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Human Resources Management

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Upcoming Courses

The following courses are now open for registration for the Fall 2016 semester:

The following courses are now open for registration for the Winter 2017 semester:

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Overview

In today's dynamic business environment, effective human resources (HR) management is the driving force behind success. Recognizing the contributions of people and their unique value is fundamental to building a great business. As a qualified HR professional, you will have the opportunity to contribute to the formulation of human resources management systems that enable organizations to achieve strategic business goals and enhance overall organizational performance. 

About the Diploma in Human Resources Management

The Human Resources Management diploma program has been developed to provide you with the fundamental knowledge, skills and values to become a successful HR professional. The courses--all approved by the Human Resources Professionals Association (HRPA)--have been designed to assist you with understanding the day-to-day realities of working within the HR field. The courses include a mix of lectures, case studies, small group work, simulations and role playing.

Our program instructors bring a wealth of knowledge and relevant work experience to the classroom. These experts will guide and coach you to develop the core competencies required to be proficient in the field of HR.

If you are interested in a career in HR or are already working as an HR professional and looking to upgrade your skills, then the HR Management diploma program may be just right for you.

Learning Outcomes

Upon successful completion of the program, you will be able to:

  • Apply the theories and concepts of human resources management as they relate to the professional practice of a human resources professional
  • Demonstrate skills and knowledge in the areas of human resources functions such as strategic human resources planning, job analysis and design, labour relations, compensation and benefits, legal compliance, recruitment and selection, learning and development and occupational health and safety.
  • Consider and implement ethical and moral practices as a human resources professional
  • Utilize evidence-based research to inform best practices in human resources management

Program Requirements

In order to receive your Diploma in HR Management, you must complete 10 courses within the program; these include nine HRPA-approved courses and one elective. 

There are no formal admission requirements for individuals interested in registering for most of the courses. Courses are offered in the fall, winter and summer semesters. Once enrolled in the program, you will have 10 years to complete the program requirements.

Required Courses

All mandatory courses in the program have been approved by the Human Resources Professionals Association (HRPA). After completing the nine mandatory courses, you will be elgible to write the National Knowledge Exam that is administered by the HRPA as a requirement for the Certified Human Resources Professional (CHRP) designation.

Human Resources Administration

(Strongly recommended to be completed first)

This course provides an overview of the theory and practice of human resources management (personnel) function in the organization. Human resources management (HRM) and issues are examined from the perspective of the organization (employer) as well as from the viewpoint of the Human Resources department, human resources practitioner, managers, supervisors and employees of the organization. 

Human Resources Administration is the introductory course in this diploma program and should be completed early in the course of study.

Course topics include:

  • Strategic role of Human Resources Management
  • Changing Legal Frameworks: From compliance to valuing diversity
  • HR Management and Technology
  • Designing and Analyzing Jobs
  • Human Resources Planning
  • Recruitment and Selection
  • Training and Development
  • Performance Management
  • Occupational Health and Safety
  • Labour Relations and Managing Human Resources in a Global Business

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Compensation and Benefits

In today's highly competitive and strategic focused business environments, human resources practitioners are often called upon to analyze and forecast human resources requirements and to design and develop human resources plans, programs, and policies for their organizations.

Course topics include:

  • Compensation Overview
  • Job Evaluation
  • Compensation Theories
  • Designing Compensation-Beginnings
  • Incentive Systems
  • Legislative Elements of Compensation
  • Salary Surveys and Pay Structures
  • Employee Benefits
  • Managing Compensation and Issues

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Finance and Accounting Concepts

This course provides you with a basic understanding of finacial accounting and management accounting and how they relate to each other and the organization. You will learn how to interpret financial reports and understand how financial data impacts the human resources and other business functions of an organization.

Course topics include:

  • Conceptual foundations of financial accounting, objectives, characteristics, assumptions, principles and constraints
  • Familiarity with financial reporting, income statements, balance sheets, cash flow and financial statement analysis
  • Cost Behaviour
  • Fixed and Variable Costs
  • Cost-Volume-Profit analysis
  • Budget preparation and control
  • Cost Systems

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Recruitment and Selection

Selection and recruitment are important business processes for today's organizations to attract and recruit talent in order to achieve organizational goals and remain competitive. Many organizations are challenged to recruit and select employees who will add value and develop their knowledge, skills and abilities to align with organizational goals and objectives.

Course topics include:

  • Foundations of strategic talent management
  • Varying contexts of recruitment and selection - internal and external environments, social and legislative impacts
  • Selection Criterion Measures
  • Human Rights and Employment Equity legislation as it relates to recruitment and selection
  • Job Analysis and Competency Models
  • Organizational Recruitment Strategies and Methods
  • Applicant screening, selection and testing
  • Interviewing and questioning techniques
  • Applicant selection decision making tools

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Labour-Management Relations

This course focuses on the critical components of industrial relations from both the Union and Management perspectives, how the parties develop their strategic plans, and the approaches the parties take to effectively execute their plans.

Studies include the history of industrial relations in Canada, assessing the current state of industrial relations, and discussions' regarding what the future holds, and necessary strategies to increase constructive dialogue. While primary focus is on Industrial relations issues in Canada, it is necessary to discuss the influence in Canada of industrial relations in the both the United States and in the greater global context.

Course learning outcomes:

  • Describe the reasons for the evolution of the labour movement in Canada, related legislation, and an Industrial Relations Systems Model used to identify the inputs, actors, activities and outputs that are used to assess and understand industrial relations issues.
  • Identify the impact of economic theories, social conditions, trade agreements and political issues on labour - management relations.  
  • From a union perspective, define, examine and evaluate the formation and operation of unions.
  • From a management perspective, define, examine and evaluate the role and responsibilities of a Human Resources function in labour-management relations. 
  • Demonstrate an understanding of the collective bargaining conversion process in order to determine the appropriate sub-process to use in collective bargaining. 
  • Define bargaining objectives and translate them into specific bargaining strategies and plans.
  • Practice the collective bargaining process demonstrating the ability to monitor and adjust action plans to achieve the collective bargaining objectives.
Training and Development

This course will provide participants with an understanding of the processes used to assess training needs, design and administer training and development programs and evaluate the effectiveness of such programs. The primary aim of this introductory course is to ensure development of a comprehensive understanding of how training and development function fits into both the overall mandate of human resources management and the larger environment and organizational contexts. A secondary objective of the course is to provide students with the knowledge, skills, abilities to determine training and development needs and then to design, deliver, and evaluate the effectiveness of the program.

Course topics include:

  • Role of training and development in human resources management
  • Principles of adult learning
  • Elements of instructional design - needs analysis, delivery methods,
    measurement and evaluation
  • Impact of technology-E-learning
  • Organizational learning and adult learning theory
  • Managing the training function
Organization and Management

The purpose of this course is to help you develop a critical understanding of the major theories of organizational behaviour. This course serves as the conceptual foundation for such disciplines as human resources management, industrial relations, and managerial skills development. This course examines the behaviour of individuals and groups in organizations. To focus on the micro (individual) and mezzo (group) levels of analysis while introducing the macro (organizational level).

Course topics include:

  • Fundamental understanding of behaviour of individuals, groups and organizational units
  • Individual and organizational effectiveness and performance
  • Group dynamics and team effectiveness
  • Conflict Management
  • Change Management
  • Valuing diversity
  • Organizational culture and values
  • Communication
Human Resources Planning

In today's highly competitive and strategic focused business environments, Human Resources practitioners are often called upon to analyze and forecast human resources requirements and to design and develop human resources plans, programs, and policies for their organizations.

Course topics include:

  • Aligning Human Resources Planning with organizational strategy
  • Strategic Management
  • Environmental Influences on Human Resources Management
  • Evaluation of HR Programs and Policies
  • Job Analysis
  • HR Forecasting Process - linkages between HR plan and labour market
  • Role of the Human Resources Information System in HR forecasting
  • Information Technology for HR planning
  • Succession Management
  • Downsizing and Restructuring
  • Mergers and Acquisitions

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Occupational Health and Safety

In many organizations health and safety is the responsibility of the Human Resources (HR) function. This course will identify the link with occupational health and safety and human resources management. Human Resource professionals need to be knowledgeable about current occupational health and safety regulations, equipment/process safety, behavioral aspects of safety, and ways to prevent and minimize hazards in the workplace. This course examines occupational health and safety as it relates to economic, legal, technical and moral issues in order to create and implement safe and healthy workplaces.   

This course is designed to help students get an adequate understanding of the Occupational Health and Safety Act (OHSA) and its Regulations, as well as preparing competent human resources professionals with practical tools used by industry's health and safety professionals today.

Course Learning Outcomes:

  • Discuss the Health and Safety Movement and its influence on workplace safety today 
  • Define the Occupational Health and Safety Act (OHSA) and its Regulations
  • Explore ways to prevent and minimize chemical / biological and physical hazards in the workplace
  • Examine mechanical hazards and machine safeguarding requirements
  • Conduct hazard analysis and risk assessments to ensure occupational health and safety best practices
  • Learn how to conduct accident investigations, accident reporting processes, and accident root-cause analysis methods
  • Recognize workplace violence and harassment and utilize conflict resolution strategies to resolve workplace violence and harassment as per the Occupational Health and Safety Act

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Elective Courses

You must complete one elective course in order to meet the academic requirements for the diploma. Electives may include an online degree-credit course or a face-to-face continuing education course. 

Participants may take two courses from another institution that can be used toward the diploma requirements or 50% (5 courses) from approved University of Guelph undergraduate courses. To have outside courses considered, a written request asking for a transfer of credit needs to be sent to the Manager, Program Development along with an official transcript sent directly from the academic institution.

The following online courses may be taken as electives:

EDRD*2020DE - Interpersonal Communication

This course introduces to dyadic and small-group communication. The focus is on communication style and effectiveness with attention to verbal and nonverbal communication, listening behaviour and conflict.

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HROB*2010DE - Foundations of Leadership
Using an integrated approach to studying leadership, this foundation course covers history, evolving theories, models, and research both from a theoretical point of view and practical application. This course will use a seminar style with applied workshops, class discussions, guest speakers, and student participation. Students will prepare elements of a skills portfolio and a research paper.
POLS*2250DE - Public Administration and Governance
The course explores, from both practical and theoretical perspectives, planning and implementation of programs and services through government departments and agencies and "alternative" processes and structures, sometimes involving non-governmental actors. The course critically evaluates the changing role of bureaucracy; financial and human resource management; and the evolving concepts of responsibility and accountability.
PSYC*2310DE - Introduction to Social Psychology
The content and research methods of social psychology will be explored. Content includes social perception, attraction, group dynamics, leadership, conflict and cooperation, attitude change, aggression and conformity. 
PSYC*2740DE - Personality
This course is a review of the theory, assessment procedures and research findings pertinent to major personality constructs. Personality research, methodology and design will also be covered.

Careers

As a graduate of the program, there are a variety of sectors where you can enter the HR field--including education, heath care, manufacturing, government, and community development. Positions may include HR Assistant, HR Generalist or Specialist, Payroll Analyst, Compensation and Benefits Specialist, Learning and Development Consultant, Employee Relations Advisor, etc.

Additional Information

If you would like additional information about the Diploma in Human Resources Management, please email the Manager, Continuing Education and Business Development.