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Courses - January 2023

Level 1

Course Details

Organizational Effectiveness
BUS8560

Description:

Organizational effectiveness examines the behaviour 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.

  • Hours: 42
  • Credits: 3
  • Pre-Requisites:
  • CoRequisites:

Conestoga 101
CON0101

Description:

This self-directed course focuses on introducing new students to the supports, services, and opportunities available at Conestoga College. By the end of this course, students will understand the academic expectations of the Conestoga learning environment, as well as the supports available to ensure their academic success. Students will also be able to identify on-campus services that support their health and wellness, and explore ways to get actively involved in the Conestoga community through co-curricular learning opportunities.

  • Hours: 1
  • Credits: 0
  • Pre-Requisites:
  • CoRequisites:

Employment Law
HRM8310

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.

  • Hours: 42
  • Credits: 3
  • Pre-Requisites:
  • CoRequisites:

Capstone I (Organizational Consulting Skills)
HRM8320

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.

  • Hours: 42
  • Credits: 3
  • Pre-Requisites:
  • CoRequisites:

Strategic Workforce Planning and Talent Management
HRM8390

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.

  • Hours: 56
  • Credits: 4
  • Pre-Requisites:
  • CoRequisites:

Information Management and Social Media
INFO8080

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.

  • Hours: 42
  • Credits: 3
  • Pre-Requisites:
  • CoRequisites:

Accounting and Financial Management
MGMT8500

Description:

This course is designed to provide business managers with knowledge of Financial and Managerial Accounting required to support decision making. This course introduces business managers to quantitative and qualitative techniques and to communication strategies that enable reporting findings in an engaging and professional manner. Additionally, they are introduced to the essential functions including cost behaviour, budgeting, the interpretation of financial information and the effective communication of operational and financial strategies.

  • Hours: 42
  • Credits: 3
  • Pre-Requisites:
  • CoRequisites:

Occupational Health, Safety and Wellness
OHS8150

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.

  • Hours: 56
  • Credits: 4
  • Pre-Requisites:
  • CoRequisites:

Level 2

Course Details

Co-op and Career Preparation
CEPR8200

Description:

This series of modules will prepare graduate certificate students for job searching for their co-op work terms with the guidance of a Co-op Advisor. Students will familiarize themselves with the co-operative education policies and procedures and will learn the expectations, rules, and regulations that apply in the workplace regarding social, organizational, ethical, and safety issues while deepening their awareness of self- reflective practices. Students will critically reflect on their skills, attitudes, and expectations and evaluate available opportunities in the workplace. Successful completion of these modules is a requirement for co-op eligibility.

  • Hours: 14
  • Credits: 1
  • Pre-Requisites:
  • CoRequisites:

Organizational Learning
HRM8330

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.

  • Hours: 56
  • Credits: 4
  • Pre-Requisites:
  • CoRequisites:

Human Resources Business Strategy
HRM8340

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.

  • Hours: 42
  • Credits: 3
  • Pre-Requisites:
  • CoRequisites:

Total Rewards
HRM8350

Description:

This course focuses 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.

  • Hours: 56
  • Credits: 4
  • Pre-Requisites:
  • CoRequisites:

Labour and Employee Relations
HRM8360

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.

  • Hours: 42
  • Credits: 3
  • Pre-Requisites:
  • CoRequisites:

Capstone II (Organizational Consulting Project)
HRM8370

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 and role plays (rehearsed and impromptu) to actively improve student’s presentation and communication skills. Students receive weekly coaching to improve their communication effectiveness, project management, and consulting skills in preparation for their capstone report and client presentation.

  • Hours: 42
  • Credits: 3
  • Pre-Requisites: HRM8320
  • CoRequisites:

Human Resources Management Analysis
HRM8410

Description:

The primary focus in this course is to offer the HRM student an in-depth view into the world of the HRM 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.

  • Hours: 42
  • Credits: 3
  • Pre-Requisites:
  • CoRequisites:

Human Resources Data Analytics
MGMT8520

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.

  • Hours: 42
  • Credits: 3
  • Pre-Requisites: MGMT8500 OR MGMT8501
  • CoRequisites:

Level 3

Course Details

Co-op Work Term (HRM)
COOP8010

Description:

This co-op work term will provide students with college-approved work experience in an authentic, professionally relevant work environment. Students will be provided the opportunity to connect theory and practice by leveraging their academic knowledge to develop specialized vocational skills. The practical applications of this work term will promote students’ awareness of key concepts and terminology in their field, improve their competencies in problem-solving and decision-making, further their application of professional judgement, hone their leadership skills (independently or as part of team), and enhance their capacity to critically analyze and reflect on their demonstrated abilities in the workplace.

  • Hours: 420
  • Credits: 14
  • Pre-Requisites: CDEV8200 OR CEPR8200
  • CoRequisites:

Program outcomes

  1. Contribute to the development, implementation, and evaluation of employee recruitment, selection, and retention plans and processes.
  2. Administer and contribute to the design and evaluation of the performance management program.
  3. Develop, implement, and evaluate employee orientation, training, and development programs.
  4. Facilitate and support effective employee and labour relations in both non- union and union environments.
  5. Research and support the development and communication of the organization’s total compensation plan.
  6. Collaborate with others, in the development, implementation, and evaluation of organizational health and safety policies and practices.
  7. Research and analyze information needs and apply current and emerging information technologies to support the human resources function.
  8. Develop, implement, and evaluate organizational development strategies aimed at promoting organizational effectiveness.
  9. Present and evaluate communication messages and processes related to the human resources function of the organization.
  10. Manage own professional development and provide leadership to others in the achievement of ongoing competence in human resources professional practice.
  11. Facilitate and communicate the human resources component of the organization’s business plan.
  12. Conduct research, produce reports, and recommend changes in human resources practices.