Courses

An independent research effort conceived and executed by the students and supervised by a Faculty member.

An independent research effort conceived and executed by the students and supervised by a Faculty member.

An independent research effort conceived and executed by the students and supervised by a Faculty member.

An independent research effort conceived and executed by the students and supervised by a Faculty member.

The recruitment, selection, socialization of staff in the legal, ethical and economic context of North America.

The recruitment, selection, socialization of staff in the legal, ethical and economic context of North America.

Identifying, implementing and evaluating employee development as a mechanism for enhancing individual and organizational effectiveness

Identifying, implementing and evaluating employee development as a mechanism for enhancing individual and organizational effectiveness

Attracting, retaining and motivating staff through compensation mechanisms and strategies.

Attracting, retaining and motivating staff through compensation mechanisms and strategies.

Examines systematic and collaborative approaches to change organizational culture, and is based on scientific methods to increase organizational effectiveness. Topics covered include models of change, the change process, change strategies and interventions, organizational renewal, planned change, the OD consultant, the role of the group, the diagnostic process, dealing with resistance to change, intervention strategies, and organizational transformation.

Examines systematic and collaborative approaches to change organizational culture, and is based on scientific methods to increase organizational effectiveness. Topics covered include models of change, the change process, change strategies and interventions, organizational renewal, planned change, the OD consultant, the role of the group, the diagnostic process, dealing with resistance to change, intervention strategies, and organizational transformation.

Examines systematic and collaborative approaches to change organizational culture, and is based on scientific methods to increase organizational effectiveness. Topics covered include models of change, the change process, change strategies and interventions, organizational renewal, planned change, the OD consultant, the role of the group, the diagnostic process, dealing with resistance to change, intervention strategies, and organizational transformation.

Integrating HR policies and processes to overall business strategy and the bottom line.

Integrating HR policies and processes to overall business strategy and the bottom line.

Integrating HR policies and processes to overall business strategy and the bottom line.

Understanding research and measurement concepts into the practice of HR in organizations.

Understanding research and measurement concepts into the practice of HR in organizations.

Understanding research and measurement concepts into the practice of HR in organizations.

This course uses contemporary Canadian labour relations case materials to examine the place of human and civil rights, freedoms, values and institutions in workplace governance, interpersonal relations and conflict resolution.

This course uses contemporary Canadian labour relations case materials to examine the place of human and civil rights, freedoms, values and institutions in workplace governance, interpersonal relations and conflict resolution.

“Issues in Human Resources Management: Work/Life Balance”

Introduces students to key theories in the foundational disciplines related to human resources management. It covers theories drawn from sociology, psychology and industrial relations, among other disciplines.

This course considers qualitative research methods and techniques for human resources management research. Covers (i) gathering data, including ethnographic approaches, interview techniques, case study based approaches, critical methodologies, narratological approaches: (ii) framing data, constructivism, interactionism and (iii) analyzing data including NVIVO qualitative data analysis.

This course considers qualitative research methods and techniques for human resources management research. Covers (i) gathering data, including ethnographic approaches, interview techniques, case study based approaches, critical methodologies, narratological approaches: (ii) framing data, constructivism, interactionism and (iii) analyzing data including NVIVO qualitative data analysis.

The first term of this course is an in-depth survey of quantitative research methods and techniques commonly used in human resources management research and practice. It will include experimental, quasi-experimental, survey research and multilevel research issues. Second term will include an in depth investigation into the various multivariate statistical techniques available to the HR researcher. It will include such techniques as MANOVA, hierarchical linear modeling, structural equation modeling, multiple regression, and factor analysis.

Examines pedagogical theory and frameworks used in graduate level HR education. Students explore a wide range of teaching and learning strategies, and have the opportunity to develop personal insights into their own teaching styles and competencies.

Univariate statistics introduces the fundamentals of statistical analysis using a single dependant variable. The major concepts that are covered include sampling, probability, hypothesis testing, parametric tests, correlation and regression analyses, t-test, analysis of variance and non-parametric tests.

Univariate statistics introduces the fundamentals of statistical analysis using a single dependant variable. The major concepts that are covered include sampling, probability, hypothesis testing, parametric tests, correlation and regression analyses, t-test, analysis of variance and non-parametric tests.

Multivariate statistics covers statistical analyses using multiple measures simultaneously. Major topics include factor and reliability analyses, regressions (multiple, logistic and multinomial logit), multiple discriminational analysis, MANOVA, MANCOVA, conjoint analysis, cluster analysis, event history, multilevel models and structural equation modelling.

This course involves an in-depth analysis and critique of contemporary research, with a view of carving out human resources management issues that require further research. Prerequisites: GS/ADMS 7010 3.00, GS/ADMS 7020 3.00, GS/ADMS 7030 3.00.

This course involves an in-depth analysis and critique of contemporary research, with a view of carving out human resources management issues that require further research. Prerequisites: GS/ADMS 7010 3.00, GS/ADMS 7020 3.00, GS/ADMS 7030 3.00.

Examines topics pertinent to the research and practice of human resources management. Students will gain familiarity with the human resource management literature, and assess research appearing in leading journals in the field. The course is aimed at helping students to develop an ability to generate original theory and research in Human Resources Management.

Examines topics pertinent to the research and practice of human resources management. Students will gain familiarity with the human resource management literature, and assess research appearing in leading journals in the field. The course is aimed at helping students to develop an ability to generate original theory and research in Human Resources Management.