequisites: HRMT 131, HRMT 145, HRMT 151, HRMT 160.

HRMT 295
Strategic Human Resources Management
3 Credits          Weekly (3-0-0)

Through case study analysis, students apply an integrated knowledge of human resources management practices to the formulation and achievement of organizational goals. Students research, analyze, evaluate and develop strategic responses to a variety of current and emerging staffing, employee retention and performance management issues. Students also develop their professional practice skills. This course is intended to be taken in the final term of the Human Resources Management Diploma program. Note: Credit can be obtained in only one HRMT 295 or HRMT 270.

Prerequisites: HRMT 131, HRMT 145 and ORGA 233.

HRMT 314
Recruitment & Selection
3 Credits          Weekly (3-0-0)

Students identify the critical function of employee recruitment and selection and examine strategies and tools used by organizations to find, assess and hire or promote employees. Issues of determining and balancing an organization's strategic needs with legal requirements such as employment equity and diversity are explored. Students also develop their selection interviewing skills, investigate emerging issues and trends, and apply their knowledge of recruitment and selection to the design of a staffing plan.

Prerequisites: HRMT 200.

HRMT 316
Total Compensation Management
3 Credits          Weekly (3-0-0)

Students explore compensation as a strategic tool for improving organizational effectiveness and for helping to attract, retain and motivate staff. Students analyze the factors which shape and influence pay practices within an organization, and identify processes and techniques involved in establishing appropriate compensation levels. Students apply their knowledge in the critique or design of elements of an organization's direct compensation program, including the integrated use pay for performance compensation plans, to ensure alignment with an organization's human resources strategy.

Prerequisites: HRMT 200.

HRMT 318
Learning & Development
3 Credits          Weekly (3-0-0)

Students identify theories and strategies which support employee learning and development and they apply this knowledge to the creation of training and development initiatives aligned with an organization's strategic priorities. Students explore how employee learning and development needs are determined, examine appropriate delivery methods and technologies, integrate strategies for the transfer of learning to the workplace, and design useful measures of learning and development success.

Prerequisites: HRMT 200.

HRMT 331
Health & Retirement Benefits
3 Credits          Weekly (3-0-0)

Students explore the use of benefit and retirement income plans as integral and strategic parts of an organization’s total compensation plan. Students develop their understanding of the scope and details of these plans and situate their components within organizational, social, legal, and workforce contexts. Students make critical analyses about the supply, administration and communication of these plans appropriate to an organization’s objectives, operations and workforce composition.

Prerequisites: HRMT 200.

HRMT 412
Labour & Employee Relations
3 Credits          Weekly (3-0-0)

Students examine the strategic importance of labour and employee relations practices in Canada, and the effects of these practices on other human resources management systems. Students describe the impact of unions on the workplace, and explore the factors which shape the on-going employment relationship, including the role and structure of labour unions, the certification and collective bargaining processes, types of workplace disputes and dispute resolution processes, and current trends and issues in Canadian labour and employee relations.

Prerequisites: HRMT 200.

HRMT 475
Health, Safety and Wellness
3 Credits          Weekly (3-0-0)

Students explore the Canadian workplace health, safety and wellness environment and identify the shared employer and employee responsibilities for the provision of safe and healthy workplaces. Students individually and in teams examine a variety of workplace health and safety initiatives in light of current research and trends in the field. Students apply their knowledge to the critique or development of health, safety or wellness policies or interventions which address employee and organizational needs.

Prerequisites: HRMT 200.

HRMT 497
Special Topics in Human Resource Management
3 Credits          Weekly (0-0-3)

This course involves reading, discussing and critically evaluating current research on specialized topics of interest to senior students in the Bachelor of Commerce. Topics covered vary with the interests of students and faculty and may include an applied field research component in business, government or community. Students should consult with faculty members in the Department of Organizational Behaviour, HRM, Management, and MIS for details regarding current offerings. This course can be taken twice for credit.

Prerequisites: Minimum of C- in one 300 level HRMT course and consent of the department chair or designate.

HRMT 498
Independent Studies in Human Resource Management
3 Credits          Weekly (0-0-3)

In consultation with, and supervised by, a member of the department or an approved professional in the community, a senior student undertakes advanced scholarly work related to the field of human resources management. The faculty member guides the student in designing and undertaking this work, using appropriate assumptions and methods to arrive at warranted conclusions and outcomes that will advance human resources management knowledge or practice or create meaningful results. Note: This course can be taken twice for credit.

Prerequisites: Consent of the course instructor and the department chair.