ntroduction

The 'Certificate in Human Resource Management' prepares students for supervisory and midlevel management positions in human resource management and enables employees in public- and private-sector organizations to upgrade their skills with the theory and practical knowledge necessary to advance to a higher level.

Professional HR managers are needed with the skills to plan for, hire, train, manage, retain, and develop tomorrow's workforce. They must be involved in the strategic planning process, handle legal and ethical issues, manage complex finances, serve as in-house consultants on organizational behaviour, and act as change managers.

Duration

This 10 module course, addresses the functional areas of human resources. Each module requires 30 hours of face-to-face lectures. Students may also enrol in individual courses without applying for the certificate. The certificate provides evidence of specialized educational achievement and is appropriate for those who already have an undergraduate (and/or graduate) degree as well as those who do not.

Syllabus

HRM 101 Human Resource Management
This course examines the fundamentals policies and administration of HRM. Major tasks of procedures and developing, maintaining and utilizing an effective team are studied. Students are introduced to international human resource management. Topics include human resource planning and the recruitment, selection, development, compensation, and appraisal of employees.

HRM 102 Human Relations in Administration
An examination of the nature, definitions, theories, and aspects of organizational culture. Analysis covers patterns of behaviour and their relationship to organizational culture, especially the impact of the organization’s business on employee behaviour and culture. Skill areas include leadership, motivation, communications, group dynamics, organizational development, management by objectives, and stress and time management. Students learn techniques for becoming more effective managers, subordinates, peers and persons. Students are introduced to the international aspects of human relations.

HRM103 Employee and Labour Relations
A study of the development and methods of organized groups in industry: reference to the settlement of labour disputes. Labour unions and employer associations involved in arbitration, mediation, and conciliation are analyzed from an economic as well as a legal standpoint. Topics include collective bargaining, trade agreements, strikes, boycotts, lockouts, company unions, employee representation, and injunctions.

HRM104 Total Rewards Compensation Management
This course covers the development and administration of compensation and benefit programs for organizations. Topics include building and communicating a total rewards strategy, compensation fundamentals, the analysis and documentation of a job analysis, linking pay to performance, employee motivation, and performance appraisal. Strategies such as incentive cash and/or stock compensation programs, employee ownership, benefits and non monetary rewards are discussed and evaluated. The interrelationships among compensation, motivation, performance appraisal, and performance within the organization are examined. Discussion also covers the design and implementation and operation of a total rewards program, including organizational compatibility.

HRM105 Organizational Behaviour
This module explore the relationship of behavioural theory to management practice while developing conceptual, diagnostic, and personal skills for dealing with human interaction in complex organizations. Emphasis is placed on leadership, group dynamics, inter- group dynamics, organizational structure and design, change, culture, power and politics, environment and technology and organizational behaviour in an international context.

HRM106 Human Resource Strategy and Development
This course provides an in-depth examination of human resource strategy and development. Students will gain an understanding of the importance of sound HR practices and the integral role they play in achieving organizational success. Students will examine the environment of HR management; the challenges of staffing organizations, locally and internationally; the relationship of a learning organization to training and development; the role compensation and benefit strategies play in motivating the developing employee; and the concerns and issues related to employee and labour relations.

HRM107 Organizational Change and Development
This module analyses the key concepts and theories in organizational behaviour and organizational development, with a focus on the student's development of the diagnostic skills necessary to effectively manage organizational change. Also deals with specific issues such as downsizing.

HRM108 Legal and Ethical Issues in Human Resources
Students will be given a conceptual and functional analysis of the legal framework and principles of industrial and employment relations. This course addresses employment laws, selected immigration laws, affirmative action, sexual harassment, and other issues of gender and racial/ethnic equity. Also deals with business ethics issues as they relate to HR.

HRM109 Employee Training and Development
This module examines employee training and human resource development in various organizations. Topics include the development, administration, and evaluation of training programs; employee development; career development; and organizational change. Issues in employee development (including assessment of employee competencies, opportunities for learning and growth, and the roles of managers in employee development) are explored.

HRM110 Stress Management in Organizations
Business emphasis on productivity has brought about changing nature of work and stress in organizations. We will explore the causes of stress and methods of managing stress in organizational settings. Topics include interactions, performance objectives, social structure, job characteristics, and other factors causing stress in organizations. Consideration is given to political climate, pressure to achieve, interpersonal conflict, and time pressures. Discussion covers practical approaches to reduce stress at work.