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Courses - January 2026

Level 1

Course details

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:

Organizational Consulting Change
HRM8470

Description:

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

Description:

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

Description:

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

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

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 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

Description:

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

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:

Human Resources Management Consulting
HRM8500

Description:

This course is designed to equip students with the knowledge and skills needed to excel in the dynamic field of human resources consulting. 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. Students will practice their communication effectiveness, project management, and consulting skills.

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

Human Resources Data and People Analytics
MGMT8575

Description:

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:

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.