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.
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.
Note: Course will not count towards Rotman Commerce program requirements.
Prerequisite: 4.0 credits or enrolment in CHRM
Exclusion: RSM361H1
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.
Prerequisite: 4.0 credits or enrolment in CHRM
Hours: 24L
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.
Prerequisite: 4.0 credits or enrolment in CHRM
Hours: 36L
This course is designed to provide students in the IRHR 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: ECO101H1/ ECO105Y1/ IRW230H1
Exclusion: ECO339H1
Hours: 24L/12T
This course introduces students to accounting and finance procedures and concepts used by organizational leaders and professionals. The course covers both managerial and financial accounting topics with applications to organizational decision-making. Note: Course will not count towards Rotman Commerce program requirements.
Prerequisite: ( IRE242H1, IRE379H1/ IRW220H1)/( IRW220H1, IRW230H1)
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: 0.5 credit from: IRE240H1, IRE244H1, IRE260H1, IRW220H1, IRW230H1, IRW240H1
Hours: 24L
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: IRE242H1
Hours: 24L
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: IRE242H1
Hours: 24L
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: IRE242H1
Hours: 24L/12T
Data science is changing the way organizations make decisions and the way work is done. This course introduces basic data analytics concepts for understanding the measurement of performance, analysis of organizational policies, and effective communication and visualization of data. Students will develop basic data skills in the R statistical computing environment.
Prerequisite: 0.5 credit from: IRE240H1, IRE244H1, IRE260H1, IRW220H1, IRW230H1, IRW240H1
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: 0.5 IRE/IRW credit at the 300-level
Corequisite: Students who do not meet the prerequisites may take IRE430H1 concurrently with 0.5 IRE/IRW credit at the 300-level
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: 0.5 IRE/IRW credit at the 300+ level