off-campus site through a satellite campus or regional partner.
Delve into the psychology of the workplace. Master your career and on-the-job mentoring skills. Crack the payscale code to determine who gets paid more and why.
If you have questions about programs or courses in Edwards School of Business and would like to speak to an academic advisor, you may book an appointment.
Human Resources (HR) refers to how people are managed by organizations. The field has moved from a traditionally administrative function to a strategic one that recognizes the link between talented and engaged people and organizational success. Human resources deals with areas including hiring, training, salaries and benefits, health and safety, and termination. No matter the organization you choose, or what your job is, human resource management skills—people skills—will be essential ingredients for success.
Co-operative education provides you the opportunity to take what you are learning in the classroom and apply it in a real-life work situation. The Edwards Co-operative Education Program provides students the opportunity to compete for eight months of relevant work experience for the following January of their acceptance into the co-op program. Students accepted participate in professional development workshops to prepare them for the job search process. Students who successfully complete the co-op experience will extend their degree by at least one term.
Second year Edwards students from all majors are welcome to apply each January. The number of participants and companies continues to grow each year with the ultimate goal of being able to accommodate up to 150 students annually.
- COMM 211: Human Resource Management
Develops a framework for human resource management comprising the context, issues, strategies, and processes of managing people in organizations. The challenges arising from the context include legal and ethical issues as well as global perspectives. Processes include selection and recruitment, performance appraisal, training and development, compensation and benefits, labour relations, and managing employee and employer interests within the employment relationship.
- COMM 343: Recruitment Selection and Engagement
Designed to help students identify and apply appropriate practices (which are valid, reliable, and legally defensible) for recruiting and selecting people who will contribute to the overall success of an organization, and for engaging those employees toward favourable organizational (and individual) outcomes. In so doing, the theoretical and empirical underpinnings for these practices are presented.
- COMM 489: Strategic Human Resource Management
This course integrates concepts and foundations from the funcational areas of human resources management within a strategic human resources framework. Emphasis is placed on development of analytical and problem solving abilities to formulate and apply HR solutions to real-life organizational problems. The guiding premise for the course is that HR strategies are most effective when internally consistent and aligned with the strategic objectives of the organization.
The human resources major is designed to provide students with the knowledge necessary for them to succeed as human resource professionals.
Here are a few of the concerns of the human resource specialist:
- How can a firm attract, engage and retain the right employees?
- On what basis should one employee be paid more than another?
- How should a manager give feedback to employees about their performance?
- How should an employer deal with unions?
- What are the legal constraints in how managers deal with employees?
- How should an organization be structured to maximize its likelihood of success?
These issues are so important that they may determine the fate of the organization, and the human resources major prepares students to handle these decisions wisely and professionally.
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