Uoft human resources program

Service greenshield. HR Service Centre. Employees Policies and Guidelines Agreements. Missed the memo? We post all divisional news and memoranda to this site. News and Memoranda. Who we are. Ensuring the success of our world-class University takes the efforts of many. Our mission, vision, and values. Make a meaningful impact. Dynamic and rewarding career paths for top talent from Canada and around the world. At U of T, everyone belongs. 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.

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. Note: Course will not count towards Rotman Commerce program requirements.

Topics vary from year to year, but the objective of the course is to discuss current employment relations issues and their economic, legal, political and social implications. 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.

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.

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.

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. 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.

Data science is changing the way organizations make decisions. This course introduces a data analytics perspective on employment relations and human resources, including the measurement of performance metrics, analysis of organizational policies, and visualization of data. Students will develop basic data skills in the R statistical computing environment.

Independent study under the direction of a faculty member. Open only when a faculty member is willing and available to supervise. Application form is due one week before the start of term. Consult the program website for additional information. Credit course for supervised participation in a faculty research project. Offered only when a faculty member is willing and available to supervise.

Credit course for supervised participation in faculty research project. 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, and the Human Rights Code.

The course will also cover provisions from the Occupational Health and Safety Act. The course will focus on the laws impacting unionized workplaces. Advanced topics in Employment Relations offered in an international setting. Students admitted into the month MIRHR advanced-standing option will have completed many of the foundation courses in industrial relations and human resources.

Students will take both foundation and core courses simultaneously in the three sessions of study September to August. During this time, students will also take elective courses to increase their breadth of knowledge or to focus on their areas of interest. Students must take 5.

The Doctor of Philosophy PhD degree program benefits students who are interested in advanced academic study leading to career opportunities in human resources management; labour-management relations; collective bargaining and dispute resolution; organization development and change; and labour market and social policy.

Applicants must also satisfy the Centre for Industrial Relations and Human Resources' additional admission requirements stated below. Students with a master's degree in another related social science discipline may be considered for admission to the PhD if they have exceptional academic standing and have demonstrated quantitative skills and research ability.

Academic performance in courses relevant to the applicant's area of interest, as well as performance in statistics and research methods courses are taken into consideration by the admissions committee.

Although there is no minimum score requirement, performance on the GRE will be taken into consideration by the admissions committee. Normally, requirements in Years 1 and 2 consist of a core course in Industrial Relations and Human Resources, elective courses, and courses in research methods and statistics.

In cases where a student's prior academic background may have covered any of the courses listed above, substitutions may be permitted with the approval of the PhD Coordinator. A comprehensive examination is normally written by January 31 of Year 2.

It is designed to encourage students to broaden their understanding of industrial relations and human resources, to demonstrate analytical and methodological abilities, and to address current policy issues. It provides specialized study of the employment relationship using an interdisciplinary approach.

A student may also select elective courses based on a specific area of interest. Two program options are available for those who meet the requirements for admission. Full-time students who qualify for admission will normally complete the program in two years 16 non-consecutive months.

The advanced standing option will enable qualified students to complete the MIRHR degree in one year 12 consecutive months of full time study.