Current
Academic Calendar
2024/25
Academic Calendar 2024/25
Business, Industry, Sales, and Communication
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English language proficiency requirements Students registering in post-secondary level courses (numbered 100 to 499) will be required to meet the English language entrance proficiency requirements. Students in ELS or the University Foundations programs can register in those courses identified in the University Foundations program with lower levels of language proficiency. |
Please note that not all courses are offered every semester.
0 credits
Strategic Human Resources Management
Prerequisite(s): None
Corequisite(s): None.
Pre- or corequisite(s): None.
This course provides you with an introduction to the strategic role of human resources within today’s business environment. It clearly defines what it takes to align human resources with the organization’s business strategy, create a human resources plan, align HR functions with this plan, and successfully manage the human resources function. The content also includes an introduction to key human resources functions within organizations. You will develop an understanding of how to better position human resources as a strategic and influential partner within your business.
0 credits
Increasing Employee Engagment
Prerequisite(s): None
Corequisite(s): None.
Pre- or corequisite(s): None.
This module introduces participants to human resources best practices for organizational effectiveness and employee engagement. The content is designed to provide participants with relevant content and tools to help them enhance employee engagement within their organization, departments, and work teams.
0 credits
Managing Employee Performance
Prerequisite(s): None
Corequisite(s): None.
Pre- or corequisite(s): None.
This course will provide you with the key elements for designing and implementing an effective performance management process within your organization. The content will include the evaluation of your current performance review process, the identification of required changes for more effective employee performance measurement, performance feedback, the design of a performance appraisal form that can be immediately applied within your organization, advice on handling performance issues, and the foundational elements for conducting annual performance reviews.
0 credits
Employee Development and Training
Prerequisite(s): None
Corequisite(s): None.
Pre- or corequisite(s): None.
Effective organizations require knowledgeable and skilled employees. These high-performing employees possess the competencies to perform their current roles and responsibilities and as well as a level of competency for career advancement within the organization. This module will introduce you to current learning approaches and talent management strategies for the development of your employees. The content will include an introduction to corporate and individual training needs assessment, “on-boarding” and orientation approaches, succession planning, and training program design. You will leave with a format for your overall corporate training plan.
0 credits
HR Policies and Procedures: The Basics
Prerequisite(s): None
Corequisite(s): None.
Pre- or corequisite(s): None.
A policy is a formal statement of a principle or rule that members of an organization must follow. A procedure tells members of an organization how to carry out or implement a policy. Policy is the “what” and procedure is the “how to”. This course will focus on the development of essential human resources guidelines – why do you do it and how to create HR policies and procedures that are useful, practical, and easy to understand. We will also discuss how to best communicate policy to employees.
0 credits
Handling HR issues
Prerequisite(s): None
Corequisite(s): None.
Pre- or corequisite(s): None.
This module will introduce and discuss common situations and issues faced by human resources practitioners. Using real-life case studies at the organization, department, and individual level you will analyze the situation, discuss the implications, and receive guidance on handling these situations.
0 credits
Introduction to Labour Relations
Prerequisite(s): None
Corequisite(s): None.
Pre- or corequisite(s): None.
This module introduces the basics of current labour relations legislation in BC, how to interpret this legislation, and the impact of LR legislation on workplace practices.
0 credits
B.C. Employment Law
Prerequisite(s): None
Corequisite(s): None.
Pre- or corequisite(s): None.
This module introduces the basics of key employment law in BC including the Employment Standards Act, Human Rights Code, and the Personal Information Protection Act (PIPA). The content will address how to interpret this legislation, the impact of employment legislation on workplace practices, and how to handle key employment issues impacted by this legislation.
0 credits
Workplace Health and Safety
Prerequisite(s): None
Corequisite(s): None.
Pre- or corequisite(s): None.
Employers have legal responsibilities to ensure the health and safety of workers and to provide their workers with the information, instruction, and training necessary to fulfill these responsibilities. This module will review the responsibilities of employers and examine legal accountability arising from the Workers’ Compensation Act and Occupational Health and Safety Regulations. Participants will learn the role of human resources in supporting health and safety activities and strategies for improving workplace safety thereby reducing the company’s potential legal liabilities.
0 credits
Designing Employee Orientation Programs
Prerequisite(s): None
Corequisite(s): None.
Pre- or corequisite(s): None.
Effective “on-boarding” is an investment in employee retention, morale, and productivity. However, all too often employees receive a poor orientation or no orientation at all. This module will provide an outline for a professional and formalized orientation program that will set the stage for effective and focused employee performance. Learn proven techniques and current research for designing and implementing an orientation program that engages new employees early in the employment relationship.
0 credits
Measuring HR's Impact
Prerequisite(s): None
Corequisite(s): None.
Pre- or corequisite(s): None.
Measuring the effectiveness and efficiency of the human resources (HR) function is one of the best ways to increase HR’s relevance to the company and prove the business impact of proposed HR initiatives or programs. This course focuses on introducing a common set of HR metrics, including formulas and descriptions. You will review the list and identify those metrics that best fit your organization. You will also learn the benefits of comparing your company’s metrics to external benchmarking data.
0 credits
Management and Team Building Skills
Prerequisite(s): None
Corequisite(s): None.
Pre- or corequisite(s): None.
Participants will explore the basic principles of working with small groups. Group member roles, the process of group formation, group dynamics, and group problem solving are also explored in this course.
0 credits
Delegating, Motivating and Giving Feedback
Prerequisite(s): None
Corequisite(s): None.
Pre- or corequisite(s): None.
Participants will identify and examine the concepts of and connections between motivation and delegation as well develop an action plan for dealing with them effectively. In addition, participants will explore the nature of feedback and develop a practical approach to the feedback process.
0 credits
Leadership and Managing Change
Prerequisite(s): None
Corequisite(s): None.
Pre- or corequisite(s): None.
Workplace change can create tension. So learn methods of addressing employees’ emotions as you manage the process of change, and how to apply steps to communicating change to employees and deal with employee resistance.
0 credits
Leadership Skills Inventory
Prerequisite(s): None
Corequisite(s): None.
Pre- or corequisite(s): None.
Although there are common traits that define good managers there is not a cookie-cutter mold. Being authentic as a leader is a quality that is outstanding. This workshop will allow you to gain an understanding of who you are and how that affects your leadership style. Topics of self-discovery will include personality inventories, self-esteem, beliefs, values, goals, and stress management. You will discover what type of leader you are and what type of position best suits you. Understanding yourself will lead to freedom to be who you are as a manager.
Last updated: May 14, 2024