IRE Courses

The courses offered in this program are from the Faculty of Arts and Science and may be available only during the day or evening in any given session. 

Not all courses may be offered every session. Please consult the timetable for information.

CHRM is a part-time program and the majority of students will finish the program over two academic years. The part-time restriction refers only to course load. Students who have been granted transfer credits or are able to enroll in a conflict free course schedule may enrol in a fulltime course. Students are not permitted to take courses at UTM or UTSC. Prerequisites are strictly enforced. No exceptions are made. Students wishing to get a head start in CHRM should complete some of the 200 level courses (Group A) in the Summer session. 

200 Level Courses - Group A 

Hours: 36L

An introduction to the study of the world of work and employment, the history and development of employment relations, its central theories and concepts; the behaviours, outcomes, practices and institutions that emerge from or affect the employment relationship; contemporary issues and comparative employment relations systems.

Hours: 12L/24P

This course explores the relationship between human resource management, employment relations, and industrial relations. Extensive practical course work will expose students to the functions human resource professionals execute to recruit, select, compensate, train, and evaluate the performance of employees. The course prepares students for advanced HR topics in upper level IRE courses.

Hours: 36L

Introduction to the institutions, issues and legislation affecting the employment relationship in the public and private sectors in Canada, with emphasis on collective bargaining. The economic and political environment, history of the labour movement, union organization, certification, contract negotiation, strikes, dispute resolution, contract administration and grievances.

Hours: 36L

Introduction to the nature of organizations and the behaviour of individuals and groups within organizations, including topics such as culture and diversity, reward systems, motivation, leadership, politics, communication, decision-making, conflict and group processes. Not recommended for students in Commerce programs.

300 + Level Courses - Group A

Hours: 36L

This course is designed to provide students in the Employment Relations program with knowledge of how the labour market affects the employment relationship. The basic tools of labour economics are developed and applied to various issues of organizational and government policy such as: the incentive effects of compensation arrangements, government income support programs, and minimum wage policy; the determinants of preferences for hours of work including job-sharing, overtime and retirement; the impacts of unions on compensation and productivity; public-sector employment and alternatives to the right to strike; discrimination in employment on the basis of gender and race as well as related government policies such as pay and employment equity. Note: IRE339H1 will not count towards an ECO program.

Prerequisite: ECO100Y1/​ ECO105Y1

Exclusion: ECO239Y1, ECO339Y1, ECO339H1, WDW339H1, ECO261H5

Hours: 24L/12T

This course introduces Employment Relations students to accounting and finance procedures and concepts used by Human Resources managers and Industrial Relations experts in organizations such as government, trade unions and companies. The course covers both managerial and financial accounting with an applied focus to the employment relations function within organizations. It is geared specifically to students who aspire to become HR/Labour Relations professionals where essential knowledge in finance and accounting is required. Note: Course will not count towards Rotman Commerce program requirements.

Prerequisite: 1.0 FCE from IRE240H1/​ IRE242H1/​ IRE244H1/​ IRE260H1

Exclusion: MGT201H1, RSM222H1

Hours: 36L

An understanding is developed of how essential elements of the human resource planning process support organizational goals and strategies. Topics such as environmental influences, job analysis, forecasting human resource needs and ascertaining supply, succession planning, downsizing and restructuring, mergers and acquisitions, outsourcing, and strategic international issues are examined.

Prerequisite: IRE240H1/​ IRE244H1/​ IRE260H1

Exclusion: WDW346H1

Hours: 36L

The role of training and development initiatives in organizations. Students acquire the knowledge and skills to conduct a training needs assessment, identify training objectives, explore strategies to increase the transfer of training, design and deliver a training activity using various training methodologies, and evaluate its effectiveness.

Prerequisite: IRE260H1

Exclusion: WDW347H1

Hours: 36L

The principles, legal issues, and emerging trends affecting the recruitment process and selection of staff in organizations. Development of recruitment strategies, assessment of applications for employment, interviewing candidates, and the role of testing and measurement of competencies in making hiring decisions.

Prerequisite: IRE240H1/​ IRE244H1/​ IRE260H1

Exclusion: WDW348H1

Hours: 36L

The theory and process of developing and administering compensation systems. Through the core compensation principles of efficiency, equity, consistency and competitiveness we consider such topics as: job analysis, job evaluation, pay levels and structures, pay for performance, benefits, and compensating special groups of workers.

Prerequisite: IRE260H1/​ RSM260H1

Exclusion: WDW367H1

Hours: 36L

The influence of legislation, the labour market and collective bargaining on health policies and programs in the workplace. The rights and responsibilities of employers, employees, unions and governments for the regulation and promotion of workplace health and safety; and the implications of evolving demographic, economic, and social factors.

Prerequisite: IRE244H1/​ IRE260H1

Exclusion: WDW378H1

Hours: 36L

An introduction to fundamental quantitative and qualitative research methods to enable students to critically evaluate and conduct research in the labour field. The class will explore data-driven, analytical approaches to managing human resources using basic metrics, analysis, and interpretation of information that link human resource initiatives to various indicators of organizational performance.

Prerequisite: IRE240H1/​ IRE244H1/​ IRE260H1

Exclusion: WDW379H1

400 Level Courses - Group A 

Hours: 24L

The course will focus on the law governing employment in a non-unionized workplace. Specifically, it will cover every phase of the employment relationship from hiring to termination and beyond and the rights and obligations of employers and employees as developed by the Courts and under employment-related statutes (namely the Employment Standards Act, 2000 and the Human Rights Code.) The course will also cover provisions from the Occupational Health and Safety Act.

Prerequisite: IRE244H1 and 1 300H level IRE course

Exclusion: IRE430Y1, WDW430Y1

Hours: 24L

The course will focus on the laws impacting unionized workplaces. It will cover every phase of the Ontario Labour Relations Act, 1995 (the “LRA”) from union organizing, certification, negotiation and bargaining, collective agreement arbitration, retention of bargaining rights and decertification and termination of bargaining rights.

Prerequisite: IRE430H1

Exclusion: IRE430Y1, WDW430Y1

Hours: 24S

Resolving conflicts constructively is a challenge faced by all organizations and most individuals. This course will cover fundamentals of the negotiation process and conflict resolution. This course will apply multiple cases and simulations providing students with several opportunities to build their skills.

Prerequisite: IRE244H1 and IRE260H1 and one 300-level IRE Employment Relations half-credit course

Exclusion: WDW372H1