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View our Virtual tourCourses - September 2024
Level 1
Course details
Conestoga 101
CON0101
- Hours: 1
- Credits: 0
- Pre-Requisites:
- CoRequisites:
Employment Law
HRM8310
- Hours: 42
- Credits: 3
- Pre-Requisites:
- CoRequisites:
Organizational Consulting Change
HRM8470
The focus of this course is developing structured problem-solving, communication (written and verbal), influencing, critical thinking, and project management skills; all within an ethical framework. Students will explore the dynamics of the relationship between organizational and change management strategies, describing the HR professional's role in planning and managing effective change. 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.
- Hours: 56
- Credits: 4
- Pre-Requisites:
- CoRequisites:
Strategic Recruitment and Selection
HRM8480
Strategic recruitment and selection is a matter of anticipating the need for human capital and then developing a 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:
Human Resources Information Systems
HRM8490
Human Resource Information Systems (HRIS) play a fundamental role in reporting and analyzing information within most organizations. Depending on the size of the organization HRIS 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, with a focus on SAP in particular. Students will gain an understanding of how HRIS systems 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.
- Hours: 42
- Credits: 3
- Pre-Requisites:
- CoRequisites:
Accounting and Financial Management
MGMT8500
- Hours: 42
- Credits: 3
- Pre-Requisites:
- CoRequisites:
Occupational Health, Safety and Wellness
OHS8150
- Hours: 56
- Credits: 4
- Pre-Requisites:
- CoRequisites:
Level 2
Course details
Organizational Learning
HRM8330
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 for 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
In today's ever evolving world of business, Human Resource Practitioners are now, more than ever, expected to demonstrate their value by actively partnering with business leaders to ensure that people practices are aligned to and help to advance organizational objectives. Through the application of theory, business models and functional frameworks, students will learn ways in which to practically demonstrate how they can be conduits to creating diverse, high performing and corporately social responsible organizations, with impact both in domestic and in international environments.
- Hours: 42
- Credits: 3
- Pre-Requisites:
- CoRequisites:
Total Rewards
HRM8350
- Hours: 56
- Credits: 4
- Pre-Requisites:
- CoRequisites:
Labour and Employee Relations
HRM8360
- Hours: 42
- Credits: 3
- Pre-Requisites:
- CoRequisites:
Human Resources Management Consulting
HRM8500
This course offers students the opportunity to apply their knowledge of HRM functions and specialties as a consultant within the context of a real-world organization. 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. Students apply their learning to further hone their consulting competencies in support of the consulting project initiated in the previous semester. Students are exposed to proven tools, templates and planning checklists as well as strategies to effectively guide clients and other stakeholders through the end-to-end consulting process.
- Hours: 56
- Credits: 4
- Pre-Requisites:
- CoRequisites:
Human Resources Data and People Analytics
MGMT8575
In the era of big data, organizations are collecting an enormous amount of information, and we are only beginning to grasp the ways in which this information might be used. This course explores the emerging field of people analytics and introduces you to the theories, techniques and tools involved in using people analytics to inform strategic decision making in Human Resources and entire organizations. We will explore strategies and tools for collecting quality data and will utilize Microsoft Excel and other tools to effectively evaluate and analyze organizational data to aid in strategic and timely decision making. You will also learn how to effectively present visual data and use insights to craft the accompanying narrative. In addition, we will discuss the ethical aspects of workforce data analytics and strategies to ensure organizations are utilizing credible, unbiased data.
- Hours: 56
- Credits: 4
- Pre-Requisites:
- CoRequisites:
Level 1
Course details
Conestoga 101
CON0101
- Hours: 1
- Credits: 0
- Pre-Requisites:
- CoRequisites:
Employment Law
HRM8310
- Hours: 42
- Credits: 3
- Pre-Requisites:
- CoRequisites:
Organizational Consulting Change
HRM8470
The focus of this course is developing structured problem-solving, communication (written and verbal), influencing, critical thinking, and project management skills; all within an ethical framework. Students will explore the dynamics of the relationship between organizational and change management strategies, describing the HR professional's role in planning and managing effective change. 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.
- Hours: 56
- Credits: 4
- Pre-Requisites:
- CoRequisites:
Strategic Recruitment and Selection
HRM8480
Strategic recruitment and selection is a matter of anticipating the need for human capital and then developing a 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:
Human Resources Information Systems
HRM8490
Human Resource Information Systems (HRIS) play a fundamental role in reporting and analyzing information within most organizations. Depending on the size of the organization HRIS 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, with a focus on SAP in particular. Students will gain an understanding of how HRIS systems 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.
- Hours: 42
- Credits: 3
- Pre-Requisites:
- CoRequisites:
Accounting and Financial Management
MGMT8500
- Hours: 42
- Credits: 3
- Pre-Requisites:
- CoRequisites:
Occupational Health, Safety and Wellness
OHS8150
- Hours: 56
- Credits: 4
- Pre-Requisites:
- CoRequisites:
Level 2
Course details
Co-op and Career Preparation
CEPR8200
- Hours: 14
- Credits: 1
- Pre-Requisites:
- CoRequisites:
Organizational Learning
HRM8330
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 for 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
In today's ever evolving world of business, Human Resource Practitioners are now, more than ever, expected to demonstrate their value by actively partnering with business leaders to ensure that people practices are aligned to and help to advance organizational objectives. Through the application of theory, business models and functional frameworks, students will learn ways in which to practically demonstrate how they can be conduits to creating diverse, high performing and corporately social responsible organizations, with impact both in domestic and in international environments.
- Hours: 42
- Credits: 3
- Pre-Requisites:
- CoRequisites:
Total Rewards
HRM8350
- Hours: 56
- Credits: 4
- Pre-Requisites:
- CoRequisites:
Labour and Employee Relations
HRM8360
- Hours: 42
- Credits: 3
- Pre-Requisites:
- CoRequisites:
Human Resources Management Consulting
HRM8500
This course offers students the opportunity to apply their knowledge of HRM functions and specialties as a consultant within the context of a real-world organization. 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. Students apply their learning to further hone their consulting competencies in support of the consulting project initiated in the previous semester. Students are exposed to proven tools, templates and planning checklists as well as strategies to effectively guide clients and other stakeholders through the end-to-end consulting process.
- Hours: 56
- Credits: 4
- Pre-Requisites:
- CoRequisites:
Human Resources Data and People Analytics
MGMT8575
In the era of big data, organizations are collecting an enormous amount of information, and we are only beginning to grasp the ways in which this information might be used. This course explores the emerging field of people analytics and introduces you to the theories, techniques and tools involved in using people analytics to inform strategic decision making in Human Resources and entire organizations. We will explore strategies and tools for collecting quality data and will utilize Microsoft Excel and other tools to effectively evaluate and analyze organizational data to aid in strategic and timely decision making. You will also learn how to effectively present visual data and use insights to craft the accompanying narrative. In addition, we will discuss the ethical aspects of workforce data analytics and strategies to ensure organizations are utilizing credible, unbiased data.
- Hours: 56
- Credits: 4
- Pre-Requisites:
- CoRequisites:
Level 3
Course details
Co-op Work Term (HRM)
COOP8010
- Hours: 420
- Credits: 14
- Pre-Requisites: CDEV8200 OR CEPR8200
- CoRequisites:
Program outcomes
- 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.
- Facilitate and communicate the human resources component of the organization’s business plan.
- Conduct research, produce reports, and recommend changes in human resources practices.