The right people make a difference.
The Bachelor of Business Administration is a four-year undergraduate program that allows students to choose a concentration based on their interests and career goals.
Graduates can gain advanced standing for professional certifications.
Businesses need professionals who can help find, hire and train the right talent who will achieve the organization’s vision, mission and objectives. In Canada, human resources practitioners who also hold the Chartered Professional in Human Resources (CPHR) designation earn 18% to 51% more* than non-CPHR holding human resources practitioners across industries.
If you're a people person, then studying human resources management is for you!
Acsenda School of Management is proud to celebrate a long-standing partnership with the Chartered Professionals in Human Resources of British Columbia & Yukon (CPHR BC & Yukon), dating back to 2014. For over a decade, this collaboration has provided Acsenda’s HR students with a direct path to earning the Chartered Professional in Human Resources (CPHR) designation by granting eligible graduates an exemption from the National Knowledge Exam® (NKE). Learn more.
We extend our sincere gratitude to our partners at CPHR BC & Yukon for their continued support in fostering the next generation of HR professionals. This partnership reflects a shared commitment to excellence in HR education and professional development, ensuring our students graduate with the knowledge, skills, and credentials to succeed in today’s evolving job market.
CPHR British Columbia & Yukon
Every day, the Chartered Professionals in Human Resources of British Columbia and Yukon (CPHR BC & Yukon) propels the HR profession forward by supporting its members with education and advocacy.
Acsenda’s BBA-Human Resources Management (HRM) Degree program is accredited through Path 3 of the CPHR Pathways and graduates. Students who earn a cumulative average of B- or higher in ASM’s HRM Concentration are given an exemption from taking CPHR BC & YK’s National Knowledge Exam (NKE).
Salary Range: $70,000 – $110,000 per year
Role: Oversee HR functions such as recruitment, employee relations, and performance management. HR Managers implement strategies that align with organizational goals, helping to shape company culture and ensure compliance with labor laws.
Salary Range: $50,000 – $80,000 per year
Role: Focus on sourcing, interviewing, and hiring employees for various roles within an organization. Recruitment Specialists work closely with hiring managers to ensure the company attracts top talent and fills positions effectively.
Salary Range: $55,000 – $85,000 per year
Role: Develop and implement employee training programs to enhance skills, increase productivity, and ensure compliance. Training and Development Coordinators assess learning needs and design programs to meet organizational objectives.
Explore these trusted resources to learn more about career opportunities, salary ranges, and industry trends in Human Resources Management:
Robert Half Canada – HR Manager Salary
https://www.roberthalf.com/ca/en/job-details/human-resources-hr-manager
WorkBC – Human Resources Managers Career Profile
https://www.workbc.ca/career-profiles/human-resources-managers
Glassdoor Canada – Recruiting Coordinator Salary
https://www.glassdoor.ca/Salaries/recruiting-and-training-coordinator-salary-SRCH_KO0%2C35.htm
AIHR – Recruiting Coordinator Role
https://www.aihr.com/blog/recruiting-coordinator/
Glassdoor Canada – HR Training Coordinator Salary
https://www.glassdoor.ca/Salaries/human-resources-training-coordinator-salary-SRCH_KO0%2C36.htm
PCC – HR Training and Development Coordinator
https://www.pcc.edu/hr/employment/management-jobs/hr-training-and-development-coordinator-2/
Review the complete program plan for the concentration.
Concentration Courses
BHRM331
Prerequisites: BHRM231 and ENGL101
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.
BHRM332
Prerequisites: BHRM231 and ENGL101
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.
BHRM434
Prerequisites: BHRM332 and BADM302
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.
BHRM403
Prerequisites: BADM221, ENGL101, BHRM231
A continuation of ACCT331. This course covers an in-depth study of liabilities and equities. Key topics include legal and financial aspects of partnerships and corporations; current and long-term liabilities; shareholders’ equity; complex debt and equity instruments; leases; accounting for income taxes; pension and other post-employment benefits; accounting changes; cash flow statement; and the analysis of financial statements. Computer software is used to illustrate concepts and give students valuable hands-on experience.
BHRM432
Prerequisites: BHRM331 and ENGL102 (Co-req.)
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 .
BHRM490
Prerequisites: BADM490 and 18 credits of BHRM courses
(BHRM231, BHRM331, BHRM332, BHRM434,
BHRM403 and BHRM432)
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.
BHRM491
Prerequisites: BADM490 and 18 credits of BHRM courses (BHRM231 BHRM331, BHRM332, BHRM434, BHRM403 and BHRM432 )
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. 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.
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.
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.
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