Labour-Management Relations and Human Resources Concentration (B.Com.) (15 credits)
Offered by: Management (Desautels Faculty of Management)
Degree: Bachelor of Commerce
Program credit weight: 15
Program Description
The objective of this concentration is to provide a general understanding of employer-employee relations and human resources, both at the micro-level and in relation to the socio-economic context in which they occur. Students interested in more intensive study of this area are urged to consider the Major program in Labour-Management Relations and Human Resources.
Required Courses (9 credits)
| Course | Title | Credits |
|---|---|---|
| INDR 294 | Introduction to Labour-Management Relations. | 3 |
Introduction to Labour-Management Relations. Terms offered: Fall 2025 An introduction to labour-management relations, the structure, function and government of labour unions, labour legislation, the collective bargaining process, and the public interest in industrial relations. | ||
| INDR 496 | Collective Bargaining. | 3 |
Collective Bargaining. Terms offered: this course is not currently offered. Principles of collective bargaining in Canada and abroad. Problem oriented. Mock collective bargaining sessions provide an opportunity for students to apply knowledge gained. | ||
| ORGB 423 | Human Resources Management. | 3 |
Human Resources Management. Terms offered: Fall 2025 Issues involved in personnel administration. Topics include: human resource planning, job analysis, recruitment and selection, training and development, performance appraisal, organization development and change, issues in compensation and benefits, and labour-management relations. | ||
Complementary Courses (6 credits)
Selected from the following:
| Course | Title | Credits |
|---|---|---|
| INDR 459 | Comparative Employment Relations. | 3 |
Comparative Employment Relations. Terms offered: this course is not currently offered. Comparison of employment relations in current socio-political and economic context of a variety of nations. Emphasis on historical and recent developments in labour-management relations, labour legislation, institutional structures, collective bargaining, contract coverage, and the role of multi-national corporations. | ||
| INDR 492 | Globalization and Labour Policy. | 3 |
Globalization and Labour Policy. Terms offered: this course is not currently offered. Exploration of contemporary labour policies around the world in the context of globalization. Topics include labour market functioning, international trade, technological change, flexibility, employment standards, protective legislation, employment practices. | ||
| INDR 494 | Labour Law. | 3 |
Labour Law. Terms offered: this course is not currently offered. Introduction to the basic concepts of labour law relevant to the practice of industrial relations. Historical development of labour law in certain social and legal systems and the culmination in the legislative enactments and jurisprudence of Canadian jurisdictions and certain comparative foreign models. | ||
| ORGB 321 | Leadership. | 3 |
Leadership. Terms offered: Summer 2025, Fall 2025, Winter 2026 Leadership theories provide students with opportunities to assess and work on improving their leadership skills. Topics include: the ability to know oneself as a leader, to formulate a vision, to have the courage to lead, to lead creatively, and to lead effectively with others. | ||
| ORGB 325 | Negotiations and Conflict Resolution. | 3 |
Negotiations and Conflict Resolution. Terms offered: Summer 2025, Fall 2025, Winter 2026 A conceptual framework to guide participants through negotiation and conflict resolution process. | ||
| ORGB 330 | People Analytics. | 3 |
People Analytics. Terms offered: Fall 2025 This is the era of big data. Companies and organizations are collecting an enormous amount of information and we are only just beginning to grasp the ways in which this information might be used. This course covers the emerging field of people analytics, which involves applying data collection and analysis techniques to improve the management of people within organizations. We will cover current people analytics techniques, common pitfalls, and possible shortcomings of people analytics, as well as the ethical questions involved in undertaking such analyses. | ||
| ORGB 401 | Leadership Practicum in Social Sector. | 3 |
Leadership Practicum in Social Sector. Terms offered: this course is not currently offered. Students apply a wealth of OB concepts and leadership strategies by spending the equivalent of one full day (8 hours) per week at an organization within Montreal’s social sector. Course material will supplement field experiences. The Practicum complements ORGB 321, which offers a more comprehensive survey of leadership theory. | ||
| ORGB 421 | Managing Organizational Change. | 3 |
Managing Organizational Change. Terms offered: Winter 2026 Organizational change theory and techniques are examined with an emphasis on techno-structural interventions such as Quality-of-Work-Life approaches. Through simulations and case-studies, the course explores initiatives in organizational change, primarily in contemporary Canadian organizations. It also includes opportunities for "hands-on" experience in work and organization redesign. | ||
| ORGB 440 | Career Theory and Development. | 3 |
Career Theory and Development. Terms offered: Fall 2025 Includes state of the art theory and research on careers and opportunity for exploration and development of personal career goals and dreams. Analytical and practical skills are honed through the study of careers of "real life" individuals as presented in films, panels of guest speakers, and interview assignments. | ||
| ORGB 509 | Organizational Research Methods. | 3 |
Organizational Research Methods. Terms offered: Winter 2026 Field research in organizational behaviour. | ||
| ORGB 525 | Compensation Management. | 3 |
Compensation Management. Terms offered: this course is not currently offered. Compensation policies and practices, consistent with motivational theories, are examined. Topics include: design and evaluation of job evaluation systems, salary structures, and performance-based pay; compensation of special employee groups; and current pay equity laws. Projects and simulations provide "hands-on" experience in the use of compensation techniques. | ||