HUMAN RESOURCES MANAGEMENT
School of Human Resources
Course Code:
HRM4003
Co-Requisites:
HRM4015
Applicable Program(s):
B408 - Human Resources
Management
B418 - Human Resources
Management
B428 - Human Resources
Management
Prepared by:
Approved by:
Approval Date:
Approved for Academic Year:
Contact Hours:
Credit Hours:
Core/Elective:
Core
Pre-Requisites:
Please see Course Related
Information
Core
Core
Sara Kani, HR Faculty
Dr. Elizabeth Speers, Academic Director
Thursday, August 25, 2022
2022-2023
42.00
3.00
Course Description
For organizations to succeed in today's competitive environment they need to have sound Human
Resourcespractices that are inextricably linked to their business goals and strategies. This course provides students
with acomprehensive understanding of the strategic role that HR plays in organizations; examining HR
theory,methodologies and best practices which contribute to organizational sustainability. Topics include human
resourceplanning, recruitment, selection, training, talent and performance management, compensation, legal
compliance, diversity and inclusion, labour relations, health and safety, global HRM and HR technology. Students
will use a variety of methods such as case studies, experiential exercises and simulations to apply HR theory within
a business context.
Essential Employability Skills
This course contributes to your program by helping you achieve the following Essential Employability Skills:
EES 1
COMMUNICATION: Communicate clearly, concisely and correctly in the written, spoken and visual
form that fulfills the purpose and meets the needs of the audience. (P, E,)
EES 2
COMMUNICATION: Respond to written, spoken or visual messages in a manner that ensures
effective communication. (P, E,)
EES 3
NUMERACY: Execute mathematical operations accurately. (P,)
© 2023 George Brown
HRM4003 - HUMAN RESOURCES MANAGEMENT, Page 1/7
EES 4
CRITICAL THINKING & PROBLEM SOLVING: Apply a systematic approach to solve problems. (P,
E,)
EES 5
CRITICAL THINKING & PROBLEM SOLVING: Use a variety of thinking skills to anticipate and
solve problems. (T, P, E,)
EES 6
INFORMATION MANAGEMENT: Analyze, evaluate and apply relevant information from a variety
of sources. (T, P, E,)
EES 7
INFORMATION MANAGEMENT: Locate, select, organize and document information using
appropriate technology and information systems. (P, E,)
EES 8
INTERPERSONAL: Show respect for diverse opinions, values, belief systems and contributions of
others. (P, E,)
EES 9
INTERPERSONAL: Interact with others in groups or teams in ways that contribute to effective
working relationships and the achievement of goals. (P, E,)
EES 10
PERSONAL: Manage the use of time and other resources to complete projects. (P, E,)
EES 11
PERSONAL: Take responsibility for one's own actions, decisions and consequences. (P, E,)
Note: "T" means elements of the skill are taught; "P" means elements of the skill are practiced; "E" means elements
of the skill are evaluated; "C" means the skill culminates.
Course Learning Outcomes
When you have earned credit for this course, you will have demonstrated the ability to:
CLO 1
CLO1. Assess the human resource management practices and the strategic role of the HR
function.
• Identify the challenges facing Canadian organizations.
• Explore the meaning of strategic human resource management and its impact on
organizational sustainability.
• Explain the objectives of HRM and describe the role of the HR professional.
• Characterize how the HR professional utilizes best practices methods to continuously improve.
• Discuss International HRM and how it differentiates from local HRM practices.
• Establish key performance indicators utilizing data from the HRIS system.
• Explain the way in which HR technologies support HR value added service delivery.
• Discuss the importance of data analytics and how data is utilized to support management
decision making
CLO 2
CLO2. Describe the processes HR utilizes to identify its human resource requirements.
• Discuss the various approaches to conducting job analysis and steps required to create job
descriptions.
• Explain the HR planning process and how to effectively balance labour supply and demand.
• Explain the relationship between planning, recruitment and selection.
• Explain the strategic significance of the selection function and decision making process
utilizied to to successfully select an appropriate candidate.
• Describe the differences between local and global HRM poliies, procedures and practices.
© 2023 George Brown
HRM4003 - HUMAN RESOURCES MANAGEMENT, Page 2/7
CLO 3
CLO3. Explain how employment legislation informs and impacts human resource practices.
• Explain the major forms of employment legislation in Canada and distinguish between Federal
and Provincial legislation.
• Define harassment and explain what is meant by creating an environment of "mutual respect".
• Discuss the major provisions under the Human Rights and Employment Standards Act.
• Determine what is meant by wrongful and constructive dismissal.
• Outline the major components of an employment equity program.
• Define diversity management and the strategic importance of managing diversity from a cross
cultural perspective.
CLO 4
CLO4. Explain the role of HRM in building sustainable talent managment strategies to leverage
human capital.
• Explain the difference between performance managment and performance appraisal.
• Identify the various performance appraisal methods and how the results of a performance
appraisal can affect HRM.
• Distinguish between onboarding, orientation and socialization
• Explain the training and development process and HR's role in contributing to organizational
sustainability.
• Describe the characteristics of a learning organization.
• Explain the relationship between career planning and development.
• Describe how HR technologies are utlilzed to enhance and support the talent management
process.
CLO 5
CLO5. Identify the methods for establishing a total rewards strategy to ensure equity across the
organization.
• Explain the difference between total compensation and total rewards.
• Describe the objectives of the compensation system and its major components.
• Describe the various types of incentive pay plans.
• Describe how salaries are determined
• Describe the various government sponsored benefit programs and the types of employer
sponsored benefits that can be offered to employees.
CLO 6
CLO6. Explain the role of human resources in utilizing employee relations strategies to ensure a
positive work environment.
• Describe the major components of employee relations.
• Explain how to effectively manage employee relations.
• Decribe how to effectively utilize HR technology (HRIS) to collect relevant data as decision
making tool.
• Discuss the main concepts of health and safety legislation and the role of HR and
management in enduring a health and safe workplace.
• Describe the structure of Canadian unions, the major reasons why employees join unions and
how an organizing campaign is carried out.
• Summarize the core legal principles related to collective bargaining.
• Describe how unions affect the HRM environment and the role played by HR and
management.
Delivery Methods/Learning Activities
Lecture, collaborative work, case studies, experiential exercises, independent study and problem-based learning.
© 2023 George Brown
HRM4003 - HUMAN RESOURCES MANAGEMENT, Page 3/7
Learning Resources
The following eText is inclusive and the instructions on how to claim your eText will be sent to you by email before
the first class.
Required:
Canadian Human Resource Management. A strategic approach. Schwind, H ; Uggerslev, K; Wager,T; Fassina, N.
McGraw Hill 13the edition, 2022.
As the above resource is mandatory and required for the course, the cost of the eText will have been charged to
your account upon registration.
If you meet any of the criteria below, you may be eligible for a refund upon completion of our fee review once the
registration period ends:
• You are repeating the course
• You have applied for a transfer credit for this course
Course Related Information
© 2023 George Brown
HRM4003 - HUMAN RESOURCES MANAGEMENT, Page 4/7
TESTING POLICY
All tests will be closed-book. Mid-term and final examinations will be comprised of a combination of short answers,
case studies and multiple choice. The final exam is comprehensive and covers the entire course.
MISSED TERM WORK OR EXAMINATIONS
Exemption or deferral of a quiz, exam or assignment is not permitted except for a medical or personal emergency.
The professor must be notified by e-mail prior to the due date. Appropriate documentation, as determined by the
professor, must be submitted.
Any student who either misses a quiz, the midterm exam or does not hand in an assignment and who provides
acceptable documentation of illness or other serious problem will have the missed percentage of the course mark
added to the weighting of the final exam. There will be no make-up exams or assignments.
Absence from final exam:
• Professor must be notified by e-mail before the examination
• Documentation must be presented to the professor within three working days.
• If the majority of the course work has been completed with a passing performance, and the documentation is
acceptable, an "Incomplete" grade (INC) will be entered by the instructor. An INC grade will not be granted if
term work was missed or failed.
• The final examination must be written within 60 days of the submission of the incomplete grade. Failure to do
this will result in an F grade.
ASSIGNMENT POLICY
Students unable to submit an assignment by the due date should discuss the matter in advance with the Professor.
At the Professor’s discretion, late assignments may not be accepted. Where late assignments are accepted, the
Professor will apply a late penalty of 10% per day late.
It is expected that all students will make a significant contribution to the group assignment. If not, marks may be
adjusted accordingly. If the group is unable to progress as planned due to medical and/or personal reasons, it is
expected that the group will contact the professor immediately. The entire group is responsible for the accuracy of
the entire report, including proper referencing of sources.
Student Evaluation System
Below is a list of evaluation methods included in this course along with the course learning outcomes (CLO) and
essential employability skills (EES) assessed by each. In some cases, program learning outcomes (PLO) assessed
may also be indicated.
Quiz(zes)/Test(s) (20%)
Validates Outcomes: CLO 1, CLO 2, CLO 3, EES 1, EES 2, EES 4, EES 5, EES 6
Midterm Exam (25%)
Validates Outcomes: CLO 1, CLO 2, CLO 3, CLO 4, EES 1, EES 2, EES 4, EES 5, EES 6
Final Exam (25%)
Comprehensive
Validates Outcomes: CLO 1, CLO 2, CLO 3, CLO 4, CLO 5, CLO 6, EES 1, EES 2, EES 4, EES 5, EES 6
Research Assignment(s) (30%)
Group
Validates Outcomes: CLO 1, CLO 2, CLO 3, CLO 4, CLO 5, CLO 6, EES 1, EES 2, EES 4, EES 5, EES 6,
EES 7, EES 8, EES 9, EES 10, EES 11
© 2023 George Brown
HRM4003 - HUMAN RESOURCES MANAGEMENT, Page 5/7
Prior Learning Assessment and Recognition
Prior learning assessment and recognition (PLAR) is a process that gives students the opportunity to obtain
academic credit for one or more courses in a certificate, diploma or degree based on demonstrated prior learning
acquired through life experiences before enrollment in a program. More information regarding PLAR can be found
on the GBC website at: http://www.georgebrown.ca/plar/
• This course is PLAR eligible, please see Program Coordinator/Chair for more information.
Grading System
The passing grade for this course is 50% / "D"
Final Grade
Percentage
Weight
A+
90-100
4.0
A
86-89
4.0
A-
80-85
3.7
B+
77-79
3.3
B
73-76
3.0
B-
70-72
2.7
C+
67-69
2.3
C
63-66
2.0
C-
60-62
1.7
D+
57-59
1.3
D
50-56
1.0
Refer to the Evaluation System on this outline for information on how marks are distributed. More detailed
information on assessments may also be found in your Course Section document.
As per Office of the Registrar Policies:
“A” Range = GPA 4.0-Consistently exceeds (course) requirements; shows evidence of being well-organized; shows
original and creative thinking and a superior grasp of subject matter.
“B” Range = GPA 3.0-Shows consistent performance and evidence of being well-organized, shows elements of
original and creative thinking; has a strong grasp of subject matter
“C” Range = GPA 2.0-Applies the subject matter appropriately; comprehends the subject matter.”
"D" Range = GPA 1.0-The student inconsistently applies and communicates knowledge of the subject matter
"F" Range = GPA 0.0-The student fails to apply and communicate an understanding of the subject matter.
© 2023 George Brown
HRM4003 - HUMAN RESOURCES MANAGEMENT, Page 6/7
Additional information regarding grading for this course may also be found in the "Course Related Information"
section of this course outline.
Legend
Terms
•ILO: Indigenous Learning Outcome
•Apprenticeship LO: Apprenticeship Learning Outcome
•CLO: Course Learning Outcome
•DPLO: Degree Program Learning Outcome
•EES: Essential Employability Skill
•EOP: Element of Performance
•GELO: General Education Learning Outcome
•LO: Learning Outcome
•APO: Additional Program Outcome
•PLA: Prior Learning Assessment
•PLAR: Prior Learning Assessment and Recognition
•PLO: Program Learning Outcome
© 2023 George Brown
HRM4003 - HUMAN RESOURCES MANAGEMENT, Page 7/7