Human Resource Management

Transcription

1 Human Resource Management Red Deer College Certificate Program Program Overview: This program is designed to provide Human Resource Professionals with a strategic and coherent approach to the management of any organization s most valuable assets the people working there who individually and collectively contribute to the specific objectives of the business. To earn the certificate, students must successfully complete the six core courses (90 hrs) plus 60 hours of optional courses. The optional courses provide you with an opportunity to choose specialized topic areas in human resource management. The program is designed to be completed in a two- year period; however, the certificate can be earned in as little as a year. RDC will offer both core and optional courses that would meet the requirements to earn a certificate within one year. Human Resource Management Certificate Audience If you currently work or aspire to a career in the human resource sector, or are working as a manager or supervisor involved in hiring, managing and motivating employees, this program will enhance your skill set. This certificate provides opportunities to look at and discuss the opportunities, challenges and issues of today s work environment. The Human Resource certificate is intended to cultivate a greater understanding and effective strategic thinking as it relates to the Human Resource field. Completion of the Human Resource Management Certificate may qualify you for advancement or an entry- level position in Human Resources. Course Delivery: The program is delivered through instructor- led seminars in an easy to understand and friendly manner. Course manuals and PowerPoint presentations are provided. Completion of all six core courses and 60 hours of optional courses is required for completion of the certificate program. Core Courses: Organizational Learning Development and Training Employee Relations Total Compensation Organization Effectiveness and Staffing 1

2 Workplace Health & Safety Human Resources Information Management Each core course is 15 hours. Optional Courses: Human Resource Basics (15 hours) Diversity Management (15 hours) Accounting for Non- Accountants (14 hours) Building Great Teams (15 hours) Payroll Compliance Legislation (39 hours) Labour Relations (7 hours) Employee Engagement (15 hours) Project Management Overview (14 hours) Introduction to Accounting and Finance (14 hours) Introduction to Marketing (14hours) Introduction Business Planning (14hours) Textbook: Belcourt, M., Bohlander, G. & Snell, S. (2008). Managing Human Resources. (7th Edition). Canada: Nelson, a division of Thomson Canada Limited. 2

3 Course Descriptions: CORE COURSES Organizational Training and Development Continuous learning, career development and training for improved performance are key elements of an organization s successful HR strategy. Discover how to integrate performance measurement, coaching and development policies and programs, and training initiatives to achieve overall organizational effectiveness. Applying Performance Management to a Plan Helping the Coaching Process Developing Policies Effective Training Employee Relations Develop your understanding of the essentials of employment legislation and its impact on the work environment. You will learn to identify when and how to research, then develop and implement policies and procedures in your organization. Employment Standards Canadian Human Rights Act Employment Equity HR Policies Total Compensation Explore how to integrate the total compensation package, including remuneration, benefits and pension, with the organization s overall goals. Gain a broad understanding of the employment environment and the statutory framework within which the organization operates. Total Compensation Strategy Internal Equity, Job Analysis and Job Evaluation External Equity, Establishing Base and Variable Pay Benefits Pensions Organization Effectiveness and Staffing Understand how the company s vision and goals impact HR strategy and direction. This course will provide an overview of all of the key components of HR and how they tie together to support the people plan of the organization. Gain an understanding of organizational design development, performance management, development programs, workforce planning, recruitment and change management. 3

4 The attributes of fundamental personal skills, including core leadership attributes of trust, coaching, feedback and facilitation Stages of Change Teamwork - leading effective teams in the workplace. Roles and Responsibilities of Hiring Workplace Health & Safety This course provides an introduction to Workplace Health, Safety, Employee Wellness and Workers Compensation with emphasis on identifying key areas in each field. You will be presented with best practices information on subjects and will review typical workplace health hazards and issues (e.g. smoke free environment, violence in the workplace, scent- free environment, ergonomics, chemical hazards, indoor air- quality and addictions). Discover how to recognize hazards, analyze risk to the health and safety of employees and determine appropriate preventative measures. You will further discover how to establish a Health and Safety Program in order to achieve overall organizational effectiveness. Learn the Labour Standards Managing as a Leader Implementation and Coordination Human Resources Information Management A key component of working within the function of HR is to understand how to access, store and manipulate HR data to achieve strategic corporate objectives. In particular, this course will cover the options used for storing employee data, and corporate data relevant to employee performance in general. An exploration of some of the Canadian Privacy Legislation and other existing governance standards will be explored. A further focus will be put on the Human Resource Information Systems, and what is needed for their effective use and protection. Theory of managing information Examples of effective management and how they benefit Communicating effectively using tools OPTIONAL COURSES Human Resource Basics To be an effective manager requires a fundamental understanding and basic skill development in the human resources area. Key components of a manager s role and main topics covered in this course include: an appreciation and basic understanding of legislation affecting employees, knowledge and skills regarding the recruitment/selection process, the training/development area, and managing day- to- day performance, including ongoing coaching and reviewing team members performance. Diversity Management Diversity management is based on the idea that diversity opens up alternative ways of perceiving, thinking and acting and thus enriches the life of the organization. Globalization, advancements in technology and 4

5 competition have moved diversity management from an equal opportunity initiative to a strategically driven business necessity. Learn how diversity is a source of creativity and innovation that can give your organization the competitive advantage. Accounting for Non- Accountants This two- day workshop covers the basics of accounting and financial systems for business. Using a series of hands- on and simulation exercises, you will be given a basic understanding of accounting systems used in a business and learn how to read and analyse financial statements using common ratios to determine business performance. This course is ideal for the businessperson who wants to gain a better understanding of their financial records. Building Great Teams This course gives managers and senior staff what they need to build their work groups into cohesive, high- performing teams, including 15 proven team- building tools. You will use the Strength Deployment Inventory to develop clarity and insight about what motivates people when things are going well and in times of conflict. You will also receive a textbook that is full of practical ideas for getting the best from groups. If you are responsible for getting results, this course is for you! Payroll Compliance Payroll Compliance Legislation is the first course in the PCP program. Complete Payroll Compliance Legislation and you will be able to: Describe payroll s objectives and stakeholders Identify an employer/employee relationship Apply federal and provincial legislation to payroll including: The Canada Pension Plan, The Employment Insurance Act, The Income Tax Act, Employment Standards legislation, Worker s Compensation Acts and Quebec- specific legislation Communicate the payroll compliance requirements to various stakeholders Labour Relations Labour Relations is the study and practice of managing unionized employment situations. This course teaches you the strategies for dealing with certification, collective bargaining, interpretation and administration of collective agreements and resolution of grievances. Employee Engagement Gallup research based on more than 1.5 million employees has identified 12 dimensions that contribute to great workplaces. Managers and supervisors need to keep their eye on these dimensions, measure how their workplace is doing and co- create strategies towards continuous improvement. As a part of this, they need to have solid skills in building employee engagement through strong relationships with individuals and groups of employees. In addition to exploring the dimensions of employee engagement, this course will introduce a Communications Intentions Model designed to enhance managers, supervisors and peers ability to build relationships within their organization, towards fostering higher levels of employee engagement. The importance of building employee engagement through strong relationships 5

6 Measuring how a workplace is achieving employee engagement Recognize and evaluate communication style Analyze the impact of a variety of variables such as age, gender, culture and personality in an organization and in today s work environment Program Project Management Overview Ensure the success of your next project with this comprehensive course, designed to familiarize you with the overall project management process. Discover how to implement sophisticated project management concepts, techniques and tools. Introduction to Accounting and Finance This seminar provides a comprehensive overview of how finance impacts supply management. Basic terminology used in finance and accounting are defined. Learn how to read financial statements and understand how decisions are taken. You will be introduced to using key ratios to interpret financial information and principles of accounting and budgeting. Gain an understanding of how supply management practitioners make a business case for an investment and evaluate investment opportunities. Introduction to Marketing Learn the role and purpose of marketing with a special emphasis on how marketing affects supply management. The differences between marketing and sales, marketing products and services as well as B2B and B2C marketing will be addressed. Key topics include market research, understanding your competition, market segmentation and market selection. The marketing mix (product, pricing, place and promotion) and strategies for market leaders and market followers will also be outlined Introduction Business Planning Every department has a critical role to play in delivering an organization s strategy. This seminar provides an overview of strategic planning in an organization and the basic elements of a strategic analysis (SWOT). The Porter 5- forces model for analyzing the competitive environment will be introduced. Topics include critical success factors, strategic maps and company positioning, and strategic models (low- cost, differentiation, niche). Learn how to develop a strategic plan in a supply management role and the linkages between the strategic plan and a budget. Admission Requirements: There are no pre- requisites or specific admission requirements for this program. However, it is expected that students will have some experience working in Human Resources. Prior Learning/Approved Equivalencies: If you have completed a course that you believe is equivalent, apply directly to the RDC Program Coordinator for an assessment of the course. A maximum of three courses can be accepted as Prior Learning Assessment towards the certificate. 6

7 Attendance Requirements: You must obtain a minimum of 80% attendance in each of the instructor led classes for both the core and optional courses to be eligible for a passing grade. Failure to meet this attendance requirement will result in being ineligible to receive the Human Resource Certificate. Evaluation Method: You must acquire a successful grade in all six core courses as well as 60 hours of approved optional courses. A successful grade is based on the completion of the learning assessment criteria in each course as stated in the course outline and achieving the stated attendance requirements. Transcripts: As per the Red Deer College grading policy, percentage grades will be converted to the grade of S (satisfactory) or U (unsatisfactory) for non- credit career development programs. Certificate: Once you have successfully completed the required courses, you can apply to receive your certificate by completing the parchment application form which is available online or by contacting the School of Continuing Education ( ). Registration Information: You may register for each course in one of the following ways: Online at education In person at the Registrar's Office: Monday - Friday, 8:30 am to 4:30 pm; Thursday, 8:30 am to 6:00 pm By telephone: We accept Visa, Mastercard, American Express, Cheques (sorry, no post- dated cheques) and Cash *Course fees are due at the time of registration Refund policy: Full refunds are available if the School of Continuing Education cancels the course. If you must cancel from a course, please notify us at least two business days before the course begins and we will attempt to accommodate you into another course or issue you a refund less a $30 cancellation fee. Registration cancellations within two days of the course start date will not be eligible for a refund. 7