Program Requirements

The courses offered in this program are from the Faculty of Arts & Science and may be available only during the day or evening in the Summer and the Fall/Winter Sessions. Not all courses may be offered every session. Please consult the timetable for further information.

Program Completion

A Certificate in Human Resource Management will be awarded upon successful completion of five (5.0) full course equivalents with a minimum cumulative Grade Point Average of 1.85.
Students must complete 5.0 full course equivalents (FCEs) of which no more than 1.0 FCE may be taken from Group B. Most students will complete the 5 FCEs from Group A.

Part-time Study & Program Restrictions

CHRM is a part-time program and most students will finish the program over two academic years. Students may enrol in a fulltime course load provided the schedule is conflict free and prerequisites are met. 

Nonapproved CHRM courses

Students may only enrol in courses that art part of the program. No exception. Students enrolled in non CHRM courses will be removed from those courses at anytime by the Program Office and will be responsible for any tution/ancillary associated with that  course.

UTM/UTSC Courses

All courses must be completed on the St George Campus. Registration in courses sponsored by UTM and UTSC is not permitted. 

MGT/RSM Courses

Effective 20185 MGT201H1, RSM222H1, RSM361H1 courses will no longer count towards the CHRM Program requirements unless the student has previously completed them. 

Prerequisites and Exclusions

Both prerequisites and exclusions are enforced by the Program office.

Exclusions: Students may not enrol in a course if that course lists as an exclusion a course they are currently taking or  a course they have already passed. Students will be required to withdraw from the course if discovered during the session of enrolment and will be refused credit in the excluded course if discovered at any time in a subsequent session. The student will responsible for any fees charges.

Prerequisite: A course (or other qualification) required as preparation for entry to another course. 

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.

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.
Exclusion: RSM361H1, RSM460H1

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.
Exclusion: ECO244Y1, WDW244H1 

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. 
Exclusion: MGT262H1, RSM260H1

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. 
Prerequisite: ECO100Y1/​ ECO105Y1

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

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

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

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

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

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

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

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

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

This course examines the various elements of the consulting process and the interpersonal skills required to build trust, influence others, contract with clients, and establish and maintain strong working relationships. This seminar may include a compulsory learning format component using a service-learning placement with a community-based agency or organization. Not offered every year.
Prerequisite: IRE244H1, IRE260H1 and 2 300H level IRE courses

An advanced seminar exploring significant developments in organizations, and the challenges and opportunities facing professionals in the employment relations field. Emphasis is placed on developing problem solving and critical thinking skills and examining theories and concepts of employment relations. Not offered every year.
Prerequisite: IRE244H1, IRE260H1, IRE379H1

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, IRE260H1 and 1 300H level IRE course

An introduction to economic analysis and its applications: price determination, market structure, decision making by individuals and firms, public policy. NOTE: extensive use of graphical and quantitative analysis.
Exclusion:ECO100Y1, ECO105Y1, ECO100Y5, MGEA01H3, MGEA02H3
Recommended Preparation:  MCV4U (Calculus & Vectors) and MHF4U (Advanced Functions), or equivalent secondary school mathematics credits
An introduction to economic analysis and its applications from a macroeconomic (economy-wide) perspective. Topics covered include international trade and finance, role of money and the banking system, monetary and fiscal policy. Note: graphical and quantitative analysis are used extensively.
Prerequisite:  ECO101H1
Exclusion:  ECO100Y1, ECO105Y1, ECO100Y5, MGEA05H3, MGEA06H3
Recommended Preparation:  MCV4U (Calculus & Vectors) and MHF4U (Advanced Functions), or equivalent secondary school mathematics credits
Fundamentals for consumers, businesses, citizens. Microeconomics focuses on cost/benefit analysis: gains from trade, price coordination, competition/monopoly, efficiency/equity tradeoffs, government/market failures, environmental policies, income/wealth distributions. Macroeconomics focuses on: GDP growth, unemployment, inflation, monetary/fiscal policies, business cycles, exchange rates, government deficits/debt, globalization. Emphasizes economic literacy, fewer mathematical tools than ECO100Y1.
Exclusion:  ECO100Y1, ECO101H1, ECO102H1
This course will challenge your views on a wide range of issues that affect us all. It will also excite your interest in a unique sociological way of understanding your world. We will analyze the globalization of culture, emerging patterns of class, race, and gender inequality in Canada and internationally, criminal and deviant behaviour, and so on. You will learn to understand these and other pressing social issues by analyzing the way the social world is organized. These topics are further taken up in the sequel to this course, SOC150: Introduction to Sociology II: Sociological Inquiries.
Exclusion: SOC101Y1, SOC102H1, SOC103H1, SOCA01H3, SOCA02H3; SOC100H5
In the sequel to SOC100H1: Introduction to Sociology I: Sociological Perspectives, this course will explore in more depth the topic of social inequality and the contemporary debates that animate sociology. We may like to think of ourselves as perfectly free but powerful social forces open up some opportunities and close off others, constraining our freedom and helping to make us what we are. By examining the operation of these social forces, sociology can help us know ourselves. The course is also about skills-building, skills useful not only for success at U of T, but beyond the walls of the university.
Prerequisite: SOC100H1 or SOC102H or SOC103H
Exclusion: SOC101Y, (SOC102H + SOC103H), SOC200H1, SOC200Y1, SOCB05H3, SOC221H5, SOC200Y5
The nature and meaning of work in relation to changes in the position of the professions, unions and government, of women and minority groups, and in industrial societies more generally. Career choice and strategies, occupational mobility, and individual satisfaction at work.
Prerequisite: SOC101Y or SOC102H or SOC100H1
Exclusion: SOC227H5
An introductory course in statistical concepts and methods, emphasizing exploratory data analysis for univariate and bivariate data, sampling and experimental designs, basic probability models, estimation and tests of hypothesis in one-sample and comparative two-sample studies. A statistical computing package is used but no prior computing experience is assumed. Note: STA220H1does not count as a distribution requirement course.
Prerequisite: Grade 12 Mathematics and one University course in the physical, social, or life sciences
Exclusion: ECO220Y1/​ ECO227Y1/​ GGR270H1/​ PSY201H1/​ SOC300Y1/​ STA250H1/​ STA261H1/​ STA248H1/​ STA288H1/​ EEB225H1
Continuation of STA220H1 (or similar course), emphasizing major methods of data analysis such as analysis of variance for one factor and multiple factor designs, regression models, categorical and non-parametric methods (Note: STA221H1 does not count as a distribution requirement course).
Prerequisite: STA220H1/​ STA288H1/​ PSY201H1/​ GGR270H1/​ EEB225H1
Exclusion: ECO220Y1/​ ECO227Y1/​ GGR270Y1 / PSY202H1/​ SOC300H1/​ SOC202H1/​ SOC252H1 STA261H1/​ STA248H1