HRMT70007
Human Resource Planning
Sheridan
 
  I: Administrative Information   II: Course Details   III: Topical Outline(s)  Printable Version
 

Land Acknowledgement

Sheridan College resides on land that has been, and still is, the traditional territory of several Indigenous nations, including the Anishinaabe, the Haudenosaunee Confederacy, the Wendat, and the Mississaugas of the Credit First Nation. We recognize this territory is covered by the Dish with One Spoon treaty and the Two Row Wampum treaty, which emphasize the importance of joint stewardship, peace, and respectful relationships.

As an institution of higher learning Sheridan embraces the critical role that education must play in facilitating real transformational change. We continue our collective efforts to recognize Canada's colonial history and to take steps to meaningful Truth and Reconciliation.


Section I: Administrative Information
  Total hours: 42.0
Credit Value: 3.0
Credit Value Notes: N/A
Effective: Fall 2024
Prerequisites: HRMT70006
Corequisites: N/A
Equivalents: N/A
Pre/Co/Equiv Notes: HRMT70006 or another postsecondary level HR fundamentals course

Program(s): Human Resource - Certified Hum, Human Resource -Certified Hum, Human Resource Management
Program Coordinator(s): Bruce Goldie
Course Leader or Contact: N/A
Version: 20240903_00
Status: Approved (APPR)

Section I Notes: Access to course materials and assignments will be available on Sheridan's Learning and Teaching Environment (SLATE). Students will need reliable access to a computer and the internet.

 
 
Section II: Course Details

Detailed Description
In this course, students will explore the importance and application of human resource planning to an organization's strategic plan. Students will discover the benefits, barriers, and environmental influences on human resource planning practices. Students will describe the succession management process and the approaches and methods for identifying, assessing and developing high potential employees and managerial talent. The impact of globalization on strategic international human resource management is also discussed. The course addresses change management strategies for various organizational shifts such as downsizing and mergers. Upon completion, students will be able to align human resource strategies with organizational goals. This course meets the Human Resource Planning coursework requirement of the Human Resources Professional Association's (HRPA) Certified Human Resources Professional (CHRP) and Certified Human Resource Leader (CHRL) exams.

Program Context

 
Human Resource - Certified Hum Program Coordinator(s): Bruce Goldie
This is a core course in the Human Resource Sheridan Certificate offered through the Faculty of Continuing and Professional Studies and an approved HRPA equivalent course in the CHRPM program.

Human Resource -Certified Hum Program Coordinator(s): N/A
This is a core course in the Human Resource Sheridan Certificate offered through the Faculty of Continuing and Professional Studies and an approved HRPA equivalent course in the CHRPM program.

Human Resource Management Program Coordinator(s): Bruce Goldie
This is a core course in theHuman Resource SheridanCertificate offered through the Faculty of Continuing and Professional Studies and an approved HRPA equivalent course in the CHRPM program.


Course Critical Performance and Learning Outcomes

  Critical Performance:
By the end of this course, learners will be able to identify essential elements of a human resources planning process, influenced by internal and external factors and an organization's strategic plan.
 
Learning Outcomes:

To achieve the critical performance, students will have demonstrated the ability to:

  1. Discuss how organizational strategies influence human resource planning.
  2. Explain the interconnectivity between organizational strategies, human resource planning and core human resource activities.
  3. Explain the practice of environmental scanning and how environmental influences impact the management of human resources.
  4. Define human resource forecasting and explain the processes for forecasting the demand and ascertaining the supply of human resources.
  5. Describe succession management and its connection to human resource planning and talent development.
  6. Discuss the use of information technology solutions to improve human resource planning.
  7. Explain how change management theory and processes connect with human resource planning and other human resource activities.
  8. Summarize the human resource responsibilities related to mergers and acquisitions, downsizing and outsourcing and the impact on key stakeholders
  9. Summarize the impact of globalization and internationalization on human resource planning and other human resource activities.
  10. Describe the techniques used to evaluate the effectiveness of human resource management activities.

Evaluation Plan
Students demonstrate their learning in the following ways:

 Evaluation Plan: ONLINE
 Discussions (5 @ 4%)20.0%
 Assignments (3 @ 5%; 1 @ 10%)25.0%
 Midterm Exam20.0%
 Final Exam35.0%
Total100.0%

Evaluation Notes and Academic Missed Work Procedure:
TEST AND ASSIGNMENT PROTOCOL The following protocol applies to every course offered by Continuing and Professional Studies. 1. Students are responsible for staying abreast of test dates and times, as well as due dates and any special instructions for submitting assignments and projects as supplied to the class by the instructor. 2. Students must write all tests at the specified date and time. Missed tests, in-class/online activities, assignments and presentations are awarded a mark of zero. The penalty for late submission of written assignments is a loss of 10% per day for up to five business days (excluding Sundays and statutory holidays), after which, a grade of zero is assigned. Business days include any day that the college is open for business, whether the student has scheduled classes that day or not. An extension or make-up opportunity may be approved by the instructor at his or her discretion.



Evaluation Plan: IN-CLASS
 Mid Term Test30.0%
 Assignments - Written/Oral30.0%
 Final Exam (comprehensive)40.0%
Total100.0%

Evaluation Notes and Academic Missed Work Procedure:
Test dates and assignment due dates will be assigned by the instructor in class. Missed tests/exams will receive a grade of "zero" unless arrangements are made with the instructor's approval PRIOR to the testing date. Full participation and attendance is recommended for this course. Students who miss a class are responsible for any information discussed, assigned or distributed in that class period.

Provincial Context
The course meets the following Ministry of Colleges and Universities requirements:


 

Essential Employability Skills
Essential Employability Skills emphasized in the course:

  • Communication Skills - Communicate clearly, concisely and correctly in the written, spoken, visual form that fulfills the purpose and meets the needs of the audience.
  • Communication Skills - Respond to written, spoken, or visual messages in a manner that ensures effective communication.
  • Critical Thinking & Problem Solving - Apply a systematic approach to solve problems.
  • Personal Skills - Manage the use of time and other resources to complete projects.

Prior Learning Assessment and Recognition
PLAR Contact (if course is PLAR-eligible) - Office of the Registrar
Students may apply to receive credit by demonstrating achievement of the course learning outcomes through previous relevant work/life experience, service, self-study and training on the job. This course is eligible for challenge through the following method(s):

  • Challenge Exam
    Notes:  

 
 
Section III: Topical Outline
Some details of this outline may change as a result of circumstances such as weather cancellations, College and student activities, and class timetabling.
Instruction Mode: In-Class
Professor: Multiple Professors
Resource(s):
Course material costs can be found through the Sheridan Bookstore

 TypeDescription
RequiredTextbookStrategic Human Resources Planning, Belcourt, M., McBey, Nelson Education Series, 8th Edition, 2023

Applicable student group(s): Online & InClass Students in the Faculty of Continuing and Professional Studies.
Course Details:

Module 1: Strategic Management   
Impact of human resources on organizational strategies 
Strategy and related processes 
Organizational strategy and human resource planning 
Strategic planning process and benefits  

(Discussion #1 – 4%)

Module 2: Aligning HR and Strategy 
Objectives of human resource planning 
Effective and ineffective human resource planning 
Human resource planning and other human resource activities 
Barriers and approaches to stakeholder relationships

(Assignment #1 – 5%) 

Module 3: Environmental Influences on Human Resource Management    
Environmental scanning and emerging trends 
Environmental influences on human resource planning and practices  
Key stakeholder groups and expectations
 
Module 4: The HR Forecasting Process 
Objectives of human resource forecasting 
Generic human capital and firm-specific human capital 
Succession management monitoring 
Designated employee groups and forecasting 
Forecasting process 

(Assignment #2 – 5%)

Module 5: Determining HR Demand  
Demand forecasting and organizational strategy
Determining demand for human capital 
Quantitative, qualitative and blended methods in forecasting 

Module 6: Ascertaining HR Supply 
Demand and supply forecasting techniques 
Segmented internal human capital 
Advantages and disadvantages of supply modeling 
Substitution and other gap strategies

(Discussion #2 – 4%)

(Midterm Exam – 20%)

Module 7: Succession Management  
Objectives of succession management 
Succession management, replacement planning and management development 
Identifying successful managers 
High potential employees and managerial talent 
Measuring success of a management succession plan 
Employee and human resource roles in the succession management process
(Assignment #3 – 10%) 

Module 8: Information Technology for HR Planning 
Information technology solutions 
Five pillars of Big Data 
IT applications for human resource planning 
Human resource metrics and analytics

(Discussion #3 – 4%) 

Module 9: Change Management  
Change management and organizational planning 
Generic, planned and emergent change 
Planning and implementing change initiatives 
Principles and applications of a learning organization

Module 10: Downsizing and Restructuring 
Consequences of downsizing
Reasons for downsizing 
Artificial intelligence and job loss 
Psychological contract

(Discussion #4 – 4%) 

Module 11: Strategic International Human Resource Management  
Human resource challenges in an international context 
Strategic international human resource management and corporate business strategy 
Effects of globalization and internationalization

(Discussion #5 – 4%) 

Module 12: Mergers and Acquisitions 
Reasons for mergers and acquisitions 
Financial, human and cultural impacts of mergers and acquisitions 
Role of HR in managing effects of mergers

(Assignment #4 – 5%) 

Module 13: Outsourcing 
Reasons for outsourcing 
Consequences of outsourcing human resource functions 
Vendor selection, contract negotiation and service agreement outcomes 

Module 14: HR Assessment and Analytics  
Measurement and evaluation of human resource management activities 
Workforce analytics and the 5C Model of human resource management 
Cost-benefit analysis, utility analysis and auditing techniques 
Metrics used for communication to stakeholders 

(Final Exam – 35%)



Sheridan Policies

It is recommended that students read the following policies in relation to course outlines:

  • Academic Integrity
  • Copyright
  • Intellectual Property
  • Respectful Behaviour
  • Accessible Learning
All Sheridan policies can be viewed on the Sheridan policy website.

Appropriate use of generative Artificial Intelligence tools: In alignment with Sheridan's Academic Integrity Policy, students should consult with their professors and/or refer to evaluation instructions regarding the appropriate use, or prohibition, of generative Artificial Intelligence (AI) tools for coursework. Turnitin AI detection software may be used by faculty members to screen assignment submissions or exams for unauthorized use of artificial intelligence.

Course Outline Changes: The information contained in this Course Outline including but not limited to faculty and program information and course description is subject to change without notice. Nothing in this Course Outline should be viewed as a representation, offer and/or warranty. Students are responsible for reading the Important Notice and Disclaimer which applies to Programs and Courses.


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