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 2023
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: 20230905_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 explore the essential elements of human resource planning in organizations. They investigate the value of effective human resource planning and its relationship to business and career planning. Students learn the techniques of forecasting, analyzing, and projecting human resource requirements. They examine employee data and systems, job design and analysis, and learn 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:

  1. Outline the steps involved in the development and implementation of human resource plans.
  2. Discuss the role and responsibilities of Human Resources in the planning function and connecting the plan to the success of the organization's strategy.
  3. Describe various strategies that are used by organizations.
  4. Identify those areas of human resources that are impacted by human resources planning.
  5. Identify the components of policy and procedure guidelines that support the HR planning process.
  6. Gather external labor market data and internal organizational data that will impact the HR plan.
  7. Analyze external labor market data and internal organizational data to ascertain its impact on a Human Resources plan.
  8. Discuss effective techniques for succession management.
  9. Develop appropriate strategies to address the over and/or undersupply of critical human resources.
  10. Differentiate between short term and long term responses to the challenges of balancing human resource needs.
  11. Evaluate the effectiveness of an organization's Human Resources planning activities.
  12. 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 Discussions25.0%
 Quizzes 4X5%20.0%
 Short Assignments 4X5%20.0%
 Final Test (Online)35.0%
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.



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:


 

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):
 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:

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

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.


[ Printable Version ]

Copyright © Sheridan College. All rights reserved.