HRMT78005
Human Resource Connections |
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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.
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Section I: Administrative Information
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Total hours: 153.0
Credit Value: 0.0
Credit Value Notes: N/A
Effective: Spring/Summer 2019
Prerequisites: N/A
Corequisites: N/A
Equivalents: N/A
Pre/Co/Equiv Notes: N/A |
Program(s):
ACCES Employment Bridging Prog
Program Coordinator(s):
N/A
Course Leader or Contact: N/A
Version: 20190506_01
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.
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Section II: Course Details
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Detailed Description
In this course, students will describe how both human resource management and human resource leadership activities contribute to the execution of the organization's strategic priorities. They will describe the emerging local and global economic, technological, social and cultural trends that influence the practice of human resources in Canada. Students will explore and differentiate the federal and provincial laws that govern the employee/employer relationship and apply their understanding of these laws to determine the impact of these laws on human resources practices, policies and programs including recruitment and selection, onboarding and training, occupational health and safety, diversity, equity and inclusion, compensation, performance management and labour relations. By the end of this course, students will have compared various methods for evaluating the effectiveness of human resource programs and activities.
Program Context
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ACCES Employment Bridging Prog |
Program Coordinator(s):
N/A |
This course is part of the six-week Access Employment program to provide HR Connections to enhance employability.
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Course Critical Performance and Learning Outcomes
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Critical Performance: |
| By the end of this course, students will be able to demonstrate an understanding of how the development and management of human resource practices and programs are influenced by environmental factors and federal and provincial laws
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Learning Outcomes:
To achieve the critical performance, students will have demonstrated the ability to:
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- Explain why both human resource management and human resource leadership are critical to the selection and execution of human resource strategies and programs.
- Analyze the economic, technological, demographic and cultural trends that influence the development of human resource strategies in Canadian businesses
- Describe Canada?s Federal and Provincial (Ontario) legislative systems and the process for the enactment of statutes and regulations.
- Discuss the Charter of Rights and Freedoms and why it is the most important law we have in Canada.
- Explain the role of statute law and common law in the management of human resources.
- Explain the standards, duties, responsibilities and procedures outlined in relevant Federal and Provincial statutes.
- Describe the Ontario Occupational Health and Safety Legislative Framework.
- Identify ways to reduce bias and promote diversity, equity and inclusion.
- Analyze the need for human resource systems and processes that evolve with the organization.
- Describe how knowledge work, AI, VR and adaptive technologies are transforming the role of human resources.
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Evaluation Plan
Students demonstrate their learning in the following ways:
| Evaluation Plan: IN-CLASS
| No Credit. Corporate Training | 100.0% | | Total | 100.0% |
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.
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Provincial Context
The course meets the following Ministry of Colleges and Universities requirements:
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Essential Employability
Skills
Essential Employability Skills emphasized in the course:
- 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.
Prior Learning Assessment and Recognition
PLAR Contact (if course is PLAR-eligible) - Office of the Registrar
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Section III: Topical Outline
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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): N/A
Applicable student group(s): Continuing Educations Students.
Course Details: Module 1: Human Resource Management Human resource management versus human resource leadership External trends (economic, technological, and demographic) and their impact on human resource operations and programs Global trends in human resource management Module 2: The Legal Framework Federal and Provincial legislative systems Division of legislative responsibilities Employers governed by federal and provincial law The Charter of Rights and Freedoms The role of statute law and common law
Module 3: – Employment Law - The Basics Canadian Human Rights Act and Ontario Human Rights Code Canada Labour Code Employment Standards Act Employment Equity Act Pay Equity Act Personal Information Protection and Electronic Documents Act.
Module 4: Occupational Health and Safety Ontario Occupational Health and Safety Legislative Framework Occupational Health and Safety Act Occupational Health and Safety Shared Responsibility Model Accessibility for Ontarians with Disabilities Act - AODA
Module 5: - Diversity, Equity and Inclusion Business case for DEI. Diversity versus inclusion Systemic bias Cultural norms and practices Discrimination and harassment Promoting diversity and inclusion
Module 6: - Labour Relations Business and social unionism Labour Relations Framework Labour Relations Act and the Canada Labour Code Union organizing and certification processes Language (mandatory and voluntary) found in collective agreements Administering the collective agreement
Module 7: - Human Resource Systems and Processes HR metrics Balanced Scorecards Evaluating human resource systems and processes AI, VR and adaptive technologies Human Resource Information and Human Resource Management Systems
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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.
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.
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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