This course focuses on the development of emotional intelligence and intercultural awareness, knowledge and skills, necessary to communicate and interact effectively with a variety of individuals and groups in organizations. By focusing on self-awareness and an increased understanding of others, the course will assist the learner to explore the relationship between values, beliefs, perspectives and effective interactions. They will further their development of interpersonal skills that contribute to effective functioning in organizational settings. Students will assess their human relations strengths and weaknesses and identify opportunities to substantially increase individual contribution to the organization and achieve higher levels of personal fulfillment in their careers and lives.

Level: UG

Prerequisite(s): 30 credits from courses at the 1100 level or higher

Organizational analysis assesses an organization’s operating model to understand how external elements influence it, and how internal elements work together so the organization may reach desired levels of performance. It enables management to identify and evaluate areas of strength, weakness, and opportunities to leverage the organization’s resource base supported by human resources planning initiatives strategically aligned to generate value for stakeholders. Understand how to develop, link, and implement performance management structures at various organizational levels.

Level: UG

Prerequisite(s): 30 credits from courses at the 1100 level or higher, including BUSI 1250 and ECON 1250.

Co-requisite(s): BUSI 2405

Students will study the concepts of selecting, managing and leveraging the applications of Human Resource Information technologies to support the delivery of efficient and effective HR services. Students will also develop an understanding of the role and importance of HR analytics by being introduced to the concepts and the business application of human resources data, metrics, analyses and reporting techniques to support HR decision-making. Students will apply the course concepts to develop their knowledge and skills through the use of exercises and projects involving cases or simulated organizational situations. Note: MS Excel proficiency is recommended prior to enrolling in this course.

Level: UG

Prerequisite(s): 45 credits from courses at the 1100 level or higher, including BUSI 2405 and HRMT 2500

Students will research, review and apply the applicable statutes and common law regulating the employment relationship. This course will address the employment relationship, employment contracts, the duties of the employer and employee, and termination of the relationship, which includes the law of wrongful dismissal. Students will focus on the B.C. statutes and regulations that affect the employment relationship including: the Employment Standards Act, Human Rights Code, Workers Compensation Act, the Labour Relations Code, and appropriate privacy legislation.

Level: UG

Prerequisite(s): 45 credits from courses at the 1100 level or higher, including ENGL 1100, BUSI 1250 and BUSI 2390

Co-requisite(s): CMNS 3000 or ENTR 3000

Students will use the most up-to-date aspects of the current issues and methodologies used in recruiting and selecting employees for organizations as essential components of strategic human resources planning, with an emphasis on their strategic role in enhancing organizational performance. They will deal with contemporary developments and their practical applications related to organization and job analysis, competencies and performance management, employee recruitment, screening and selection, testing, interviewing and related decision making.

Level: UG

Prerequisite(s): 45 credits from courses at 1100 level or higher, must include ENGL 1100, HRMT 2500 and either (a) HRMT 2115 or (b) HRMT 3115

Students will work individually and as a member of a team to: identify strategic organizational practices for Occupational Health and Safety consistent with the organization’s strategy, recognizing equity, diversity and inclusion; improve occupational health and safety practices through the assessment of education and communication needs and the provision of appropriate programs; and analyze program effectiveness and assess accident reports and health outcomes.

Level: UG

Prerequisite(s): HRMT 3125, HRMT 3105 and either (a) HRMT 2115 or (b) HRMT 3115

Students will evaluate and implement a road map to evolving compensation strategy and design. They will use the process a Human Resource practitioner follows in order to analyze and put together an effective compensation program according to current best practices, focusing on performance-based approaches to compensation that help create programs that support an organization's broad-based strategic needs while recognizing equity, diversity and inclusion issues. Students will review job analysis, job evaluation, compensation surveys, contingency-based compensation plans, executive compensation packages, productivity measurements and the use of technology in managing compensation programs in the course. Note: MS Excel proficiency is recommended prior to enrolling in this course.

Level: UG

Prerequisite(s): All of: (a) HRMT 3135 and (b) ENTR 3120 or ACCT 3380 or ENTR 3170

Co-requisite(s): HRMT 3105

Students will use best professional practices focusing on the management of training and development as a critical investment in an organization's human resources capital. They will demonstrate processes centered around the roles and responsibilities of Human Resource Development professionals, a model of training, the importance of needs analysis, strategic goal setting, program design, on and off-the-job training methodologies, transfer of training, training evaluation and costing, the diversity of training programs, as well as the management development process.

Level: UG

Prerequisite(s): HRMT 3135

This is an introduction to the practice of Canadian labour and employee relations focusing specifically on collective agreement administration and support/preparation for collective bargaining. It will address practical applications and skills building in areas of: contract and statute interpretation; grievance handling and arbitration preparation; management of employee relations issues and the employer and union/employee relationship; and collective bargaining research, preparation and costing. There is an emphasis on building skills that will enable graduates to succeed in emerging practitioner roles and assist them in preparing for the CPHR certification including: forming and defending arguments, facilitating dispute resolution, conducting effective investigations, costing employer benefit and collective agreement matters, researching and presenting issues, especially briefings of senior staff.

Level: UG

Prerequisite(s): HRMT 3145 and HRMT 3255

Research and address the nature of changes on work, their impact on organizations, and how organizations need to develop and may adapt to change. Building the competencies with regards to critical systems thinking, participants will examine the strategies and techniques used by organizational development practitioners to develop and implement strategically aligned OD interventions to increase an organization’s capabilities and capacities. Participants will apply concepts relating to change leadership and management at the individual, group and team, intergroup, and at the organizational level.

Level: UG

Prerequisite(s): One of the following: ENTR 3100, ENTR 3150, ECON 3150 or ECON 2350

Co-requisite(s): HRMT 3265

HR professionals are both consultants and leaders in organizations - whether they are working inside an organization or as an external expert. In this course, students learn what it is to be a leader in HR and will develop practiced consulting skills, and techniques, to deliver value to individuals, organizations and communities. Students will develop an understanding of, and practice, the skills required to effectively partner with external and internal clients. Emphasis will be placed on the ever present opportunity to demonstrate leadership regardless of the professional's formal role in Human Resources.

Level: UG

Prerequisite(s): 90 credits from courses at the 1100 level or higher, must include HRMT 3265

Students will manage, design, prepare and present a comprehensive Human Resource Management project that will meet the requirements of a client organization. Students will synthesize developmental, leadership and application experiences to analyze factors internal and external to an organization and provide strategic recommendations based on an organization’s human capital; develop strategic human resource plans in concert with the organization’s strategic plan; and implement plans to address gaps in an organization’s capabilities in order to carry out strategic plans. They will also design strategic staffing processes to maintain organizational effectiveness, analyze trends in the organization’s environment and develop appropriate Human Resources responses. Note: HRMT 4125 is recommended prior to enrolling in this course.

Level: UG

Prerequisite(s): HRMT 3125, HRMT 3135, HRMT 3145, HRMT 3255 and HRMT 3265

Co-requisite(s): HRMT 4115 and HRMT 4125

Students will manage, design, prepare and present a comprehensive strategic Human Resource Management project that will meet the requirements of a client/employer organization. Students will synthesize developmental, leadership and application experiences to analyze factors internal and external to an organization and provide strategic recommendations based on an organization’s human capital; develop strategic human resource plans in concert with the organization’s strategic plan; and implement plans to address gaps in an organization’s capabilities in order to carry out strategic plans.

Level: UG

Prerequisite(s): HRMT 3125, HRMT 3135, HRMT 3145, HRMT 3255, HRMT 3265, HRMT 4125, and HRMT 4155

Co-requisite(s): HRMT 4115 and ENTR 4200

This course examines what it means to be a trusted and effective HR partner in today’s organizations. Students explore how ethical judgment, legal compliance, and sound professional standards guide responsible practice. Emphasis is placed on the use of people analytics and emerging technologies to inform evidence-based decisions. The course also introduces external analysis to help students understand the broader organizational environment while safeguarding privacy and professional integrity.

Level: UG

Attribute: F2A3

This course focuses on practical approaches to designing HR strategies that drive business value and prepare organizations for the future of work. Students learn how business models such as Porter’s Five Forces, generic strategies, and SWOT can guide HR strategy development and inform responses to competitive pressures and performance challenges. Financial literacy is developed through the analysis of financial statements, HR budgets, and investment metrics to justify people-related decisions. Emphasis is placed on the application of evidence-based reasoning, evaluation of strategic trade-offs, and the use decision-making models.

Level: UG

Attribute: F2A3

Effective communication is at the heart of every successful HR professional’s work. Explore a variety of HR communications that build trust and reinforce culture while learning to recognize and avoid common communication pitfalls. Students will learn how to craft messages that inform, engage, and inspire within an organizational context. Students will analyze audience and purpose, design clear and consistent messages that align with an organization’s employment brand. Develop persuasive presentation skills to influence and build credibility with diverse stakeholders.

Level: UG

Attribute: F2A3

In this course, students will explore and apply current strategies in talent acquisition, employee retention, and engagement to identify the most effective approaches for attracting top talent. They will examine current trends and real-world practices in workforce planning, employer branding, and job analysis while considering the legal and ethical frameworks shaping today’s workplaces. Emphasis will be placed on evaluating the effectiveness of talent strategies and understanding how technology is transforming the hiring process.

Level: UG

Attribute: F2A3

This course explores the human side of organizations. Students will deepen their understanding of emotional intelligence, team dynamics, conflict, facilitation, and intercultural fluency through experiential learning and self-reflection. By assessing their own relational strengths and areas for growth, students will develop strategies to enhance collaboration, communication, and leadership in diverse organizational settings. The course emphasizes how emotionally intelligent and culturally fluent leaders can foster inclusion, resolve conflict, and build workplaces where everyone can contribute fully.

Level: UG

Attribute: F2A3

Students will examine the key components of a strategically aligned Occupational Health and Safety (OHS) program that supports both organizational goals and legal compliance, including requirements set by WorkSafeBC. Students will evaluate workplace hazards and risks, employee health and wellness initiatives, relevant policies and training, communication strategies, economic considerations, and corporate social responsibility. Students will also assess the effectiveness of OHS programs and propose evidence-based improvements.

Level: UG

Attribute: F2A3

Students will develop the knowledge and skill to make strategic total reward decisions and develop strategically aligned reward systems. They will develop reward strategies that consider motivation theories, compensation, benefits, reinforcement of organizational culture and the employee experience. They will focus on the process for creating total reward programs that support an organization's broad-based strategic needs. Students will review the most advanced thinking in job evaluation, compensation surveys, and direct and in-direct pay plans. They will examine the role of technology in managing rewards programs and their link to performance management. Students will also discuss the legal framework for total rewards in Canada.

Level: UG

Attribute: F2A3

Students will explore best practices in designing and managing talent development as a strategic investment in an organization’s success. They will apply models of learning and development to conduct needs assessments, analyze costs and benefits, and design programs that align with organizational goals and culture. The course examines both on-the-job and off-the-job learning strategies, the integration of technology to enhance learning effectiveness, and the evaluation of outcomes through performance and return-on-investment measures. Students will also develop approaches to foster diversity, equity, and inclusion in learning initiatives, implement performance management strategies to support continuous improvement, and understand how succession planning aligns employee growth with organizational objectives. Coaching and feedback will be emphasized as essential tools for supporting individual development and strengthening organizational performance.

Level: UG

Attribute: F2A3

This course focuses on seeing organizations as dynamic systems—helping leaders recognize interconnections, surface underlying issues, and create changes that strengthen both culture and performance. Students will learn how to guide teams and organizations through growth and transformation using evidence-based approaches and data-driven insights. Through applied learning and reflection, you’ll design strategic interventions that strengthen culture, improve performance, and foster adaptability. By integrating theory with real-world practice, you’ll expand your leadership capacity and be ready to make a positive impact in dynamic, people-centered workplaces.

Level: UG

Attribute: F2A3

Students will manage, design, prepare and present a comprehensive strategic Human Resource Management industry project that will meet the requirements of a client organization. Students will synthesize developmental, leadership and application experiences to analyze factors internal and external to an organization and provide strategic recommendations based on an organization’s human capital; develop strategic human resource plans in concert with the organization’s strategic plan; and implement plans to address gaps in an organization’s capabilities in order to carry out strategic plans.

Level: UG

Prerequisite(s): All of HRMT 5110, 5120, 5150, 5160, 5170

Attribute: F2A9

Students will differentiate between employee and labour relations, examining how each influences HR practices, workplace culture, and organizational strategy within the Canadian legal context. They will apply effective approaches to managing employee issues such as discipline, non-culpable performance, addiction, disability, and harassment while ensuring fairness and compliance. Students will explore the unionization process, collective bargaining strategies, and the development of negotiation proposals that balance organizational goals with stakeholder interests. Through simulations and case analyses, they will practice dispute resolution techniques for both unionized and non-unionized settings, interpret and apply collective agreement language, and prepare grievance responses grounded in legislation and case precedent. The course also examines emerging trends in unionization, the impact of diversity, equity, and inclusion initiatives, and the evolving role of HR in fostering constructive labour-management relationships in Canada.

Level: UG

Attribute: F2A3

In this capstone course, students will design, prepare, and present a comprehensive Strategic Human Resource Management project for a client organization. Through this experience, students will integrate knowledge of leadership, HR strategy, and organizational development to analyze internal and external factors influencing business success. You will develop and justify strategic HR recommendations aligned with the organization’s overall strategic plan and create actionable plans to address talent and capability gaps. By the end of the course, you will demonstrate your ability to apply advanced HRM concepts to real-world challenges and deliver value-driven, evidence-based solutions for organizational success.

Level: UG

Prerequisite(s): All of: HRMT 5100, HRMT 5110, HRMT 5120, HRMT 5130, HRMT 5140, HRMT 5150, HRMT 5160, and HRMT 5170

Co-requisite(s): All of: HRMT 5180 and HRMT 5210

Attribute: F2A3