Human Resources Management (Optional Co-op)
- Ontario College Graduate Certificate
- College Code:
- Business and Hospitality
- Program Code:
- Accelerated Delivery:
- DO, GU, BR
- Academic Year:
- 2017 / 2018
Notice:Doon and Guelph Campus students in this program are required to bring a mobile device that meets minimum specified requirements.
About the ProgramIn an increasingly complex working environment, the services of a competent human resources professional are highly valued. Thriving organizations employ these practitioners to manage their most important resource: the people who make things happen.
Students interested in the co-operative education program will apply during the first semester of the program. The co-op process is competitive.
Courses in this program are based on the Human Resource Professionals Association (HRPA) competency framework and meet the academic requirements for the HRPA designation.
Program InformationLength: One-year Ontario College Graduate Certificate program
Brantford - September/2017 - Fall | Winter | Spring/Summer
Doon (Kitchener) - September/2017 - Fall | Winter | Spring/Summer
Doon (Kitchener) - January/2018 - Winter | Spring/Summer | Fall
Doon (Kitchener) - May/2018 - Spring/Summer | Fall | Winter
Guelph - September/2017 - Fall | Winter | Spring/Summer
Location: Doon (Kitchener), Guelph and Brantford
Start: September, January and May
First-Year Capacity: Doon(Kitchener) 50 (Sept.), 30 (Jan.), 30 (May), Guelph 25, Brantford 25. First semester is non co-op. There are limited seats available for co-op in the second semester.
- A two- or three-year diploma or a degree from an accredited college or university
Note re: Admission Requirements
- Applicants possessing degrees/diplomas from institutions where the language of instruction was not English will be required to provide test scores as evidence of their English language proficiency. Test scores, if required, would be a minimum of TOEFL iBT 88; IELTS 6.5 with no bands less than 6.0; CAEL 70 with no sub-test band scores less than 60; PTE Academic 58; Conestoga English Language Test (CELT) Band 6; or equivalent scores in other recognized standard tests of English.
- We offer a language program for students whose English language skills are below the standard required for admission but all other admission criteria have been met. An applicant will be eligible for admission to the graduate certificate program after completion of level 4 of the General Arts and Science - English Language Studies (ELS) program with an overall grade average of 80% and no grade less than 75%. Placement in the ELS program is determined by scores on an in-house English language test or TOEFL or IELTS.
Applying to the Co-op Stream
- All applicants apply to the non co-op program. Students will be informed of the application deadline and process. To be considered for admission to the co-op option, students are required to achieve a minimum overall GPA of 3.75 (80% average) with no dropped or failed courses during the term that occurs two terms prior to the co-op work term.
- Applicants will be considered for the co-op stream based on their academic performance, resume and interview. Labour market conditions determine co-op seats in optional co-op programs. Every student who meets academic eligibility requirements may not be admitted to the co-op stream.
- Should a student's academic performance decline considerably during the term just prior to any work term, the college reserves the right to withdraw the student from the upcoming work term.
- Final selection is made following a review of post-secondary background.
- Proficiency in word processing, spreadsheet and internet browser software in a Windows environment is recommended.
- Doon and Guelph campus students in this program are required to bring a mobile device that meets minimum specified requirements.
- Delivered during the day with supplemental materials provided. Mandatory group work required. Note: Students must be self-directed learners.
Tuition & Fees
Tuition fee details for the 2017-2018 year are listed below. Books and supplies are additional.
Financial AssistanceThe Ontario Student Assistance Program (OSAP) is a needs-based program designed to help Ontario students cover the cost of post-secondary education. Funded by the federal and provincial governments, OSAP is intended to promote equality of opportunity for post-secondary studies through direct financial assistance for educational costs and living expenses. These interest-free loans are intended to supplement your financial resources and those of your family. The majority of students apply for loan assistance via the OSAP website. Students can also print the application booklet through the OSAP website.
For more information, please visit Financial Services/Awards.
- Co-op programs add value to your education. Earn while you apply what you learn in a real workplace environment. See the Co-op webpages for more details.
- The College cannot guarantee co-op employment. All co-op students are required to conduct an independent co-op job search in addition to the supports and services provided by the Department of Co-op Education.
- Students are responsible for their own transportation and associated costs in order to complete work term requirements. Work locations may not always be readily accessible by public transportation.
Graduate OpportunitiesGraduates are prepared for entry-level to mid-level management positions with human resource departments, community organizations, private practices, learning institutions, government departments and consulting firms.
On average, 96% of the graduates from the last three years (2013 to 2015) found employment within six months of graduation.
For more details on related occupations, job market information and career opportunities, see the Government of Canada website: http://www.workingincanada.gc.ca
Pathways & Credit TransferConestoga pathways enable students to build on their academic achievements in order to earn a degree or additional credential. Pathways are formed through agreements between Conestoga programs or partner institutions. View the transfer agreement opportunities for this program.
Often applicants have earned credits from another college or university that may allow a student to be granted advanced standing or exemption. Learn more about credit transfer opportunities at Conestoga.
Prior Learning Assessment and Recognition (PLAR)Conestoga recognizes prior learning of skills, knowledge or competencies that have been acquired through employment, formal and informal education, non-formal learning or other life experiences. Prior learning must be measurable at the required academic level and meet Conestoga standards of achievement for current courses. Challenge exams and portfolio development are the primary methods of assessment. Other methods of assessment may be available depending upon the nature of the course objectives. Successful completion of the assessment results in an official course credit that will be recorded on the student's Conestoga transcript. PLAR cannot be used by registered Conestoga students for the clearance of academic deficiencies, to improve grades or to obtain admission into a program.
Learn more about PLAR.
|Course Code||Course Title and Description|
Description: Organizational effectiveness examines the behavior of individuals and teams and spans topics including the design of management systems and structures to enable business strategy through the development of key performance indicators, targets and benchmarks. Theories relating to conflict and motivation in the workplace will guide students in their identification and application of models that address issues and challenges relating to both. In addition, students will address organizational culture, productivity, employee engagement and leadership in the context of the human resources function. Students will explore the dynamics of the relationship between organizational and change management strategies. Students will describe the role the HR professional plays in the planning and managing of organizational change to ensure organizational effectiveness.
Description: Students will cover, in detail, aspects of current legislation affecting human resource management including: Human Rights Code, Employment Standards Act, the Charter of Rights and Freedoms, and certain aspects of labour relations laws. This course will provide a fundamental working knowledge of employment oriented law. Differences in the laws between federal and provincial jurisdictions will be explored with a primary focus on Ontario. Students will be provided with an opportunity to explore employment issues, opportunities and constraints arising from current applications of these laws. Students will review employment contracts, independent contractors, non-traditional workplaces, wrongful dismissal, constructive dismissal, wrongful hiring, negligence, pay equity, employment equity, vicarious liability, just cause termination and progressive discipline. Students will develop an understanding of the role of the Human Resources Department in ensuring legal compliance, anticipating issues, and preparing appropriate files and documentation, including assessing the strength of a case, giving evidence and preparing for a legal challenge.
|HRM8320||Capstone I (Organizational Consulting Skills)
Description: This course exposes students to the consulting engagement life cycle including hands-on consulting skills practice. Formal discussion of various consulting tools will be augmented by mini-cases and real-life consulting engagements. The emphasis in the course focuses on structured problem-solving skills, communication, and influencing skills. Students will learn how to use communication techniques to better understand their client's needs and preferences and the ethical issues consultants face. The course is designed around the various phases of a typical consulting framework and engagement approach.
|HRM8390||Strategic Workforce Planning and Talent Management
Description: Talent management is a matter of anticipating the need for human capital and then developing a workforce plan to achieve it. The function exists to support an organization's overall strategic objectives. This course provides an in-depth look at the supply and demand of labour and the principles and techniques involved with the staffing function, including advertising, recruitment, selection, orientation and succession planning. Students will be introduced to a series of workforce planning tools to accurately assess an organizations talent situation considering current economic and demographic influences.
|INFO8080||Information Management and Social Media
Description: Information technology plays a fundamental role in reporting and analyzing information within most organizations. Depending on the size of the organization human resources information systems help to automate, enable and support training, payroll, HR, compliance and talent management related activities. This course provides an overview of various computerized systems available to Human Resources professionals. Students will gain an understanding of how Human Resource Information Systems (HRIS) can be used to increase the effectiveness of human resources in an organization and how it can help human resources in becoming a strategic business partner. Students will also explore social media strategy for HR professionals, the main social media channels currently in use by HR professionals, and the roles and value of each. The social media and digital technologies landscape are evolving and it is essential that HR professionals learn how to navigate this 2.0 world and its technologies.
|MGMT8500||Data Analytics and Financial Management I
Description: HR practitioners partner with business leaders to drive business performance by delivering competitive advantage through people. This course equips HR professionals with the competencies to research, interpret, and report on organizational people metrics in order to improve talent decisions and the organization as a whole. This course introduces the HR professional to quantitative and qualitative techniques and to communication strategies that enable reporting findings in an engaging and professional manner. Additionally, human resources practitioners are introduced to the essential HR financial functions including financial management, the interpretation of financial information and the effective communication of operational and financial strategies tied to people and organizational effectiveness.
|OHS8150||Organizational Health, Safety and Wellness
Description: This course explores the importance of creating a healthy and safe workplace culture because high performance organizations recognize the connection between employee health, safety, productivity and benefit insurance costs. As part of an organization's overall risk management, students will design, implement and evaluate effective health promotion strategies and programs. Students will also focus on the requirements of creating a safe workplace environment through the interpretation and application of the Occupational Health and Safety Act (OHSA) and related safety legislation including WHMIS/GHS. Students will explore issues from an occupational hygiene perspective and will develop skills in managing health complaints, conducting meetings and assessing allegations of "unsafe work."
|CDEV1020||Co-op and Career Preparation
Description: This mandatory course prepares students for job searching for their co-op work terms and for post-graduate careers. Students will reflect on their skills, attitudes, and expectations and evaluate and interpret available opportunities in the workplace. Self-marketing techniques using resumes, cover letters, cold-calls, and interviewing will be learned and students will learn the expectations, rules, and regulations that apply in the workplace with regards to social, organizational, ethical, and safety issues while developing an awareness of self-reflective practice.
|HRM8130||Human Resources Management
Description: The primary focus in this introductory course is to offer the student an in depth view into the world of the Human Resource (HR) Management functions and each of its specialties. The course emphasis is on the skills and techniques utilized by HR professionals in each of their specialty areas, and how they are related to the organization's overall strategy and objectives.
Description: This course provides a foundation on how to optimize the ability of the organization, teams, and individuals to acquire and use new competencies. Through the identification of opportunities of learning the student will understand a learning culture and how to build one. This course highlights the importance of encouraging learning that enhances individual, team, and organizational effectiveness while ensuring that developed employee competencies align with the organizational strategy. The merits of mentoring and coaching in a learning organization will be studied.
|HRM8340||Human Resources Business Strategy
Description: Strategic human resources is a business discipline and as such human resources professionals are required to align human resources objectives with organizational strategic management processes. In order to add value and positively impact organizational performance, human resources professionals need to understand both external and internal factors influencing organizational strategy and requirements. The course emphasizes practical activities, ranging from assessment of the global economic environment and organizational culture to the analysis of competencies and the implementation of human resource decisions, creation of high performance work systems, succession planning, diversity management, and international HRM.
Description: This course focusses on management of rewards within an organization in a manner that maximally supports the execution of organizational strategy. It will focus on creating equitable compensation solutions for various types of organizations, and ensuring that the rewards structures maintain compliance with any legal requirements including Pay Equity. Students will be given the opportunity to conduct job evaluations and evaluate the fairness of different types of rewards programs. They will study the theory and tools to solve compensation issues that are facing organizations today.
|HRM8360||Labour and Employee Relations
Description: Human Resources is charged with the responsibility of managing relationships between employer and employee. Union-management relations can be complex and require knowledge on collaboration between the parties. In this course Students address legislation, collective agreements and polices that govern a management-union relationship. Negotiation is a critical skill to an HR professional and students will be given an opportunity to develop their skills. Diversity Management and inclusiveness is also covered.
|HRM8370||Capstone II (Organizational Consulting Project)
Description: Students apply their learning from Capstone I to further hone their consulting competencies in preparation for their capstone project. Students are exposed to proven tools, templates and planning checklists as well as tips to effectively guide clients and other stakeholders through the end to end consulting process. This course incorporates skills for effective proposal writing and creating and producing effective client presentations. The course uses a blend of interactive techniques including brief presentations, role plays (rehearsed and impromptu), and critique and feedback of individual videotaped performances to actively improve student's presentation and communication skills. Students receive a plan of action for improving their communication effectiveness in preparation for their capstone project client presentation.
|MGMT8520||Data Analytics and Financial Management II
Description: This course continues from the Data Analytics and Financial Management I course. The fundaments in the level one course will be enhanced and further developed. As well, this course focuses on the role of audits in the HR function.
|COOP8010||Co-op Work Term (HRM)
Description: This course will provide students with college-approved work experience in a Human Resource Management environment. It will increase the student's understanding of employer expectations with regards to attitudinal, practical, and academic skills. These skill areas will be improved during the work term while the student responsibly performs the duties as defined in the job description, in accordance with course and program outcomes. Student development will be evaluated during and at the conclusion of the work experience.
- Facilitate and communicate the human resources component of the organization's business plan.
- Contribute to the development, implementation, and evaluation of employee recruitment, selection, and retention plans and processes.
- Administer and contribute to the design and evaluation of the performance management program.
- Develop, implement, and evaluate employee orientation, training, and development programs.
- Facilitate and support effective employee and labour relations in both non-union and union environments.
- Research and support the development and communication of the organization's total compensation plan.
- Collaborate with others, in the development, implementation, and evaluation of organizational health and safety policies and practices.
- Research and analyze information needs and apply current and emerging information technologies to support the human resources function.
- Develop, implement, and evaluate organizational development strategies aimed at promoting organizational effectiveness.
- Present and evaluate communication messages and processes related to the human resources function of the organization.
- Manage own professional development and provide leadership to others in the achievement of ongoing competence in human resources professional practice.
- Conduct research, produce reports, and recommend changes in human resources practices
Program Advisory CommitteesThe College appoints Program Advisory Committee members for diploma, degree, certificate and apprenticeship programs. Committees are composed of employers, practitioners and recent program graduates. College representatives (students, faculty, and administrators) are resource persons. Each committee advises the Board on the development of new programs, the monitoring of existing programs and community acceptance of programs.
For a list of the current members, please visit our Program Advisory Committees.
Apply NowDomestic students should apply online at www.ontariocolleges.ca or by phone at 1-888-892-2228.
60 Corporate Court
Canada N1G 5J3
Detailed steps on the application process may help you to apply.
International students should apply online using a Conestoga College International Application Form. Please note: not all programs are open to international students. Interested students should check the listing of open programs on our international students web page before applying.
The College reserves the right to alter information including requirements and fees and to cancel at any time a program, course, or program major or option; to change the location and/or term in which a program or course is offered; to change the program curriculum as necessary to meet current competencies in the job market or for budgetary reasons; or to withdraw an offer of admission both prior to and after its acceptance by an applicant or student because of insufficient applications or registrations, over-acceptance of offers of admission, budgetary constraints, or for other such reasons. In the event the College exercises such a right, the College’s sole liability will be the return of monies paid by the applicant or student to the College.
Students actively registered in cohort delivered programs who take longer than the designed program length of time to complete their studies are accountable for completing any new or additional courses that may result due to changes in the program of study. Unless otherwise stated, students registered in non-cohort delivered programs must complete the program of study within seven years of being admitted to the program.