The right people make a difference.

Human Resources

The Bachelor of Business Administration program is a four-year undergraduate degree that allows you to select a concentration that suits your interests and career goals. As a graduate of this degree, you will be able to gain advanced standing toward appropriate professional designations.

Recognizing the critical role of HR Managers in the success of any business, HR professionals continue to be in demand. The field of human resources management offers a rich set of potential career options; some of them are recruiting and placement jobs such as interviewers, head hunters, test administrators and employment managers. Besides, HRM graduates may land jobs in development and training where they perform functions as counsellors, career planners, training specialists, technical recruitment specialists or orientation specialists.

Satisfying and keeping valued employees become very challenging, and more companies are now hiring compensation, security and benefits specialists. In addition, the existence of labour unions also gives HRM graduates the option of becoming employee and labour relations supervisors.


The Acsenda School of Management BBA in Human Resources Management program supports the learning requirements of the Canadian Human Resources Professional (CHRP) designation in areas relating to HR planning and staffing, recruitment and selection, employee training and development, compensation management, employee and labour relations, health and safety and organizational development and change.

The CPHR designation is a nationally acknowledged level of achievement within the area of human resources. It is a very important certification where students can gain expertise and valuable knowledge to understand vital HR problems and manage to turn into essential advisors in the field.

Human Resources Management Concentration Courses

6 Courses Required

Human Resources Management

BHRM331 - Strategic Planning for Human Resources
This course is designed to provide students with an overview of the staffing function including internal and external hiring and training and development planning based on an HR plan for a firm that is tied to its corporate strategy. The student should be able to understand the relationship between business strategy and human resource planning and staffing; apply relevant employment law to staffing situations; understand the principles of measurement and know how they apply to the staffing equation.; use job analysis to solve these staffing issues; apply a variety of techniques to planning for a stable and productive workforce; apply various selection techniques to achieve a desirable person/job match; and develop a coherent staffing strategy and management approach.
This course is designed to provide students with an understanding between planning and staffing. It provides an overview of the organizational staffing function including internal and external hiring and training and development planning based on an HR plan that is tied to corporate strategy. This course provides an up-to-date review of methods and technologies that are used to recruit and select employees in Canadian organizations, including the inherent challenges they face with the rapidly changing workforce demographics. Contemporary practices related to attracting, hiring, and deploying human resources in ways that meet professional and legal employment standards will be examined in depth.
This course will explore how MNEs apply Human Resource Management (HRM) best practices, including inclusion, diversity, equity and accessibility (IDEA), to support their internationalization strategies and their ability to control and coordinate business operations in diverse geographical, legislative and cultural settings. Various HR strategies, policies, practices and systems will be explored. Students completing the course will be fluent with key issues in inclusion, diversity, equity, and accessibility and how culture applies in cross-border business and international people management. They will critically examine key HR tools, systems, processes and techniques to be effective in diverse socio-cultural and institutional contexts.
This course analyzes and uses various process management techniques, continuous improvement tools, and strategies to improve quality. Students will learn how to become effective quality managers and decision makers while continually developing the quality of people, processes, products, and the work environment. Students will gain the knowledge and skills they need to achieve organizational excellence. The course covers the following topics: an overview of quality, global competitiveness, strategic alliances, establishing a culture of quality in a work environment, customer satisfaction and quality, employee empowerment, leadership and change management, team building and teamwork, education and training for quality, overcoming internal politics and conflict, quality methodologies (ex: lean, six sigma), problem solving and decision making, quality function deployment, continual improvement, benchmarking, quality implementation.

This course is based on the strategic choices available to manage compensation in organizations. These choices, which confront
managers in Canada and around the world, are introduced in the Total Compensation Model. This model provides an integrating
framework that is used throughout the course. Major compensation issues are discussed in the context of current theory,
research, and practice. The practices illustrate new developments as well as established approaches to compensation decisions.

This is a capstone course in Human Resources (HR) designed to help students apply their HR knowledge to real situations. The student is placed in the position of HR Manager and asked to make strategic HR decisions for the company. The student should be able to identify the salient components of the HR system that need to be addressed in a real situation; to develop alternative approaches based on a company’s business plan and provide benchmarks for evaluating a successful HR strategy. The student would be expected to integrate the recruitment, selection, training, management development, planning, compensation, and organizational development issues and identify the key components that need to be changed or developed. This course also provides the knowledge and skill in applying training processes in organizations; strategic planning of training and development; learning, motivation, and performance; needs analysis; training design; evaluation of training, union management relations, training methods, development, and implementation.

This is a capstone course designed to help students apply their Concentration area understanding of theory and practice, to real situations. A level of knowledge beyond familiarity with the sub-disciplines of each Concentration area is expected.

a. The nature of work of the Practicum will be such to favour knowledge and practical experience development in a real
business setting for the student and it not meant to replace current employee responsibilities of the employer. As much
as possible, work duties will be structured into discreet projects and approved by both the instructor and employer e.g.,
Build an HRM decision support dashboard for an organization; Develop a training course for a company; Assess supply
chain benefits and make recommendations for improvements; Develop a marketing plan for a specific product etc.
b. Students will further develop interpersonal skills, and oral and written communication skills with colleagues in a real
company as well as course peers and the Instructor.
c. Students will develop practical on-the-job skills and develop Concentration knowledge through such course assignments
as electronic dashboards for decision support, electronic portfolios for knowledge building, professional self-evaluation,
and critical reflection; and assignments directed at synthesizing company assessments and improvements.

Overall, students will seek to advance their Concentration knowledge and improve and add value to the organizations have
provided opportunities for applied skill development by providing useful analysis, recommendations, and feedback in the project area.