Business Menu
Human Resource Major/Minor
The Human Resource Management (HRM) Major is a challenging program that prepares students to become more effective managers and leaders. HRM professionals, are the "employee relations" specialists in an organization, managing employee planning, recruitment, selection, compensation, training and development, health and safety, and evaluation. They are also active in labour relations taking the lead in union contract negotiations, grievance handling, including mediation and arbitration, and all other employee-related legal matters such as wrongful dismal, personal harassment, or privacy.
Upon graduation, more and more students are deciding to earn their Chartered Professionals in Human Resources (CPHR) designation reflecting the rising level of professionalism in the field. After acquiring some needed work experience, students will be well prepared to complete a graduate degree in either human resource management or labour relations on the path to a position in senior management or to pursue a career in teaching and research at the college or university level. Earning a law degree with a specialization in labour law is also an option.
For those students wanting only an exposure to HRM, an HRM Minor is also available.
Learning objectives
Upon completion of this program, students are able to:
- Depict the psychological influences of individual, group, and organizational interaction on unit performance.
- Recommend policies and procedures to manage an organization’s workers including; resource planning, recruitment and selection, socialization and deployment, and retention.
- Describe provincial and federal labour relations legislation in Canada as a basis for supporting unionized and non-union organizations.
- Apply legal principles and statute law relating to the employer-employee relationship to hiring, compensation, workplace practices, performance measurement, disciplinary and termination decisions.
- Explain how organizational strategy, legal compliance, and business ethics are pillars for all human resource programs and practices.
- Develop reward systems to attract, motivate and retain workers, both individually and collectively in groups and teams.
- Determine employee training needs through a comparison of their skills with their role requirements.
- Apply learning theory fundamentals to assist organizations in designing appropriate training and development methods.
- Discuss how organizational structure and the integration of human resource systems and metrics contribute to organizational effectiveness.
- Formulate plans to improve organizational effectiveness and deal successfully with change.
- Recommend ways to support a safe and healthy workplace environment.
- Apply human resource management principles in a professional capacity.
Major requirements
ORGB 3810 Organizational Theory and Design (3,0,0) ORGB 3810 Organizational Theory and Design (3,0,0)Credits: 3 credits Students explore the theory and application of organizing in complex workplace environments. Various conceptual tools and theoretical frameworks are utilized to systematically investigate organizing processes and contexts and solve practical problems. Topics include organizations and organization theory; organizational stakeholders; the external environment; organizational structure and design; organizational culture; decision making; conflict, power and politics; and organizational change and transformation.
|
HRMN 3830 Human Resource Planning and Staffing (3,0,0) HRMN 3830 Human Resource Planning and Staffing (3,0,0)Credits: 3 credits Students examine the policies and procedures for the planning, acquisition, deployment, and retention of a workforce of sufficient size and quality to allow an organization to attain its strategic goals. Topics include the strategic importance of staffing; the staffing environment; human resource planning; job analysis and design; recruitment; applicant screening; employee testing; interviews; references; decision making; employment contracts; methods of evaluating the hiring process; deployment; and retention.
|
HRMN 3840 Labour Relations (3,0,0) HRMN 3840 Labour Relations (3,0,0)Credits: 3 credits In this course, students examine the different aspects of union–management relations focusing on the Canadian experience. Topics include the characteristics of the Canadian labour relations environment, the legal framework that affects labour relations and workplaces; the history, origin and structure of unions in Canada; union organizing and union philosophy; collective bargaining; strikes and lockouts; third-party interventions; and dispute resolution methods. Through applied learning activities and assessments, students will be able to, understand, critically analyze and apply collective bargaining processes and dispute resolution methods. Students will also be introduced to Indigenous perspectives on work and unionization and comparisons to international labour relations.
|
BLAW 3920 Employment Law (3,0,0) BLAW 3920 Employment Law (3,0,0)Credits: 3 credits Students investigate the legal principles and law relating to the individual employer-employee relationship and how its influences business decision-making. Topics include an overview of the legal framework; common law issues in employment; the unionized workplace; Canada Labour Code; the employment contract; employment standards legislation; human rights in the workplace; occupational health and safety; workers compensation; workplace privacy; navigating the employment relationship; resignation and retirement; dismissal with cause; dismissal without cause; and post-employment obligations.
|
HRMN 4830 Total Rewards (3,0,0) HRMN 4830 Total Rewards (3,0,0)Credits: 3 credits Students develop an understanding of the different rewards systems available to employers to attract, motivate and retain a sufficient number of qualified employees. The topics include the components of total rewards; the rewards environment; motivational theories and rewards; rewards strategies; types of compensation; non-monetary rewards; and rewards and performance management, attraction, and retention.
|
HRMN 4840 Organizational Learning, Training and Development (3,0,0) HRMN 4840 Organizational Learning, Training and Development (3,0,0)Credits: 3 credits Students examine the educational activities provided by organizations to enhance the current performance of individuals or groups of employees and instill a commitment to continuous improvement and advancement. They study how organizations can become more adaptive by learning from their experiences and reacting more quickly to environmental change. Topics include organization learning; training and development; learning and motivation; needs analysis; training design, methods, and delivery; transfer of training; training evaluation; and cost and benefits of training programs.
|
ORGB 4870 Organizational Development and Change (3,0,0) ORGB 4870 Organizational Development and Change (3,0,0)Credits: 3 credits In today's business environment, a human resource practitioner must be a skilled change manager. Students learn to become agents for change, to improve human resources and organizational effectiveness, and to increase productivity. Topics include an introduction to organizational development; change process; organizational change and human resource management; organizational assessments; assessment tools and techniques; organizational interventions; human resource management interventions; and human resource metrics.
|
HRMN 4890 Human Resource Strategy and Professional Practice (3,0,0) HRMN 4890 Human Resource Strategy and Professional Practice (3,0,0)Credits: 3 credits Students examine a selection of contemporary issues in human resource management. Topics include occupational health and safety, human resource information management, and professional practice.
|
Minor requirements
| At least four of: | |
ORGB 3810 Organizational Theory and Design (3,0,0) ORGB 3810 Organizational Theory and Design (3,0,0)Credits: 3 credits Students explore the theory and application of organizing in complex workplace environments. Various conceptual tools and theoretical frameworks are utilized to systematically investigate organizing processes and contexts and solve practical problems. Topics include organizations and organization theory; organizational stakeholders; the external environment; organizational structure and design; organizational culture; decision making; conflict, power and politics; and organizational change and transformation.
| |
HRMN 3830 Human Resource Planning and Staffing (3,0,0) HRMN 3830 Human Resource Planning and Staffing (3,0,0)Credits: 3 credits Students examine the policies and procedures for the planning, acquisition, deployment, and retention of a workforce of sufficient size and quality to allow an organization to attain its strategic goals. Topics include the strategic importance of staffing; the staffing environment; human resource planning; job analysis and design; recruitment; applicant screening; employee testing; interviews; references; decision making; employment contracts; methods of evaluating the hiring process; deployment; and retention.
| |
HRMN 3840 Labour Relations (3,0,0) HRMN 3840 Labour Relations (3,0,0)Credits: 3 credits In this course, students examine the different aspects of union–management relations focusing on the Canadian experience. Topics include the characteristics of the Canadian labour relations environment, the legal framework that affects labour relations and workplaces; the history, origin and structure of unions in Canada; union organizing and union philosophy; collective bargaining; strikes and lockouts; third-party interventions; and dispute resolution methods. Through applied learning activities and assessments, students will be able to, understand, critically analyze and apply collective bargaining processes and dispute resolution methods. Students will also be introduced to Indigenous perspectives on work and unionization and comparisons to international labour relations.
| |
BLAW 3920 Employment Law (3,0,0) BLAW 3920 Employment Law (3,0,0)Credits: 3 credits Students investigate the legal principles and law relating to the individual employer-employee relationship and how its influences business decision-making. Topics include an overview of the legal framework; common law issues in employment; the unionized workplace; Canada Labour Code; the employment contract; employment standards legislation; human rights in the workplace; occupational health and safety; workers compensation; workplace privacy; navigating the employment relationship; resignation and retirement; dismissal with cause; dismissal without cause; and post-employment obligations.
| |
HRMN 4830 Total Rewards (3,0,0) HRMN 4830 Total Rewards (3,0,0)Credits: 3 credits Students develop an understanding of the different rewards systems available to employers to attract, motivate and retain a sufficient number of qualified employees. The topics include the components of total rewards; the rewards environment; motivational theories and rewards; rewards strategies; types of compensation; non-monetary rewards; and rewards and performance management, attraction, and retention.
| |
HRMN 4840 Organizational Learning, Training and Development (3,0,0) HRMN 4840 Organizational Learning, Training and Development (3,0,0)Credits: 3 credits Students examine the educational activities provided by organizations to enhance the current performance of individuals or groups of employees and instill a commitment to continuous improvement and advancement. They study how organizations can become more adaptive by learning from their experiences and reacting more quickly to environmental change. Topics include organization learning; training and development; learning and motivation; needs analysis; training design, methods, and delivery; transfer of training; training evaluation; and cost and benefits of training programs.
| |
ORGB 4870 Organizational Development and Change (3,0,0) ORGB 4870 Organizational Development and Change (3,0,0)Credits: 3 credits In today's business environment, a human resource practitioner must be a skilled change manager. Students learn to become agents for change, to improve human resources and organizational effectiveness, and to increase productivity. Topics include an introduction to organizational development; change process; organizational change and human resource management; organizational assessments; assessment tools and techniques; organizational interventions; human resource management interventions; and human resource metrics.
| |
HRMN 4890 Human Resource Strategy and Professional Practice (3,0,0) HRMN 4890 Human Resource Strategy and Professional Practice (3,0,0)Credits: 3 credits Students examine a selection of contemporary issues in human resource management. Topics include occupational health and safety, human resource information management, and professional practice.
| |
TRU Gaglardi social media
LinkedIn Facebook Twitter Instagram
