Sheridan Course Outlines

HRMT70007
Human Resource Planning

I: Administrative Information II: Course Details III: Topical Outline(s) Printable Version

Section I: Administrative Information

Total hours: 42.0
Credit Value: 3.0
Credit Value Notes: N/A
Effective: Fall 2019
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: 20190903_01
Status: Approved (APPR)

Section I Notes: This course is offered in a classroom version and an online version. In the classroom version, there are three hours per week of classroom instruction. The online version is a web-based course offered entirely online through Sheridan and hosted by Sheridan College. Students taking this course will need reliable access to the internet, and should have a basic level of comfort using computers as well as the self- discipline to study online. Students can expect to spend an additional three hours per week for online activities such as postings.

Section II: Course Details

Detailed Description
Gain an understanding of the essential elements of human resource planning in organizations in this course. Understand the value of effective human resource planning and its relationship to business and career planning. Study the techniques of forecasting, analyzing, and projecting human resource requirements. Learn about employee data and systems, job design, and analysis, and how to create action plans. Prerequisite(s): A postsecondary course in Human Resource Administration.

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, students will have demonstrated the ability to identify essential elements of a human resources planning process, based on internal and external factors that impact the organization and are guided by the organization's strategic plan.

Learning Outcomes:

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

Outline the steps involved in the development and implementation of human resource plans.
Discuss the role and responsibilities of Human Resources in the planning function and connecting the plan to the success of the organization's strategy.
Describe various strategies that are used by organizations.
Identify those areas of human resources that are impacted by human resources planning.
Identify the components of policy and procedure guidelines that support the HR planning process.
Gather external labor market data and internal organizational data that will impact the HR plan.
Analyze external labor market data and internal organizational data to ascertain its impact on a Human Resources plan.
Discuss effective techniques for succession management.
Develop appropriate strategies to address the over and/or undersupply of critical human resources.
Differentiate between short term and long term responses to the challenges of balancing human resource needs.
Evaluate the effectiveness of an organization's Human Resources planning activities.
Discuss the various models of change and the importance of organizational change and its impact on organizational and HR planning.

Evaluation Plan
Students demonstrate their learning in the following ways:

Evaluation Plan: ONLINE

	On line Discussions	25.0%
	Quizzes 4X5%	20.0%
	Short Assignments 4X5%	20.0%
	Final Test (Online)	35.0%
	Total	100.0%

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.

Evaluation Plan: IN-CLASS

	Mid Term Test	30.0%
	Assignments - Written/Oral	30.0%
	Final Exam (comprehensive)	40.0%
	Total	100.0%

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 Training, Colleges and Universities requirements:

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):

	Type	Description
Required	Textbook	Strategic Human Resources Planning, Belcourt, M., McBey, Nelson Education Series, 7th Edition, ISBN 978-0-17-679808-6, 2019

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

Strategic Human Resources Planning, - Belcourt, M., McBey, K., - 7th edition, ISBN: 978-0-17-679808-6 Nelson Education Series

Module 1 Orientation and Introduction to the course

Topics: Strategic Management
- A need for strategic human resources management
- Strategic types
- The strategic planning process
- Benefits of strategy formulation

Learning Outcomes: 1, 2, 3
Readings: Chapter 1

Module 2 Aligning HR with Strategy

Topics:
- Strategic HRM and its theories
- Linking HR processes to strategy
- Strategic partnering
- HR strategy differentiation
- Characteristics of an effective HRM strategy

Learning Outcomes: 3, 4
Readings: Chapter 2

Module 3 Environmental Influences on HRM

Topics:
- Environmental scanning sources and methods
- Methods of forecasting
- Challenges in environmental scanning
- Environmental factors
- Stakeholders that influence HR strategy and practices

Learning Outcomes: 6, 7
Readings: Chapter 3

Module 4 The HR Forecasting Process

Topics:
- Forecasting activity categories
- Environmental and organizational factors affecting HR forecasting
- Determining net HR requirements

Learning Outcomes: 10
Readings: Chapter 4

Module 5 The HR Forecasting Process

Topics:
- Forecasting activity categories
- Environmental and organizational factors affecting HR forecasting
- Determining net HR requirements

Learning Outcomes: 10
Readings: Chapter 5

Module 6 Determining HR Demand

Topics:
- Methods of forecasting
- Qualitative forecasting techniques
- HR budgets: Staffing table

Learning Outcomes: 10
Readings: Chapter 6

Module 7 Ascertaining HR Supply

Topics:
- Skills and management inventories
- HR supply and retention programs

Learning Outcomes: 9, 10
Chapter 7

Module 8 Succession Management

Topics:
- Importance of succession management
- Succession management process
- Employee role in succession management
- Managing talent: The HR role

Learning Outcomes: 2, 8
Readings: Chapter 8

Module 9 Change Management

Topics:

- Why is organizational change important?
- Models of organizational change
- The Generic Model of Change
- The Planned Model of Change
- Emergent Change
- Bringing it all together

Learning Outcomes: 3, 12
Readings Chapter 9

Module 10 Downsizing and Restructuring

Topics:
- The downsizing phenomenon
- In placement and outplacement issues
- The survivors of downsizing
- Financial performance and downsizing
- The "new deal" in employment and psychological contract

Learning Outcomes: 3, 9, 10
Readings Chapter 10

Module 11 Strategic International HRM

Topics:
- Key challenges influencing HR practices and processes within an
international context
- Strategic international human resources management
- Key HR Practices and processes within an international context
- Pre assignment training
- Post assignment training
- Labour relations in an international context

Learning Outcomes: 3
Readings: Chapter 11

Module 12 Mergers and Acquisitions

Topics:
- Merger definitions and type
- The urge to merge and its impact
- Cultural issues in mergers
- Human resources in M&As

Learning Outcomes: 3, 10
Readings: Chapter 12

Module 13 Outsourcing

Topics:
- Outsourcing
- The rationale of outsourcing
- Risks and limitations of outsourcing
- Management of outsourcing

Learning Outcomes: 3, 10
Readings: Chapter 13

Module 14 HR Assessments and Analytics

Topics:
- The importance of evaluating HRM
- The 5C model of HRM impact
- How HR contributes to organizational performance
- Approaches to measuring HRM practices
- Challenges in measuring the impact of HRM

Learning Outcomes: 11
Readings: Chapter 14

Sheridan Policies

All Sheridan policies can be viewed on the Sheridan policy website.

Academic Integrity: The principle of academic integrity requires that all work submitted for evaluation and course credit be the original, unassisted work of the student. Cheating or plagiarism including borrowing, copying, purchasing or collaborating on work, except for group projects arranged and approved by the professor, or otherwise submitting work that is not the student's own, violates this principle and will not be tolerated. Students who have any questions regarding whether or not specific circumstances involve a breach of academic integrity are advised to review the Academic Integrity Policy and procedure and/or discuss them with the professor.

Copyright: A majority of the course lectures and materials provided in class and posted in SLATE are protected by copyright. Use of these materials must comply with the Acceptable Use Policy, Use of Copyright Protected Work Policy and Student Code of Conduct. Students may use, copy and share these materials for learning and/or research purposes provided that the use complies with fair dealing or an exception in the Copyright Act. Permission from the rights holder would be necessary otherwise. Please note that it is prohibited to reproduce and/or post a work that is not your own on third-party commercial websites including but not limited to Course Hero or OneNote. It is also prohibited to reproduce and/or post a work that is not your own or your own work with the intent to assist others in cheating on third-party commercial websites including but not limited to Course Hero or OneNote.

Intellectual Property: Sheridan's Intellectual Property Policy generally applies such that students own their own work. Please be advised that students working with external research and/or industry collaborators may be asked to sign agreements that waive or modify their IP rights. Please refer to Sheridan's IP Policy and Procedure.

Respectful Behaviour: Sheridan is committed to provide a learning environment that supports academic achievement by respecting the dignity, self-esteem and fair treatment of every person engaged in the learning process. Behaviour which is inconsistent with this principle will not be tolerated. Details of Sheridan's policy on Harassment and Discrimination, Academic Integrity and other academic policies are available on the Sheridan policy website.

Accessible Learning: Accessible Learning coordinates academic accommodations for students with disabilities. For more information or to register, please see the Accessible Learning website (Statement added September 2016)

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. Any changes to course curriculum and/or assessment shall adhere to approved Sheridan protocol. 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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