Diploma in Human Resources Management

Transcription

1 Diploma in Human Resources Management Looking for a Career in Human Resources? In today s turbulent marketplace the human resources (HR) professional faces many challenges. From winning the battle for human capital to ensuring that the environment, resources, work processes and working conditions contribute to achieve results, human resource professionals play a critical role in developing organizational performance. Managing human resources is vital to the success of modern business and public-sector organizations. Rules, regulations, rights and responsibilities that impact on employer and employee are ever changing. As a human resource professional, your role is to help build, coach, advise and maintain working relationships between employer and employees. You may work for a small company where you will have the responsibility for all areas of human resources or for a large company where you will specialize. Responsibilities may include: staffing, recruitment and selection training and development performance management compensation design & management organizational effectiveness Successful HR professionals master a multidisciplinary set of competencies ranging from interpersonal, team building, coaching, negotiation and consulting skills to leading change, organizational agility and strategic thinking. If you can function under pressure, are persuasive, fair-minded and possess integrity, this may be the career for you. How can a McGill Program prepare you for a career in Human Resources? McGill s Diploma in Human Resources Management program provides an introduction to the disciplines and core practices of human resources management (HRM). This program presents an overview of the specialized functions and some of the current and future issues in the area of HRM. Emphasis is placed on job related skills and knowledge used in the field of human resources throughout the diploma program. If you have completed an undergraduate degree, our Diploma in Human Resources Management will help you launch or reposition your career in the HRM profession. This program is designed to meet the needs of graduates from undergraduate programs who would like to pursue HRM courses as part of their on-going professional development or specifically to increase their opportunities for employment. The Diploma in HRM would normally prepare students for the admission exam to qualify for membership with Quebec s Professional Order for HR professionals, l Ordre des conseillers en ressources humaines et en relations industrielles agréé du Québec (ORHRI). ORHRI s membership is also subjected to work experience requirements. 1

2 If you graduated from a Bachelor s program other than commerce (e.g. psychology, arts, science etc.) and would like to enter the HRM field without completing a Masters degree, the Diploma in HRM should appeal to you. If you are currently working in HRM, but your undergraduate degree did not provide you with the necessary HRM foundations, you may wish to obtain the formal education through our Diploma in HRM to facilitate your career progression. The Diploma in HRM offers a solid concentration of relevant specialized courses in the field of human resources. 2

3 Which of McGill s Human Resources Management programs is for you? Which of the McGill offerings in Human Resources Management programs is right for me? Do you have a Bachelor s Degree? NO Certificate in Human Resources Management YES Certificate in Human Resources Management Is your CGPA* 3.0/4.0 or above? NO Diploma in Management (Human Resources Concentration) YES Have you received a Bachelor s Degree in Commerce or Industrial Relations (or equivalent)? NO Diploma in Human Resources Management Diploma in Management (Human Resources Concentration) YES Graduate Certificate in Human Resources Management Diploma in Human Resources Management Note: *CGPA = Cumulative Grade Point Average Diploma in Management (Human Resources Concentration) 3

4 The Program The Diploma in Human Resources Management is the equivalent of one year of full-time university study and requires the completion of 10 courses (30 credits). Classes are offered once a week for 13 weeks and are generally from 6 p.m. to 9 p.m. Courses can be taken in the Fall, Winter, Spring and Summer sessions. Classes in the Spring and Summer sessions may be given in less than 13 weeks. Not all courses are offered every semester. The diploma s program requirements are: 8 Required courses: CORG 551 Behaviour in Organizations CORG 552 Finance and Accounting Principles for HR Management CORG 553 Employee and Labour Relations CORG 554 Managing Occupational Health and Safety CORG 555 Strategic Human Resources Management CORG 560 Staffing Organizations CORG 561 Developing Human Resources CORG 562 Total Compensation and Rewards 2 Complementary courses from: CGM2 510 Project Management: Tools and Techniques CPL2 532 Leading Change CPL2 533 Developing Leadership Skills CPL2 534 Transcultural Leadership CORG 565 Managing Human Resources Management Information CORG 570 International Human Resources Management CORG 590 Topics in Human Resources Management Or any other 500 and 600 graduate level course offered through Career and Management Studies and approved by the department. 4

5 Course Sequence Diploma in Human Resources Management CPL2 532 Leading Change CORG 551 Behaviour in Organizations CPL2 533 Developing Leadership Skills CORG 555 Strategic Human Resources Management CORG 552 Finance and Accounting Principles for HR Management CORG 561 Developing Human Resources CORG 562 Total Compensation and Rewards CORG 560 Staffing Organizations CORG 570* International Human Resources Management CORG 590 Topics in Human Resources Management CORG 553 Employee and Labour Relations CORG 554 Managing Occupational Health & Safety CORG 565 Managing Human Resources Management Information NOTE: Required Course CPL2 534 Transcultural Leadership CGM2 510 Project Management: Tools and Techniques Complementary Course Pre-requisite to course *The pre-requisites for CORG 570 are CORG 560 and CORG 562 only. To obtain information on course offerings, please refer to the interactive timetable at 5

6 Course Descriptions CACC 520 Accounting for Management Co-requisite 1 : CMS2 500 Mathematics for Management This course covers financial and managerial accounting. The course provides an understanding of the various financial statements as well as cost behaviour, cost/volume/profit relationships, budgets, responsibility accounting and relevant costing. CCFC 511 Financial Accounting 1 Pre-requisite: MGCR 211 Introduction to Financial Accounting Theoretical and practical foundation of financial reporting, specifically focusing on the accounting concepts, the accounting process, revenue and asset recognition, their measurement and disclosure. CFIN 512 Corporate Finance [CACC 520 Accounting for Management (Diploma in Management students) or CCFC 511 Financial Accounting 1 (Diploma in Accounting students)] and CMS2 521 Applied Management Statistics Fundamental finance theory as applied to the firm s short and long-term financing and investment decisions and the sources of funds available to it (stocks, bonds, derivatives). Exposure to critical concepts of firm value maximization emphasizing capital budgeting, cost of capital, capital structure, derivatives, dividend policy, risk and return. CMG2 510 Project Management: Tools and Techniques Focus on main concepts and theories of project management from initiation to close-out. Topics include: project life cycle, planning, scheduling, implementing, monitoring, controlling, close-out and ethics. The concepts presented apply to projects of various sizes, types and degrees of complexity. CMSC 000 Foundations for Mathematics Operations with real numbers, polynomials, first-degree equations and applied word problems. Factoring, fractions, exponents, roots and radicals. Systems of linear equations and linear inequalities. Absolute values, equations and inequalities. Quadratic equations, applied problems. 1 Co-requisite: This refers to academic course requirements that may be completed before of concurrently. 6

7 CMS2 500 Mathematics for Management Pre-requisite: CMSC 000 Foundations of Mathematics or the Exemption by Examination Test Basic mathematics needed for business applications, including graphs, series summation, mathematics of finance, annuity, discounted cash flow, internal rate of return, permutations, combinations, maxima and minima functions with business applications in optimization, introductory statistics and probability. CMS2 521 Applied Management Statistics Pre-requisite: CMS2 500 Mathematics for Management or the Exemption by Examination Test Statistical methods used in a variety of business situations, emphasizing application and providing a working knowledge of the most widely-used techniques. Topics include descriptive statistics; probability distributions; sampling procedures and distributions; inferential statistics including estimation; hypothesis testing. CORG 551 Behaviour in Organizations The implications for management and the essential concepts of social psychology such as motivation, perception, attitude change and organization. Group and organizational dynamics will be the major emphasis of the course. Classroom discussion and student participation is encouraged. CORG 552 Finance and Accounting Principles for HR Management Understanding financial statements and financial consequences of human resources management (HRM) decision-making on an organization and its bottom-line; examination of HRM implications of strategic finance issues: due diligence in mergers/acquisitions, financial commitments and liabilities associated with equity disputes and labour contract negotiations; legal and ethical implications of quantitative HRM issues. CORG 553 Employee and Labour Relations Industrial relations framework, its legal, political, social, economic, ecological and ethical subsystems. Processes governing union-management relations, collective bargaining and dispute resolution, and the roles of executives, supervisors, employees, employee representatives, HR-IR professionals in effective employee relations in unionized and non-unionized environments. CORG 554 Managing Occupational Health and Safety How to develop, implement and manage effective health and safety programs; competencies and roles of employees, supervisors, executives and HR; strategic, legal and ethical implications of legislation, risk behaviour; socio-psychological aspects of mental and physical health and safety issues; communications and training strategies. 7

8 CORG 555 Strategic Human Resources Management Pre-requisite: CORG 551 Behaviour in Organizations Linking HRM and business strategy; role of HR in the organization and alignment with strategic management. Overview of HR functional areas and the competencies required to become a successful HR professional; impact of HR policies, processes and practices on employees, teams and organizations, including legal and ethical implications. CORG 560 Staffing Organizations CORG 555 Strategic HR Management and {CORG 552 Finance and Acc t Principles for HR or [CFIN 512 Corporate Finance and CACC 520 Accounting for Management]} HR planning and succession planning; organizational and job analysis; recruitment and selection processes which enhance individual performance and organizational effectiveness; recruitment and selection planning; validation and evaluation measurements. Strategic, legal and ethical implications of staffing practices and decisions will be analyzed. CORG 561 Developing Human Resources CORG 555 Strategic HR Management and {CORG 552 Finance and Acc t Principles for HR or [CFIN 512 Corporate Finance and CACC 520 Accounting for Management]} Human performance technology and organizational learning models address individual, team and organizational performance problems: diagnosing workplace situations, identifying causes, selecting appropriate interventions, implementing change, and evaluating results; increasing client capability delivering results while considering internal and external factors affecting performance (competing pressures and resource constraints); strategic, legal and ethical implications. CORG 562 Total Compensation and Rewards CORG 555 Strategic HR Management and {CORG 552 Finance and Acc t Principles for HR or [CFIN 512 Corporate Finance and CACC 520 Accounting for Management]} Strategic compensation management within a behavioural framework to understand rewards and motivation, work satisfaction and performance. Use of financial and non-financial rewards to attract, retain and motivate. Legal, economic, ethical and culture-fit issues in the design and implementation of direct and indirect compensation policies and systems. CORG 565 Managing Human Resources Management Information CORG 555 Strategic HR Management and {CORG 552 Finance and Acc t Principles for HR or [CFIN 512 Corporate Finance and CACC 520 Accounting for Management]} How to measure human resources management value and effectiveness; data sources relevant to strategic, operational, legal and ethical HR decisions: acquiring and analyzing data from HRIS, internet, surveys; methods to ensure validity of HR metrics. Survey of specialized computerized HRM applications. 8

9 CORG 570 International Human Resources Management CORG 560 Staffing Organizations and CORG 562 Total Compensation and Rewards Managing the global workforce; focus on the strategic and legal impact of global competition, and cross-national human resources management (HRM) issues; management of expatriates; global mindsets which impact HRM policies and the various HR functional areas (e.g. staffing, compensation, management development); ethical issues in international management. CORG 590 Topics in Human Resources Management CORG 555 Strategic HR Management and CORG 560 Staffing Organizations and CORG 561 Developing Human Resources and CORG 562 Total Compensation and Rewards Specialized course covering advanced topics in the human resources management area selected from current issues or themes in literature. (Content will vary from year to year). CPL2 532 Leading Change Pre-requisite: CORG 551 Behaviour in Organizations Leading and managing change issues, including the leader as a change agent and the change process itself. Various models of change and change leadership will be reviewed, as well as follower reluctance or resistance to change and strategies that leaders can use to gain follower commitment. CPL2 533 Developing Leadership Skills CORG 551 Behaviour in Organizations Role of leadership training and development in personal and organizational effectiveness. Assessing and developing personal leadership skills; developing leaders in organizational settings. CPL2 534 Transcultural Leadership Exploring leadership within a global and diverse context. A variety of trends that have made managing workforce diversity an essential competency for future leaders are reviewed, as are the emerging skills that managers need to develop to succeed in a global environment. MGCR 211 Introduction to Financial Accounting The role of financial accounting in the reporting of the financial performance of a business. The principles, components and uses of financial accounting and reporting from a user's perspective, including the recording of accounting transactions and events, the examination of the elements of financial statements, the preparation of financial statements and the analysis of financial results. 9

10 Admission Requirements 1. Undergraduate degree from a recognized university as approved by Ministère des Relations avec les citoyens et l immigration (MRCI) with a cumulative grade point average (CGPA) of 3.0/4.0 or a CGPA of 3.2/4.0 for the last two full-time academic years. 2. If your CGPA is lower than the above requirement, please submit the following for consideration with your application, official transcript. Letter of Intent: A letter, 1 to 2 pages in length single-spaced, written in English or French, which addresses the following: basis for interest in the program; your knowledge that would be pertinent to the program; your interest in the field of study and the reasons for applying to our program plans for integrating the training into your current or future career; a description of your professional experience and its relevance, if applicable, to the program awards received or other contributions; any additional information relevant to your application. Curriculum Vitae Two Letters of Reference: At least one should be from a current or former employer. Supporting documents should be delivered to: Student Affairs Office Admissions & Convocation Centre for Continuing Education 688 Sherbrooke Street West Room 1125 Montreal, QC H3A 3R1 Canada 3. If you have studied outside of Canada, you are required to request an evaluation of your degree called Évaluation comparative des etudes effectuées hors du Québec, from MRCI. For further details you may contact their office at: (514) or visit them on the web at: Students are expected to have a working knowledge of word processing and spreadsheets. Note: Students with a Bachelor s degree in commerce, business administration, industrial relations or industrial psychology or related degree may be able to enroll for a graduate certificate. For more information, please visit: Please note, students who hold a Bachelors Degree in Commerce or a Bachelors Degree in Arts (Industrial Relations or Industrial Psychology or equivalent), AND wish to fulfill the requirements of the ORHRI must complete the Diploma in Human Resources Management program. 10

11 Language Requirements The language of instruction for most courses and programs at McGill is English; however, students may submit any written work that is to be graded in English or French, except in cases where knowledge of the language is one of the objectives of the course. Applicants must demonstrate an adequate level of proficiency in English prior to admission, regardless of citizenship status or country of origin. McGill University has this language requirement in place to ensure that all students are provided with the opportunity to succeed in their chosen program. In all cases, the University reserves the right to require proof of English proficiency if it is deemed necessary. Below you will find information on when proof of proficiency is required. If you answer yes to any of the following seven statements, you do NOT necessarily need to provide proof of English proficiency, but must provide documentation to support your answer. Have you lived and attended school, for at least four years, in a country where English is the acknowledged primary language? Have you completed both Secondary V and a DEC at a French CEGEP in Quebec? Have you completed a DEC at an English CEGEP in Quebec, during or later than 2003? Have you or will you complete a French Baccalaureate Option Internationale (British or American section)? Have you or will you complete International Baccalaureate English A with a final result of 5 or better? Have you or will you complete the British Curriculum A-Level English with a final grade of C or better? Have you completed the British Curriculum GCSE/IGCSE/GCE O-Level English, English Language, English First Language, or English as a Second Language with a final grade of B or better? If you answered no to all of the above, but answer yes to any of the following questions, you will be asked to provide supporting documentation to this effect and may still be asked to provide proof of English language proficiency. Do you consider English to be your mother tongue? Have you been attending school, for at least four consecutive years, at an accredited educational institution (in a non-english speaking country) where English is the language of instruction? Have you obtained an undergraduate degree from an accredited educational institution where the language of instruction in your program of study was English (minimum three years)? Have you obtained a graduate degree from an accredited educational institution where the language of instruction in your program of study was English (minimum two years)? Applicants to the Department of Career and Management Studies who do not meet any of the above-listed conditions must demonstrate proficiency in English using one of the following options: 11

12 1) TOEFL (Test of English as a Foreign Language): minimum acceptable scores are ibt (internet based test) PBT (paper based test) CBT (computer based test)* 90 overall (a minimum individual component score of 21 in each of the four components i.e. reading, writing, listening and speaking) *The CBT is no longer being offered. CBT results will be accepted as long as considered valid by ETS. N.B. an institutional version of the TOEFL is not acceptable. 2) IELTS (International English Language Testing System): a band score of 6.5 or better. 3) MELAB (Michigan English Language Assessment Battery): a minimum mark of 85%. 4) APIEL (Advanced Placement International English Language): a minimum score of 4. 5) McGill CCE TELP (McGill CCE Test of English Language Proficiency): a Category A result. 6) McGill Certificate of Proficiency in English or McGill Certificate of Proficiency English for Professional Communication: Certificate of Proficiency awarded. 7) University of Cambridge ESOL Certificate in Advanced English (CAE): a grade of B (Good) or higher. 8) University of Cambridge ESOL Certificate of Proficiency in English (CPE): a grade of C (Pass) or higher. 9) Edexcel London Test of English Level 4 with an overall grade of at least Merit Pass. 10) Edexcel London Test of English Level 5 with an overall grade of at least Pass. NOTE: Your test results must be reported directly to the University by the test centre; consequently, candidates copies of results will not be accepted as proof of English language proficiency. It is your responsibility to ensure that the official test results in an official format are forwarded directly by the testing service to the Student Affairs Office (Admissions) of the Centre for Continuing Education, 688 Sherbrooke St. West, 11 th Floor, Montreal, Quebec, H3A 3R1. For TOEFL and APIEL, the institutional code at is