B408 Human Resource Management MTCU code Program Learning Outcomes

Transcription

1 B408 Human Resource Management MTCU code Program Learning Outcomes Synopsis of the Vocational Learning Outcomes* The graduate has reliably demonstrated the ability to 1. contribute to the development, implementation, and evaluation of employee recruitment, selection, and retention plans and processes. 2. administer and contribute to the design and evaluation of the performance management program. 3. develop, implement, and evaluate employee orientation, training, and development programs. 4. facilitate and support effective employee and labour relations in both nonunion and union environments. 5. research and support the development and communication of the organization s total compensation plan. 6. collaborate with others, in the development, implementation, and evaluation of organizational health and safety policies and practices. 7. research and analyze information needs and apply current and emerging information technologies to support the human resources function. 8. develop, implement, and evaluate organizational development strategies aimed at promoting organizational effectiveness. 9. present and evaluate communication messages and processes related to the human resources function of the organization. 10. manage own professional development and provide leadership to others in the achievement of ongoing competence in human resources professional practice. 11. facilitate and communicate the human resources component of the organization s business plan. 12. conduct research, produce reports, and recommend changes in human resources practices. ELEMENTS OF PERFORMANCE 1. The graduate has reliably demonstrated the ability to contribute to the development, implementation, and evaluation of employee recruitment, selection, and retention plans and processes.

2 1.1 conduct environmental scans and acquire data related to demand and supply of human resources; 1.2 utilize job analysis information to confirm competencies required for the position(s); 1.3 track recruitment programs and identify potential internal and external sources for qualified applicants who are reflective of the community; 1.4 develop and implement outreach, access, and advertising strategies to attract qualified applicants; 1.5 develop and incorporate e- recruitment and other evolving technologies into the recruitment strategy; 1.6 ensure that potential employees have all necessary information about the organization; 1.7 contribute to the development and communication of the organization s brand in order to recruit suitable applicants; 1.8 develop selection processes and coordinate selection committees; 1.9 develop partnerships and relationships with agencies and institutions for the purpose of recruitment; 1.10 develop and use valid assessment tools to determine suitability of prospective 1.11 employees in accordance with relevant labour and human rights laws, policies, and regulations; 1.12 identify systems and processes that link the career plans and employee competencies with the current and future needs of the organization; 1.13 collaborate with leaders to develop and implement succession strategies to meet future needs of the organization; 1.14 use human resources information systems to facilitate human resources planning; 1.15 integrate human resources planning with the strategic initiatives of the organization; 1.16 use human resources forecasting techniques to deal with projected staffing shortages and surpluses and develop strategies to address them; 1.17 contribute to the development and implementation of strategies aimed at attracting and retaining qualified employees; 1.18 ensure a global perspective on cultures and customs including qualifications of foreign credentialed applicants; 1.19 adapt hiring practices and processes to facilitate international recruitment and placement. 2. The graduate has reliably demonstrated the ability to administer and contribute to the design and evaluation of the performance management program. 2.1 make recommendations to align the performance management program with the organization s strategic goals and direction; 2.2 ensure that job- related performance indicators are relevant, reliable, and accurately reflect the employee s range of responsibilities; 2.3 ensure that quantifiable standards used for performance evaluation are valid; 2.4 ensure employees performance goals are aligned with the organization s strategic goals;

3 2.5 contribute to the design of performance management processes and ensure their communication to all organizational levels; 2.6 ensure that performance management processes are administered in accordance with relevant law and organizational policy; 2.7 plan and communicate performance interview format(s); 2.8 identify and recommend appropriate personnel to be involved in performance management processes; 2.9 advise and support supervisors and others in performance management policies and processes; 2.10 assist employees in identifying career paths; 2.11 identify resources available to assist in the development of strategies to improve individual employee performance; 2.12 complete documentation necessary for performance management processes; 2.13 identify and communicate appropriate follow- up (e.g., corrective action, wage increase, promotion, training, bonus); 2.14 incorporate performance outcomes into human resources information system; 2.15 contribute to the design and implementation of an evaluation of the performance management program. 3. The graduate has reliably demonstrated the ability to develop, implement, and evaluate employee orientation, training, and development programs. 3.1 develop and facilitate employee orientations; 3.2 ensure employee orientation communicates and emulates the organizational culture; 3.3 evaluate and make recommendations to modify orientation programs to ensure that they meet employee and employer needs; 3.4 develop, implement, and evaluate a training needs assessment; 3.5 identify and develop compliance related training in occupational health and safety, human rights, and related employment legislation; 3.6 ensure that job- related performance indicators are relevant, reliable, and accurate; 3.7 develop, and deliver training sessions; 3.8 identify and communicate internal and external training and development resources and assess the cost and benefit of each; 3.9 ensure the application of adult learning principles to training and development sessions; 3.10 select appropriate on and off- the- job training and development methods; 3.11 create an engaging learning environment; 3.12 use effective coaching and mentoring competencies; 3.13 ensure the evaluation of the effectiveness of training using quantitative and qualitative measures; 3.14 determine performance gaps in the organization and determine if training is an appropriate solution; 3.15 plan and implement training strategies within change management and organizational

4 development; 3.16 integrate training initiatives with organizational strategic goals; 3.17 identify and communicate organizational return on investment for training and development interventions; 3.18 integrate training information into human resources information system. 4. The graduate has reliably demonstrated the ability to facilitate and support effective employee and labour relations in both nonunion and union environments. 4.1 contribute to a positive employee relations culture by assessing current programs and services and making recommendations for change; 4.2 display empathy, cultural awareness, flexibility, tact, good judgment, and diplomacy in all interpersonal communications; 4.3 act in a fair and impartial manner; 4.4 advise the organization regarding ethical decision making; 4.5 facilitate working groups in the development of positive employee relations strategies; 4.6 use problem solving strategies to assess perceived grievances and resolve problems quickly; 4.7 resolve conflict through mediation, conflict resolution, and alternate dispute resolution strategies within the framework of contract and policy interpretation; 4.8 identify the perspectives of others, and use this information to facilitate the resolution of conflicts; 4.9 maintain all employee records in a confidential manner and in accordance with current privacy legislation; 4.10 plan, implement, and evaluate progressive and positive discipline strategies; 4.11 contribute to the development of workplace investigation process including methodology and reporting processes; 4.12 research best practices and contribute to the development of policies to support the practice of equality and diversity in the workplace; 4.13 act in accordance with employment legislation and collective agreements; 4.14 advise organization in the interpretation of collective agreements 4.15 assist in the preparation of the negotiating process; 4.16 prepare appropriate, accurate documentation of negotiation and mediation processes; 4.17 research and interpret case law; 4.18 represent management in the resolution of grievances. 5. The graduate has reliably demonstrated the ability to research and support the development and communication of the organization s total compensation plan. 5.1 ensure the collection and analysis of data from salary and benefits surveys; 5.2 research and recommend the total compensation plan, including salary, benefits, pension, and

5 retirement plans that are most suited to employee needs and the organization s strategic goals; 5.3 research and analyze the cost benefits of various compensation plans and make recommendations for cost containment; 5.4 contribute to the development and implementation of the total compensation plan in accordance with the organization s policies and procedures; 5.5 assess and make recommendations regarding external and internal equity of the total compensation plan; 5.6 ensure that the total compensation plan is administered in accordance with relevant employment law (e.g. human rights, employment equity, pay equity), and collective agreements; 5.7 develop and recommend employee incentive strategies consistent with organizational goals; 5.8 research and recommend executive compensation consistent with organizational goals; 5.9 develop promotional materials and communication strategies to communicate the total compensation plan; 5.10 ensure that employee queries related to compensation entitlements are responded to in a discreet and confidential manner; 5.11 analyze jobs and use information to develop salary structures; 5.12 monitor the competitiveness of the organization s total compensation plan; 5.13 develop and ensure the implementation of audits of the effectiveness of the organization s total compensation plan. 6. The graduate has reliably demonstrated the ability to collaborate with others, in the development, implementation, and evaluation of organizational health and safety policies and practices. 6.1 research industry best practices and develop policies, procedures, and processes appropriate to the health and safety needs of the organization; 6.2 develop and implement accommodation strategies in accordance with current legislation; 6.3 develop policies and strategies to communicate health and safety information in accordance with applicable legislation; 6.4 develop and promote safety programs that contribute to employee well being beyond a compliance threshold; 6.5 model injury prevention and safety practices; 6.6 develop, implement, and evaluate the disability management system including Early and Safe Return to Work (ESRTW), Second Injury Enhancement Funding (SIEF) plans, and the claims and case management processes; 6.7 assist in the cost benefit analysis of the disability management system; 6.8 contribute to the development of procedures to monitor the organization s compliance with the Workplace Safety and Insurance Act; 6.9 liaise with insurance providers and Workplace Safety Insurance Board (WSIB) representatives

6 regarding claims administration issues; 6.10 analyze health and safety issues and trends that may indicate a deficiency and recommend preventative measures, including training and equipment where appropriate; 6.11 advise the organization regarding the health and safety responsibilities of employers, employees, and the role of the joint health and safety committee; 6.12 research and access resources of safety organizations; 6.13 develop and administer wellness and Employee Assistance Plans (EAP) aimed at employee well being and organizational effectiveness; 6.14 contribute to the development and communication of the organization s Emergency Preparedness Plan; 6.15 facilitate ongoing reviews of current health and safety policies and procedures, and make recommendations for change; 6.16 ensure due diligence with respect to the organization s health and safety policies, practices, and legislative requirements. 7. The graduate has reliably demonstrated the ability to research and analyze information needs and apply current and emerging information technologies to support the human resources function. 7.1 use appropriate software to record and compile human resources information including statistical reports (e.g., staffing, performance ratings, wage information); 7.2 analyze human resources data using statistical software where available and appropriate; 7.3 select and use appropriate software to produce necessary human resources reports and other documents; 7.4 identify and track changes in information technology relevant to human resources; 7.5 develop and implement safeguards, operating restrictions, and policies for all users of the human resources information system (HRIS); 7.6 ensure that human resources information collected is used for intended purposes only; 7.7 research and analyze appropriate human resource metrics, benchmarks, and indicators; 7.8 research and analyze HRIS vendors and products; 7.9 assess and determine informational technology requirements to meet human resources needs; 7.10 make recommendations regarding the appropriate HRIS to meet organization s human resources needs; 7.11 collaborate with information technology professionals in adapting technology to meet the specific requirements of human resources; 7.12 use information technology to enhance the efficiency and effectiveness of human resource functions within the organization. 8. The graduate has reliably demonstrated the ability to develop, implement and evaluate organizational development strategies aimed at promoting organizational effectiveness.

7 8.1 develop techniques to positively influence behaviours within an organization consistent with the organization s strategic goals; 8.2 plan and adapt the strategic role of human resources to the changing needs and goals of the organization; 8.3 examine the interaction between the human resources function and other functional areas within the organization; 8.4 develop, implement, and evaluate information sharing strategies among the functional areas of the organization; 8.5 develop policies and practices that are consistent with the organizational culture; 8.6 develop, implement, and evaluate strategies designed to support employee engagement and motivation; 8.7 establish and maintain effective working partnerships with line managers and staff; 8.8 identify and communicate human resources strategic contribution to organizational goals; 8.9 develop internal and external stakeholder feedback systems to inform organizational decision making; 8.10 develop and implement service- driven strategies to meet the needs of internal and external stakeholders; 8.11 identify metrics as quality indicators of a service driven orientation; 8.12 measure the effectiveness of human resources initiatives by tracking quality indicators and make recommendations for improvements; 8.13 develop opportunities for organizational cross functional initiatives; 8.14 develop, implement, and evaluate strategies to maintain employee morale during organizational change; 8.15 promote human resources as a strategic business partner; 8.16 champion and facilitate human resources initiatives in the organization. 9. The graduate has reliably demonstrated the ability to present and evaluate communication messages and processes related to the human resources function of the organization. 9.1 adapt communication style, method, and message to needs of diverse audiences; 9.2 make effective oral presentations employing verbal and non verbal communication; 9.3 integrate factual human resources references and research evidence into presentations and responses to questions; 9.4 prepare written business correspondence including, memos, letters, agreements, and reports; 9.5 research industry best practices and write policy and procedure documents in a clear and understandable manner; 9.6 document human resources information precisely and accurately; 9.7 use current communication technologies effectively and appropriately;

8 9.8 use presentation skills to effectively convey information related to human resources functions; 9.9 listen actively and effectively; 9.10 influence people s behaviour through the use of effective oral and written communication; 9.11 inspire others to achieve personal objectives and to contribute to organizational goals; 9.12 evaluate human resources communication practices and make recommendations for improvements. 10. The graduate has reliably demonstrated the ability to manage own professional development and provide leadership to others in the achievement of ongoing competence in human resources professional practice evaluate own strengths and weaknesses; 10.2 engage in continuous learning and commit to professional practice; 10.3 identify personal and professional development opportunities; 10.4 create personal professional learning plans aligned with organizational goals; 10.5 assist others in identifying learning needs and developing professional learning plans aligned with organizational goals; 10.6 direct others in the identification of learning resources and opportunities to meet learning needs; 10.7 contribute to the performance evaluation of others; 10.8 seek and utilize personal performance feedback to enhance professional practice; 10.9 identify and track changes to legislation, practices, and case law through human resources workshops, periodicals and other literature review; maintain contact with others in the field through networking and participation in professional organizations; adhere to ethical guidelines, i.e., Canadian Council of Human resources Associations (CCHRA) Code of Ethics; support and promote the development of the human resources field. 11. The graduate has reliably demonstrated the ability to facilitate the development of and communicate the human resources component of the organization s business plan identify and communicate the changing role of human resources in policy formulation and planning; 11.2 act as a resource for all functional areas of the organization; 11.3 describe the relationship between human resources and key areas of organization, such as marketing, finance, and operations; 11.4 identify the effect of human resource policies and procedures on payroll administration; 11.5 facilitate cross functional project teams engaged in business case analysis and

9 recommendations for change; 11.6 apply the fundamentals of accounting, finance and budgeting to the development of the human resources business plan; 11.7 communicate the role of the human resources function to the strategic business plan of an organization; 11.8 conduct cost- benefit analysis of human resources initiatives using cost- benefit benchmarking techniques; 11.9 communicate the value of human resource initiatives i.e., return on investment (ROI); evaluate human resources initiatives against organization s strategic goals; plan and forecast human resource requirements based on analysis of business trends and supply- and- demand factors. 12. The graduate has reliably demonstrated the ability to conduct research, produce reports, and recommend changes in human resources practices apply the principles of research methodology to human resources problems including needs analysis procedures; 12.2 collect, analyze, and report relevant human resources information; 12.3 locate information and resources needed for research; 12.4 select appropriate research methodology for problem to be investigated; 12.5 apply basic statistical methodology to human resources data; 12.6 apply quantitative and qualitative analysis to understand trends and indicators in human resources data; 12.7 conduct human resources program audits to assess performance against policy expectations; 12.8 develop, implement, and evaluate surveys relevant to human resources practice (e.g., opinion, climate, salary); 12.9 develop and benchmark human resources best practices; develop and report evidence based recommendations for changes to human resources practice. *Source: Extracted from the Provincial Vocational Outcomes 2008