iinextmeeting wed oct 1920location

E

e

Kwantlen

Distribution

UNIVERSITY COLLEGE

I

Confirmation of Agenda

Call to order

3 Approval of Minutes June 22 2005

4 Election of Chair

DPAC Mandate Revision

1i6 Program Revision pgn and Technology

L7 lrogram Revision GraphS iicesDign for Mar eting

8 1141 ons Diploma

9 Program Revision owerline Techniciiann Citation 515

10 FPP BBB Human Resource Man ement 520 Doug Fletcher

1IINext Meeting Wed Oct 1920locationLO

12 Adjournment

Grant Allan SDianne Crisp SDana Cserepes SDavid Davidson Chair LRobert Fleming RDana Goedbloed SCarol Hansen SBevin Heath Ansley SCasey McConill SJudith McGillivray S

AGENDA

NOTE Agenda only distributed to deans mailing list and to presenters

Degree and Program Assessment Committee DPACWed Sep 21 2005 415 pm

Surrey Boardroom G 2110

415

Karen Metzger RecorderSurrey Campus

David Davidson

425 David Davidson Joshua Mitchell

440

v445 Mare onlBarbara Duggan

atiirtuake

lvfgentm arbara Duggan

505 Terri SmolarBarbara Duggan

Dana Goedbloed

Karen Metzger RecorderSJoshua Mitchell SSusan Morris RThor Pona RElaine Samwald RWendy Royal STakashi Sato Ex OfficioPanteli Tritchew STally Wade N

KwantlenUNIVERSITY COLLEGE

Degree Program Assessment Committee

Attendance Date

vej7 420s

NAME PRESENT ABSENT

Davidson David Chair

Allan Grant

J Crisp DianneCserepes Dana

Fleming Rob

Hansen Carol

7 Heath Ansley Bevin 178 McConill Casey r

9

16 Mitchell Joshua ex officio AssocRegistrar10 Morris Susan r11 Pona Ihor

13 Royal Wendy

12 Samwald Elaine

14 Sato Takashi ex officio EdCo Chair15 Tritchew Panteli

17 Wade Tally

c rc c6Gu 344 7

Metzger Karen

RecorderLe

ace44 L4eacJ

tea 27A


Degree Program Assessment Committee

Attendance Date

vej7 420s

Kwantlen

Distribution

UNIVERSITY COLLEGE

Grant Allan SDianne Crisp SDana Cserepes SDavid Davidson Chair LRobert Fleming RDana Goedbloed SCarol Hansen SBevin Heath Ansley SCasey McConill SJudith McGillivray S

Degree and Program Assessment Committee DPACWed Sep 21 2005 415 pm

Surrey Boardroom G 2110

AGENDA

I Call to order

2 Confirmation of Agenda

3 Approval of Minutes June 22 2005

4 Election of Chair

5 DPAC Mandate Revision

6 Program Revision Fashion Design and Technology

7 Program Revision Graphic Design for Marketing

8 Program Revisions Public Relations Diploma

9 Program Revision Powerline Technician Citation

10 FPP BBA Human Resources Management

11 Next Meeting Wed Oct 19 2005 location TBA

12 Adjournment

NOTE Agenda only distributed to deans mailing list and to presenters

415

425

440

445

455

505

515

520

David Davidson

File Copy

David Davidson Joshua Mitchell

Mary BoniBarbara Duggan

Marge DamonBarbara Duggan

Terri SmolarBarbara Duggan

Dana Goedbloed

Doug Fletcher

Karen Metzger RecorderSJoshua Mitchell SSusan Morris RThor Pona RElaine Samwald RWendy Royal STakashi Sato Ex OfficioPanteli Tritchew STally Wade N


Present

Regrets

Dianne CrispDavid Davidson ChairDana Goedbloed

Bevin Heath AnsleyJudith McGillivray

Grant Allan

Dana CserepesRobert FlemingCarol Hansen

Degree and Program Assessment CommitteeDPAC

Wed June 22 2005 415 pmSurrey Boardroom G 2110

MINUTES

Karen Metzger RecorderJoshua Mitchell

Linda RogersPanteli Tritchew

Wendy Royal

Casey McConillSusan MorrisThor Pona

Tally Wade

Guests Arthur Coren Gordon Lee

Doug Fletcher Shirley McKendry

1 Call to order

The meeting was called to order at 423 pm

David Davidson reminded the committee that this is his last meeting as Chair of the committee and asrepresentative for the School of Horticulture On consultation with Judith McGillivray he recommends thatelections for a new Chair will be held at the September meeting

He will continue with the program implementation review project and will present a draft to the committeein September or October

2 Confirmation of Agenda

Moved by Bevin Heath Ansley seconded by Wendy Royal to approve the agenda as amended afteritem 5 add Mandate

MOTION CARRIED

3 Approval of Minutes May 18 2005

Moved by Linda Rogers seconded by Judith McGillivray to approve the minutes of the May 18 2005meeting as amended page 2 1 paragraph add and with the Office of the RegistrarMOTION CARRIED

4 Employability Skills Update

Geoff Dean attended to give the committee an update on the work of the Employability Skills ESkillscommittee to date and to present a draft policy on employability skills He touched briefly on he workdoneduring the 1990s by Kwantlen and by the BC Labour Board the Conference Board of Canada and ACCCon identifying employability skills for the purpose of better preparing students to be effective members ofthe workforce He pointed out that similar work was also being done in Australia and the UK at about thesame time

Degree and Proposal Assessment Committee DPACMinutes of Meeting June 22 2005Page 2

The Education Council established the E Skills committee in 2004 to determine to what extent eskills arebeing imbedded in coursesprograms and how they might be assessed The committee is recommending aname change to Essential Skills as the skills are related to success in all areas of life

The committee now has a Website with much useful information and links to work done in the field byother institutions and to a number of related documents

The committee will be holding a symposium in November to showcase how programscourses aresuccessfully integrating the skills

Geoff presented the draft policy on eskills for discussion and feedback which he will take back to thecommittee Issues include to what extent eskills are integrated into the outcomes or are identified ascompetencies and how to identify levels of eskills appropriate to credentials at varying levels There wasalso discussion around making students aware ofeskills and how they might use that information

Dana Goedbloed commended Geoff for the great work the committee has done this year in linkingKwantlen back into the loop re eskills

5 Concept BBA Human Resources Management

Doug Fletcher and Arthur Coren attended to present the program concept for a BBA in Human ResourcesManagement Doug explained that he has long had a vision for Kwantlen to offer such a credential and isvery pleased to be presenting the program concept now He said this proposal is timely because the humanresources profession has been increasingly professionalized in recent years The Canadian Council ofHuman Resources Associations CCHRA has established Canadawide required professional capabilitiesRPCs around which this proposed program has been designed

Moved by Dianne Crisp seconded by Panteli Tritchew to recommend approval of the programconcept for a BBA in Human Resources Management pending the following revisionsRemove all references to the Post Baccalaureate Diploma throughout the documentPage 2

I bullet BG English2 bullet specify the grade 1 I Math course4 bullet replace college or university with post secondary institution and add after Accounting andStatistics I XXX5 bullet refer to the courses listed below7 bullet delete

Page 2 item 2 change mixed mode to partially online

Page 3 2 paragraph with any recognized business relatedPage 3 d l delete second statement spell out SOB2 bullet delete last statement

a bullet spell out CHRP

Page 4 1 paragraph add more information about the profession itself being accommodatingPage 4 E2firstyear post secondary English course

I paragraph There will be computer systems2 paragraph add footnote3 paragraph A 6credit capstone course

Page 6 2 paragraph Eight new courses will be developed3 paragraph Remove everything after the fna statement up to last paragraph and put it in an appendixPage 7 remove last bullet and add information about courses shared with the BBA EntrepreneurialLeadershipSection F replace will with may

Page 8 4 include information about external consultations and provide letters of support co

Degree and Proposal Assessment Committee DPACMinutes of Meeting June 22 2005Page 3

Page 9 correct the dates

Page 10 add reference to I semester time release show figures using consistent format commaMOTION CARRIED

When the program concept has been revised and approved by David Davidson it will go forward toEducation Council for approval

Art Coren acknowledged the extensive preparations by Doug Fletcher both with industry and withinKwantlen to lead to the work on the proposed program

Panteli Tritchew asked that the minutes show that how a proposed program will deal with barriers as perthe Program Concept question D2 is a question of how the institution deals with barriers Memberspointed out that there are aspects that can be dealt with specifically by programs

6 Mandate

The committee reviewed the current mandate and recommended wording about electing the chair of thecommittee

Moved by Wendy Royal seconded by Bevin Heath Ansley to approve the new wording in the DPACmandate as follows

The Chair of the committee will usually be elected in April from among the current membership for a twoyear term to commence the following September

MOTION CARRIED

Discussion followed about representatives from the combined Social Sciences and Humanities divisionThis should be taken forward to Education Council for a decision The Chair recommended that membershipbe as broad as possible

7 Next regular meeting TBA September8 Other

Judith McGillivray presented David Davidson with a plaque on behalf of Education Council in appreciationof the responsibility he has carried and the leadership he has shown in the last two years as Chair of DPACto assist in making Kwantlen a more effective institution

9 Adjournment Moved by Linda Rogers to adjourn the meeting at 602 pm

DEGREE AND PROGRAM ASSESSMENT COMMITTEE DPAC

Approved by Education Council Sep 12 2005

MANDATE

The Degree and Program Assessment Committee is a sub committee of the EducationCouncil with a mandate to

I Receive and review Program Concepts and Full Program Proposals for degree andnon degree programs such as Associate Degrees Diplomas Certificates andCitations

2 Report with recommendations to the Education Council on the status of all programconcepts full program proposals and program implementations in such a manner andat such times as the program approval implementation process and the EducationCouncil may require

3 Oversee the implementation of new degree and non degree programs according to thefollowing schedule

One complete cycle of new degree and diploma programs

Two complete cycles of new certificate and citation programs

Any and all changes will be presented to DPAC for consideration and approval Afterthe initial implementation schedule is complete the division implementing the newprogram can request to stay under the purview of DPAC for an additional cycle orcycles if they will be making significant revisions Otherwise further reviews will beconducted under the direction of the Program Review Committee pursuant to PolicyB12

4 Review periodically DPACsmandate composition processes and approval criteriaand make such recommendations to the Education Council concerning these as maybe appropriate

MEMBERSHIP

The composition of DPAC consists of

one faculty member to be selected byeach of the University Collegeseducational divisions with acurriculum committee andrepresentatives from LibraryCounselling and CooperativeEducation

the Chair of Education Council

one representative from the office ofthe Vice President Learning

one student to be selected by theEducation Council

two deans to be selected by the VicePresident Learning

one representative from the Office ofthe Registrar

TERMS OF OFFICE

Faculty Members

Three years with onethird of the faculty to be selected each year 4 4 and 4members DPAC to determine the cohort groups The faculty selectionprocedure is the responsibility of each division or service area

Student Members

One year with selection made as soon as possible following the seating of studentmembers on Education Council

Administration

To be determined by the Vice President Learning

SUPPORT

The Office of the Vice President Learning will provide support for the work of DPACand the degreerelated work of the Education Council This will consist of

managing all intemal and external correspondence materials distribution etc asrequired

providing research and proposal writing advice as resources permit to interestedapplicants

serving as the University Collegesprincipal contact with the Ministry concemingNotices of Intent and Full Program Proposals once these have been approved bythe Education Council and the Board

notifying DPAC and the Education Council of any changes to Ministryregulations procedures or timelines that might impact on the degree approvalprocess

DPACsapproval is requested

Attd


MAILING ADDRESS TELEPHONE12666 72 Avenue 6045992100

Surrey BC WEBSITECanada V3W 2M8 wwwkwandenca

TO DPAC

C S Lee Mary Boni

FROM Barbara D CvDATE 22Jun05

SUBJECT Course replacement in Fashion

Memorandum

Applied Design andCommunications

At the divisionsCurriculum Committee meeting on June 20 2005 the replacement of CBSY 1105Introductory Microcomputer Applications by FASN 1205Computers Applications for Fashion wasapproved

RATIONALE

This course is designed to meet the needs of fashion students who require both a general knowledge ofmicrocomputer applications and more training in Adobe Illustrator It has been developed with theparticipation of instructors in the computer department It will replace CBSY 1105 as the requiredcomputer course in first year for fashion students

This course will be team taught by qualified FASN faculty members Mary Androsiuk and Mary Boniboth majored in technology as part of their mastersprograms and have both taught and used Microsoftsoftware in the courses they taught Alex Diaz has an extensive background using Microsoft productson the job and would link PowerPoint to Adobe Illustrator Fashion related examples will be used in allcomponents of the course so that students would see how the various software programs fit into thefashion program and therefore make connections more easily from a basic computer course to fashioncourses using technology

September 22 2005

To DPAC

From Fashion Program Faculty

Re Rationale for FASN 1205 Computer Applications for Fashion

We are proposing replacing CBSY 1105 Introductory Microcomputer Applications with FASN 1205Computer Applications For Fashion as a first year computer course for the Fashion Design andTechnology Program

HistoryFrom its inception as a degree program the Fashion Design and Technology Program recognized the needfor students to team advanced computer skills for success in their careers and to that end created a varietyof computer based classes

CBSY 1105 was incorporated as an introductory course and within the program FASN 1230 TechnicalFashion Drawing FASN 2140 CAD Pattern Drafting and FASN CAD Pattern Grading enable students togain essential skills in fashionbased computer software Skills learned in each of these courses areconstantly used and therefore reinforced throughout the entire fashion program

Over the past five years the Vancouver fashion industry has turned almost exclusively to the use of AdobeIllustrator and Adobe Photoshop to produce images for design and marketing Internship supervisors andemployers are now demanding that Kwantlen fashion students and grads be able to integrate the use ofAdobe Illustrator and Photoshop into the entire design process Although the Fashion Program attemptedto meet the need for more education and training in this software it became apparent that no current coursecould provide sufficient training

The fashion program faculty have reorganized some of the content of existing fashion related computercourses to incorporate Adobe Illustrator and Photoshop but they are huge and complex programs to Teamand therefore require a fair amount of classroom learning time Last year program coordinator MaryBoni entered into discussions with Jock Wylie Chair Computer Business Systems to explore thepossibility of collaborating to create an introductory computer course that would maintain some of thenecessary training in Microsoft Office and Internet programs while introducing a large component ofAdobe Illustrator Students taking such a course in first year would have time to practice building theirskills in the remaining years of the program so that they could enter the work force with the necessaryskills

After developing a course and having it vetted by both programs curriculum committees and following aseries of discussions and examinations of possible teaching models including team teaching from twodifferent departments Arthur Coren and Barbara Duggan decided that the fashion program take over thecourse

Course

The proposed course replaces 14 weeks of training in Word Excel PowerPoint and the Internet with 7weeks of training in those programs and 7 weeks of training in Adobe Illustrator All components would betaught in a fashionbased context so that Excel spreadsheets for example would cover the guides forcosting garments Teaching this information within the fashion program with more connections madebetween classes and projects will help students to see how these connections exist with the industry

Timing and InstructionWe need to launch FASN 1205 in January 2006 so that this round of fist year students are adequatelyprepared for Internships in a year Developing this course has been a long time in the making due to thenature of delays that cannot be avoided when attempting to work collaboratively Please note thatKwantlen currently has the edge over other fashion programs as we are the only fashion program offeringthese software programs Others are soon to catch up so we need the best sooner rather than later

Our long time FASN 2130 instructor Alex Diaz is already working with Adobe Illustrator Word ExcelPower Point and the Internet in this course He also teaches all of these programs to designers in industryon a contract basis and has taught CE courses to industry for Kwantlen


IAALLWG ADDRESS TELEPHONE12666 72 Avenue 6045992100Surrey BC WEBSrFECanada V3W 2M8 wnvkwamleaca

TO DPAC

C

FROM Barbara Dugg Cl

DATE 23Jun05

SUBJECT Program change for PRLN

Memorandum


At the June 20 2005 divisionsCurriculum Committee the request to replace PRLN 2460 StakeholderRelations 15 credits and apply the credits to the existing 15 credits Computer Skills II course PRLN1240 was approved in principle pending presentation of revised course outlines

RATIONALE

Faculty and industry members have identified the need for students to have more computer skill courseson incorporating web design The 15 credits for PRLN 2460 Stakeholder Relations has been identifiedfor reallocation as content taught in this course is also covered in PRLN 2450PR Management PRLN2310 Issues Management and PRLN 1150PR Practice

DPACsapproval is requested


MAILWG ADDRESS TELEPHONE

12666 72 Avenue 6045992100

Surrey BC WEBSITE

Canada V3W 2146 wwwkwan0enca

TO DPAC

C Rick Cuff Marge Damon

FROM Barbara Dugga

DATE 23Jun05

SUBJECT Proposed policy for GDMA studio courses

Memorandum


At the June 20 2005 divisionsCurriculum Committee meeting GDMAsproposal to set a minimumgrade of B 68 for all studio courses that have individual and group projects assignments andexercises was approved

RATIONALE

The program believes that maintaining appropriate standards of performance are critical to the successof students and in building a solid reputation for the program GDMA faculty members arrived at thisgrade based on experience in the past

LIST OF STUDIO COURSES

Year 1 Fall GDMA 1100 Fundamentals of Typographic Design IGDMA 1110 Fundamentals of Image Development 1

Spring GDMA 1200 Fundamentals of Typographic Design 2GDMA 1210 Fundamentals of Image Development 2

Year 2 Fall GDMA 2100 Publication Design 1GDMA 2110 Introduction to Advertising Design

Spring GDMA 2200 Publication Design 2GDMA 2230 Introduction to Marketing Communications

Year 3 Fall GDMA 3100 Information DesignGDMA 3110 Interactive and Web Design 1GDMA 3130 Marketing Communications Design 1

Spring GDMA 3200 Corporate Communications Design 1GDMA 3210 Packaging DesignGDMA 3230 Marketing Communications Design 2

Year 4 Fall GDMA 4100 Corporate Communications Design 2GDMA 4110 Display Design

Spring GDMA 4200 Advertising DesignGDMA 4210 Direct Marketing DesignGDMA 4220 Graphic Design and Public RelationsGDMA 4230 Major Project

course outline to be approved by Ed Council

Memo to DPAC Proposed policy for GDMA studio courses

REQUEST FOR DPAC INPUT ON IMPLEMENTATION DATE

Although GDMA hopes to implement this policy in Spring 2006 or as soon as possible CurriculumCommittee members do not have sufficient information to decide on an implementation date It wassuggested to seek input from DPAC and Ed Council for the cleanest approach

DPACs approval and input is requested

0


MAILING ADDRESS TELEPHONE12666 72 Avenue 6045992100

Surrey BC WEBSITECanada V3W 2M6 wwwkwantlenca

Memorandum

Applied TechnologyTrades Career Technical

TO Degree and Program Assessment Committee

C

FROM Dana Goedbloed Associate Dean Applied Technology Trades Career Technical

DATE September 14 2005

SUBJECT Powerline Technician Entrance Requirements

Please accept this memorandum as our request to change the entrance requirements for the PowerlineTechnician Citation program from the current C to a C in Math 11 Principles or ApplicationsEnglish 12 and Physics 11

This change is being requested by the Electrical Industry Training Institute and the program advisorycommittee as it better reflects the entrance requirements of a person who wishes to enter and succeed inthis career path 1t is proposed that the change will be implemented in February 2006

y

Notice of Intent

Bachelor of Business Administration in

Human Resources Management

July 2005


1

r

K

Kwantlen University College BBA in Human Resources Management

Credential to be awarded

The credential to be awarded is Bachelor of Business Administration BBA in Human Resources

Management

Location

The Degree will be offered at Kwantlen University College campuses in Richmond Surrey andLangley

School offering the new degree program

The Degree will be offered by the School of Business at Kwantlen University College

Anticipated program start date

September 2006

Description of the BBA in Human Resources Management

Aims goals andor objectives

The objective of this degree is to prepare students for a professional career in Human ResourceManagement by building student capabilities in areas identified in the Required ProfessionalCapabilities of the Certified Human Resources Professional designation and through industryconsultation

Anticipated contribution to the mandate and strategic plan of the institution

The BBA in Human Resources Management is consistent with the Strategic direction of theSchool of Business at Kwantlen University College The School of Business Mission is toprovide students of diverse ages backgrounds and aspirations with a quality business educationthat prepares them for success in the workplace and graduate school The focus of this degreeparticularly relates to preparation for success in the workplace and further education is possibleat the MBA level or in Law

Target audience

The target audience for the degree is segmented as follows

Fouryear degree students entering after high school or equivalent graduation who wantto take a four year degree BBA specializing in Human Resource Management Exit aftertwo years is possible with a diploma in General Business StudiesBusiness diploma graduates looking to further their education in a specialized BBAprogram in Human Resource Management as a pathway to a professional career

The School of Business Strategic Plan is in development May 2005

31 August 2005 2

Kwanllen University College BBA in Human Resources Management

Individuals working in ajunior area of Human Resource Management who do not have abusiness diploma background but who need access to a degree with specialized trainingin Human Resource Management to achieve CHRP certification and career advancement

Content

Content Years 1 and 2

Requirements 17 courses 51 credits

Accounting ACCT 2293Mathematics or ACCT 1130Statistics or ACCT 1230Organizational Behaviour BUSI 1215Human Resource Management BIJSI 1250Operations Management BUST 2405Business Law BUSI 2390UnionManagement Relations BUST 2360Business Negotiations BUSI 2465Applied Communications CMNS 1140Two Computer Business Systems courses CBSY 1 105 and one otherEconomics ECON 1150

English ENGL 1 100 or 1110Marketing MRKT 11992 Additional courses from any of Accounting Computer Business Systems Economicsor Marketing

Electives 3 courses 9 credits

Electives can be any college courses numbered 1 100 or higher that carry academic credituniversity transfer courses are recommended They can be selected by students to meetprerequisite requirements or to meet specific student needs and interests

Content Years 3 and 4

ENTR 3120 Managerial Accounting for EntrepreneursENTR 3150 Business Economics

ENTR 3160 Information Technology for BusinessENTR 3170 Entrepreneurial FinanceENTR 3500 Professional Business Communications

ENTR 4110 Business LeadershipHRMT 3115 Human Relations in Organizations newHRMT 3125 Employment Law newHRMT 3135 Recruitment and Selection new

HRMT 3145 Occupational Health and Safety newHRMT 3255 Total Compensation newHRMT 3265 Employee Development and Coaching newHRMT 4115 Labour Relations new

HRMT 4125 Organizational Development new or ENTR 3110HRMT 4500 Strategic Human Resources Management 6 credit hours new

31 August 2005 3

4

4

Kwantlen University College BBA in Human Resources Managemeni

Liberal education

All Business degrees require the completion of 15 credit hours of Liberal education Theyare made up as follows

Required One third orfourth year Ethics course

PHIL 3033 formerly ENTR 3033 Business Ethics or LBED 4210 Ethics Morality andSocial Issues or an equivalent 3rd or 4th year Ethics course

Liberal Education Electives Fourfrom

Courses approved by the Liberal Education Committee for use by School of Businessstudents view approved courses online atwwwkwantlencacalendarlbedelechtml

Delivery methods

The HRMT courses are designed to take full advantage of Kwantlen University Collegesmultimedia room capabilities There will be course websites for each course where students willhave access to all course materials and assignments While none of the courses is proposed to beoffered in an on line environment when the program is launched the courses are designed toenable a transition to an online learning or hybrid learning environment when student demandindicates this will be an optimal course delivery method

Course sessions will be highly interactive utilizing case studies lectures and industry projects asappropriate to the specific course content As students move through the program they willdevelop an eportfolio of deliverables they have accomplished in the program

The capstone course in the program will incorporate a student practicum where students arematched with employer generated project assignments completed on the employerspremisesStudents may also enroll in the coop option which requires 2 4 month work terms aftercompletion of the 3 year of the BBA HRM

Linkages between the learning outcomes and the curriculum design including an indicationwhether a work experiencework place term is requiredfor degree completion

The BBA in Human Resources Management was designed using program mapping toolsdeveloped by Stiehl and Lewchuk Central to this design process is the development of IntendedLearning Outcomes which focus on capabilities of students upon graduation

The Intended Learning Outcomes for the degree were developed referencing the RequiredProfessional Capabilities RPCs of the Certified Human Resources Professional CHRPdesignation The CHRP designation was adopted by the Canadian Council of Human ResourcesAssociations as the professional standard throughout Canada in March 2003

2 Les lewchuk and Rulh Si iehl The Outcomes Primer The Learning Organimlion Corvallis Oregonr hnplwwwbchnnaorgcomcncchrp

31 August 2005 4


Additional feedback on the RPCs was obtained by consulting with HRM professionals and thefinal version of the Intended Learning Outcomes for the degree reflects the input from theexternal professional group in concert with the Kwantlen design team

The Intended Learning Outcomes are the ftrcus for all of the new courses in the Degree In thedevelopment of the new courses each course referenced the Degree Level Intended LearningOutcomes and included specific course intended learning outcomes that build towards theachievement of the outcomes for the Degree Assessments within the course are tied to theIntended Learning Outcomes for the course There is a practicum component to the capstonecourse of the program Strategic Human Resources Management The program also incorporatesa coop option

Distinctive characteristics

Direct incorporation of Intended Learning Outcomes based on the Certified HumanResources Professional requirements and industry feedbackPracticum learning partnerships with business applied projects and assignments andongoing work experienceCoop optionFull block transfer of credits from recognized college and university programsExitreentry flexibility where a student can complete the program at their own paceThis allows for changing outsideofschool time requirements and does not lock a studentinto a rigid program structure and timeframeProfessional development for individuals seeking higher level training

Anticipated completion time in years or semesters

The degree can be completed in four years from high school graduation or equivalent by taking15 credit hours per semester for eight semesters 120 credit hours in total Students may enterthe degree in year 3 if they fully meet the admissions requirements and may finish the degree intwo years by taking 15 credit hours for four semesters The coop option will lengthen programcompletion by 4 months

Enrolment plan for the length of the program

Most students will enter into year 3 of the degree for two reasons the degree has been built toattract students who have completed a twoyear diploma program and some of the students whoenter the degree in year I may graduate after year two with a Diploma Students in the PostBaccalaureate Diploma program take the HRM core courses in years 3 and 4 Students in theDiploma program will help to make the BBA HRM courses more efficient

31 August 2005 5

4

s

4

Kwantlen University College

Policies on student evaluation

Policies on faculty appointments minimum qualifications

Transfer

Purpose of Program Reviews

4 see hungwww kwpndencanresidrnVnolicieseducaiiob12htm

BBA in Human Resources Management

Student evaluation will be consistent with KwantlensPolicy C20 Student Evaluation AndGrading Standard letter grades will be issued upon completion of a course within the programbased on multiple incourse assessments typically any or all of case studies projectspresentations and examinations

Minimum qualifications for faculty teaching HRMT courses in the degree program include anMBA or equivalent Masters program in Human Resources Management plus 5 years ofprofessional experience in Human Resources Management as a manger or consultant The onlyexception to these criteria will be a Law degree for faculty teaching the Employment Law coursecombined with significant practice in the area of employment law

311 Faculty teaching HRMT courses in the program will have or be in the process of acquiring theirCHRP designation

Policies on program assessment

Kwantlen University College has a comprehensive Program Review policy in place theintroduction to which states

Kwantlen University College has comprehensive transfer arrangements which include thefollowing policies

Program Reviews at Kwantlen University College ensure that Kwantlenseducationalofferings those courses and programs developed under the jurisdiction of EducationCouncil are reviewed regularly for their educational quality and that the universitycollege has a systematic means by which program quality and educational excellence canbe continually improved

3 1 August 2005 6

FTE Enrolment by Degree YearTotal

FTE

Year from

launch 1 2 3 4

1Sep06 35 35 70

1Sep07 35 35 70 35 175

1Sep08 35 35 70 70 210


Policies on student evaluation

Policies on faculty appointments minimum qualifications

Transfer

Purpose of Program Reviews

4 see hungwww kwpndencanresidrnVnolicieseducaiiob12htm


Student evaluation will be consistent with KwantlensPolicy C20 Student Evaluation AndGrading Standard letter grades will be issued upon completion of a course within the programbased on multiple incourse assessments typically any or all of case studies projectspresentations and examinations

Minimum qualifications for faculty teaching HRMT courses in the degree program include anMBA or equivalent Masters program in Human Resources Management plus 5 years ofprofessional experience in Human Resources Management as a manger or consultant The onlyexception to these criteria will be a Law degree for faculty teaching the Employment Law coursecombined with significant practice in the area of employment law

311 Faculty teaching HRMT courses in the program will have or be in the process of acquiring theirCHRP designation

Policies on program assessment

Kwantlen University College has a comprehensive Program Review policy in place theintroduction to which states

Kwantlen University College has comprehensive transfer arrangements which include thefollowing policies

Program Reviews at Kwantlen University College ensure that Kwantlenseducationalofferings those courses and programs developed under the jurisdiction of EducationCouncil are reviewed regularly for their educational quality and that the universitycollege has a systematic means by which program quality and educational excellence canbe continually improved

3 1 August 2005 6


Credit for Advanced Placement Program Courses Policy B8Credit for International Baccalaureate Program Courses Policy B9Credit For Prior Learning Policy B14Transfer of Articulated Courses from other Post Secondary Institutions to

Kwantlen University College Policy BI5

Evidence ofstudent interest and labour market demand

Student demand

In March of 2004 a questionnaire was distributed to Kwantlen Business Diploma and degreestudents to gauge interest in a Human Resources Management program Approximately 700questionnaires were distributed and 615 responses were received Key findings included

89 of respondents indicated it would be important to be prepared to write the CHRPknowledge exam as a result of taking the programa range of 142 to 269 mean 207 34 of respondents indicated they were veryinterested in taking one of a set of prospective course titles

We estimate that there is currently sufficient student demand at Kwantlen to launch the BBA inHuman Resources Management Once the degree is launched students who would otherwise notattend Kwantlen will be attracted to our program

Labour market demand

HRDCjobfutures projects that the outlook for Specialists in Human Resources will remain goodthrough 2007 the furthest out that HRDC is currently projecting because

The employment growth rate will likely be above average because organizations shouldincreasingly need specialists who can deliver training programs occupational healthsafetyinitiatives and creative benefits packagesThe retirement rate will likely he above average and the number of retiring workers shouldcontribute to job openingsThe number of job openings will likely exceed the number of job seekers

see hllplwwwkwantlencapolicies for a full listing of Kwantlen policies6 The full description of the data and results is contained in the Word document Business Management Department Strategic PlanImplementation Ikvclopment ofa Specialization in 14U171 al Resources Management available athlln7nlaiakwnnllencasitesbusinessmemlnsf

Sec hlln1wwwiobfulurescanoe1 121 p1shlml

31 August 2005 7

The most current HRDCJobfutures projections of the demand for and supply of Specialists inHuman Resources indicate

work prospects are Good because

Demand is increasing because organizations are placing greater emphasis on recruitmentretentionof good employees 2

Hourly wages 2468 is above average 1691 the rate of wage growth is twice the averageThe unemployment rare1651 is significantly below average 5The number of job openings exceeds the number of job seekers and few new entrants are recentgraduatcsimmigrants

The BC Workfutures projections are just as promising statingEmployment ProspectsThe Canadian Occupational Projection System COPS projects employment in this group togrow at an annual rate of 26 much faster than the avemge for all occupations According to thisprojection 1940 positions will become available from 1998 to 2008 About half of these openingswill result from the replacement of retired workers and the remainder will result from growth inthe number of new jobs The high growth in employment anticipated for this occupational group islargely attributed to the increased volume of human resources related work due to worker tumoverretraining and other adjustments associated with a rapidly changing labour market Developmentsin technology are largely responsible for these adjustments With these labour force adjustmentsthe numbers and complexity of issues tasks and ultimately jobs for this group have beenincreasing This trend is expected to continue through 2008

The US outlook has a longer forecast timeframe and the trend is similarJob Outlook

The abundant supply of qualified college graduates and experienced workers should create keencompetition for jobs Overall employment of human resources training and labor relationsmanagers and specialists is expected to grow faster than the average for all occupations through2012 In addition to openings due to growth many job openings will arise from the need to replaceworkers who transfer to other occupations or leave the labor force

Related programs in your own or other British Columbia postsecondary institutions

Kwantlen University College currently offers a BBA in Accounting and a BBA inEntrepreneurial Leadership The BBA in Human Resources Management builds off of thestrengths of these existing degrees There are majors in Human Resources Management in mostBBA programs in BC The distinctive feature of this program is that it is designed to integratethe Required Professional Capabilities of the CHRP designation

Institutional Contact

Arthur Coren

Dean School of Business

Kwantlen University College604 5993251


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Bachelor of Business Administration in

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Degree Proposal

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OOP TABLE OF CONTENTS

1 DEGREE LEVEL STANDARD 4

2 CREDENTIAL RECOGNITION AND NOMENCLATURE 5

3 CURRICULUMPROGRAM CONTENT 5

Intended Learning Outcomes 5

Set of core and prerequisite courses 6

Program structure length and assessment 8

Integration of coursecurriculum requirements and Intended Learning Outcomes 9

4 LEARNING METHODOLOGIESPROGRAM DELIVERY 11

Learning Activities 11

5 ADMISSION AND TRANSFERRESIDENCY 11

Transfer Policies 13

Residency 14

6 FACULTY 14

Faculty required for program launch 14

Policies pertaining to faculty specific to the program 14

Faculty on the degree development team 14

7 PROGRAM RESOURCES 15

Physical and technical resources 15

Support services 15

Library holdings 15

Degree program start date 15

8 PROGRAM CONSULTATION 15

Program development process 15

Labour market demand 16

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Student demand

Industry consultation

9 PROGRAM REVIEW AND ASSESSMENT

School of Business Strategic Plan

Formation of external advisory committee

Ongoing review of program

BIBLIOGRAPHY

APPENDIX I

Required Professional Capabilities Entry Level RPCs

APPENDIX 1I

Program Map for Years 1 to 4

APPENDIX III

Calendar Descriptions for current existing required courses in Year 1 and 2


APPENDIX IV

Program Outcome Guide

APPENDIX V

Proposed HRM Major Industry Representative Discussion Session

APPENDIX VI

Letter of Support

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Kwantlen University College BBA in Haman Resources Management

1 DEGREE LEVEL STANDARD

The Bachelor of Business Administration in Human Resources Management is a full or pan timeintensive program for students wishing to undertake Business studies specializing in the HRM field

Based on extensive consultations with business leaders and explicit reference to the RequiredProfessional Capabilities of the Certified Human Resources Professional CHRP designation the degreeis designed to prepare students to achieve the CHRP designation and prepare for a range of HumanResources professional roles some of which include

ManagerConsultant

AnalystAdvisor

Coordinator

Years I and 2 of the degree provide an essential grounding in all Business areas while years 3 and 4 godeeper into Human Resources Management and synthesize the experience gained into a set of LearningOutcomes to prepare students for professional employment opportunities in Human ResourcesManagement

Students enter the program directly into Year I after completing Grade 12 or equivalent Alternatelystudents may enter Year 3 by successfully completing a college business diploma or two years 60credits of study at a post secondary institution where the bridging courses are included in the program of

e study

Degree classes will be scheduled for evenings weekends and online with emphasis on hybrid or blendedlearning to allow students to further their education while maintaining current employment

Students acquire

General success skills through employability skills studiesA better understanding of human society and how to contribute to it through liberal educationstudies and

Technical business skills through integrated and specific studies

Some unique features of this program are

Direct incorporation of Intended Learning Outcomes based on the Certified Human ResourcesProfessional requirements and industry feedbackThe incorporation of hybrid and blended learning activities and environmentsPracticum learning partnerships with business applied projects and assignments and ongoingwork experienceA coop option within the program that incorporates 2 4 month work termsFull block transfer of credits from recognized college and university programsExitreentry Flexibility where a student can complete the program at their own pace This allowsfor changing outsideofschool time requirements and does not lock a student into a rigid program

mstructure and timeframe and

Professional development for individuals seeking higher level training

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Kwantlen University College BBA in Hunan Resources Management

2 CREDENTIAL RECOGNITION AND NOMENCLATURE

The credential awarded upon completion of the degree will be Bachelor of Business Administration inHuman Resources Management A range of degree titles was considered against the criteria for thenaming of degrees An external advisory group representing Human Resources professionals wasconsulted and overwhelmingly chose the BBA in Human Resources Management as the best descriptionfor the degree

The titling is consistent with the other Business degrees Kwantlen University College currently offersand reflects the fact that the degree builds on the strengths of the existing programs

3 CURRICULUMPROGRAM CONTENT

Intended Learning Outcomes

The BBA in Human Resources Management was designed using program mapping tools developed byStiehl and Lewchuk Central to

HRM Degree Learning Outcomes this design process is thedevelopment of IntendedLearning Outcomes which focuson capabilities of students upongraduation The central focus ofthe Intended Learning Outcomesis asking the question What dostudents need to do in the real

world for which we are

responsible within the programTo the greatest extent possibleassessment within the programwill indicate the capabilities ofstudents to do what is intended

in the learning outcomes Thefocus of assessment will be todetermine what the student will be

able to actually do

I Ikvclop and implement strategically aligned HR programs and policies tofacilitate achievement of organizational goals that are consistent with legalrequirements and best professional practices

2 Develop and tnanagc employee acquisition staffing and retention systems toachieve best fir with organizational strategy and culture

3 Diagnose design and implement changes to organizational reward systemsand processes consistent with the organizational goals strategy culture and thebusiness environment

4 Diagnose design and implement Health Safety and Wellness programs andpractices to enhance organizational performance consistent with the regulatoryenvironment

5 Lead and manage the organizationlabour relationhip to achieve productiveoutcomes for all stakeholders consistent with labrur law the

grievancearbitration process and effective employee relations practices6 Develop and utilize repons from a Human Resource Information System to

support planning effectiveness assessment and changes in Hunan Resourceprogram delivery

7 Prepare and manage functional HRM projects and pmgrams that meet theneeds of key stakeholders using needs assessment costbenefit analyses andpose assessment al the individual group and system wide level

8 Use situational assessment conflict management red negotiation skills tocoach individuals and groups to build productive relationships

9 Lead organizational effectiveness initiatives including developingadministering and analyzing the results of data collection tools thatare consistent with an organizational development strategy

10 Ikmonstmte effective internal consulting and client service skills by utilizingbest professional business practices in the areas of accountabilityresponsibility and results achievement

11 Model and utilize hest leadership practices to achieve successful and effectiveoutcomes for self learns and the organization

The Intended Learning Outcomesfor the degree were developedreferencing the RequiredProfessional Capabilities RPCsof the Certified Human Resources

Professional CHRP designationthe entry level RPCs are included

1 Seel Peter Meekison The Cunene Terminology Used in Unicrgraduate Degree Programs in British Columbia April 1999 and Naming ofIcgcesA Supplement to The Approval of New Degrees in British Columbia Post Secondary Institutions athi t p7plazakwandlenbccasitedcdcounciInsfpagesDocument2 Ruth Stiehl and Les Lewchuk The Mapping Primer The Learning Organization Corvallis Oregon 2005

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in Appendix 1 The CHRP designation was adopted by the Canadian Council of Human ResourcesAssociations as the professional standard throughout Canada in March 2003

Additional feedback on the RPCs was obtained by consulting with HRM professionals and the finalversion of the Intended Learning Outcomes for the degree reflects the input from the external professionalgroup in concert with the Kwantlen design team

Set of core and prerequisite courses

The BBA in Human Resources Management Program Map Appendix 11 illustrates the relationship ofcourses that form the core of the program to the service courses from within the School of Businessand from Kwantlen University College generally

Requirements in Years I and 2 of the degree include all of the following 17 courses 51 credit hours plus3 electives 9 credit hours for a total of 20 courses 60 credit hours All of the courses are currentlyoffered at Kwantlen University College and their calendar descriptions are included in Appendix III

Mathematics or ACCT 1130Statistics or ACCT 1230Introduction to Financial Accounting ACCT 2293Organizational Behaviour BUST 1215Human Resources Management BUSI 1250UnionManagement Relations BUSI 2360Business Law BUSI 2390Operations Management BUST 2405Business Negotiations BUSI 2465Two Computer Business Systems courses CBSY 1105 and one otherApplied Communications CMNS 1140Economics ECON 1150English ENGL 1100 or 11 10Marketing MRKT 11992 Additional courses from any of Accounting Computer Business Systems Economics orMarketing

Requirements in Years 3 and 4 of the degree include all of the following 15 courses 48 credit hours plus4 Liberal Education electives 12 credit hours for a total of 19 courses 60 credit hours The calendardescriptions for the courses that currently exist within the BBA in Entrepreneurial Leadership programare included in Appendix 111 calendar descriptions for the new courses are included in the list

Managerial Accounting for Entrepreneurs ENTR 3120Business Economics ENTR 3150

Information Technology for Business ENTR 3160Entrepreneurial Finance ENTR 3170Professional Business Communications ENTR 3500

Business Leadership ENTR 4110

Ali 3huplwwwbchrmaorgcontenUchrpElectives in years 1 and 2 may count towards the liberal education requirements for the degree if the courses taken am on the approved list of

courses for liberal education

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Business Ethics PHIL 3033 formerly ENTR 3033 or Ethics Morality and Social IssuesLBED 4210 or an equivalent 3rd or 4th year Ethics courseHuman Relations in Organizations HRMT 31 15

o Students will apply and use key concepts of human behaviour in organizations with indepth focus on the phenomena of communication leadership decisionmaking conflictand change al the individual group and organizational levels They will further theirdevelopment of interpersonal kills that contribute to effective functioning inorganizational settings Students will assess their human relations strengths andweaknesses and identify opponunities to substantively increase individual contribution tothe organization and achieve higher levels of personal fulfillment in their career and life

Employment Law HRMT 3125o Students will research review and apply the applicable statute and common law

regulating the employment relationship Areas to be dealt with include employmentagreements the duties of the employer and employee and termination of the relationshipincluding the law of wrongful dismissal Also covered are the statutory schemes whichaffect the employment relationship including the Employment Standards Act and theLabour Relations Code Attention will also be paid to Human Rights legislationincluding the duty to accommodate

Recruitment and Selection HRMT 3135

o Students will utilize to the most uptodate aspects of the current issues andmethodologies used in recruiting and selecting employees for organizations as essentialcomponents of strategic human resources planning with an emphasis on their strategicrole in enhancing organizational performance at all levels Students will deal withcontemporary developments and their practical applications related to organization andjob analysis competencies and performance performance management employeerecruitment screening and selection testing interviewing and related decision making

Occupational Health and Safety HRMT 3145o Students will work as a member of a team to identify strategic organizational practices

for occupational health and safety consistent with the organizationsstrategy improveoccupational health and safety practices through the assessment of education andcommunication needs and the provision of appropriate programs and analyze programeffectiveness and track accident reports and health outcomes based on information anddata from a Human Resource Information System

Total Compensation HRMT 3255o Students will evaluate and implement a road map to modern compensation strategy and

design They will utilize the process an HR practitioner follows in order to put together atotally effective compensation program according to contemporary standards The focusis on performancebased approaches to compensation that will help create state of the artprograms that support an organizationsbroad based strategic needs The most advancedthinking in job analysis job evaluation compensation surveys contingencybasedcompensation plans current executive compensation packages productivitymeasurement and the use of computers in compensation are some of the concepts and issuesstudents will utilize

Employee Development and Coaching HRMT 3265o Students will utilize best professional practices focusing on the wise management of

training and development as a critical investment in an organizationshuman Resourcescapital Students will demonstrate processes centered around the roles and responsibilitiesof HRD professionals the model of training positioning training importance of needsanalysis strategic goal setting program design on and offthe job trainingmethodologies transfer of training training evaluation and costing diversity of trainingprograms as well as the management development process They will also model and

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nip utilize coaching as a powerful intervention to help create extraordinary individual andorganizational results by impacting people and the way they think and work together

Labour Relations HRMT 4115

o Students will practise the application of collective agreement language in anorganizational setting through a series of grievance cases covering all aspects of acollective agreement Decisions on grievances heard throughout the course will be usedby students to prepare language proposals for negotiations and will confront issuessurrounding labour disruptions and the application of Labour Relations legislation

OrganizOrganizational Development HRMT 4125 or ENTR 30o Students will research review and present key findings to support engaging in best

practice dialogues around a variety of key organization development concepts includingthe process of organization development human process interventions technostructuralinterventions Human Resources Management interventions strategic interventions andspecial applications of organization development including corporate coaching

Strategic Human Resources Management HRMT 4500 6 credit hourso Students will synthesize developmental leadership and application experiences to

analyze factors internal and external to the organization and provide strategicrecommendations based on an organizationshuman capital develop strategic humanresource plans in concert with the organizationsstrategic plan develop and implementplans to address gaps in an organizationscapabilities in order to carry out strategyimplement strategic staffing processes to maintain organizational effectiveness andanalyze trends in the organizationsenvironment and develop appropriate HR responsesA major portion of the course will be a practicum where students will work directly withan organization on a significant Human Resources Management project

Program structure length and assessment

Structure and Length of Degree

The degree length is 120 credit hours It is possible to complete the Degree in four academic years of fulltime study by taking 15 credit hours per academic semester It is likely that many students will enrol on aless than full time basis for at least part of their studies at Kwantlen which will lengthen the time tocompletion Students choosing the coop option will complete 2 4 month work terms prior to graduationwhich will lengthen the program for those students

Students may graduate at the end of Year 2 with a Diploma in General Business Studies and reenter theDegree Students will be prepared at the end of Year 2 to enter either the BBA in Human ResourcesManagement or the BBA in Entrepreneurial Leadership as long as they meet the cumulative and coursespecific GPA requirements

Admission

General Admission requirements for Kwantlen University College apply

Students wishing to complete the program without having to undertake any preparatory courses mustenter Year I with

BC English 12 with a B grade or better or equivalentMath 1 I with a C grade or better or equivalent

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Students may enter the program in the third year upon completion of two years of study The admissionrequirements are met by one of the following

KwantlensBusiness Management DiplomaCompletion of a business related diploma from a recognized college or university with aminimum of 60 credits with a cumulative GPA of 27 or higher and a C or higher inAccounting and StatisticsCompletion of 60 transferable credits at the undergraduate level from any recognized collegeincluding the required six bridging courses see below or transferable equivalents with aminimum cumulative GPA of 27 and with a C in Accounting and Statistics

As of September 2002 a first year English course excluding ENGL 1099 is a requirement forgraduation for all Kwantlen degrees

Bridging Program Courses

Students who do not have a twoyear business related diploma but have completed a minimum of 60 postsecondary credits from a recognized post secondary institution are required to complete six bridgingcourses to satisfy 3 Year entry requirements

Students do not have to repeat any courses they have already taken including equivalent courses fromother institutions All of these courses are widely offered at Kwantlen Students must complete all of

ACCT 1230 Business Statistics

ACCT 2293 Introductory Financial AccountingECON 1 150 Principles of MicroeconomicsMRKT 1199 Introduction to MarketingBUSI 1215 Organizational Behaviour or BUSI 1210 Essentials of Management

Plus one of

CBSY 1 105 Introduction Microcomputer Applications or CBSY 2205 Computers andInformation Processing

Student Evaluation

Student assessment will be consistent with KvvantlensPolicy C20 Student Evaluation And GradingStandard letter grades will be issued upon completion of a course within the program based on multipleincourse assessments typically any or all of case studies projects presentations and examinations

Integration of coursecurriculum requirements and Intended Learning Outcomes

The Intended Learning Outcomes are the focus for all of the new courses in the Degree In thedevelopment of the new courses each course referenced the Degree Level Intended Learning Outcomesand included specific course Intended Learning Outcomes that build towards the achievement of theOutcomes for the Degree Assessments within the course are tied to the intended Learning Outcomes forthe course

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For example the Occupational Health and Safety Course references the following Degree outcomes inpart or in whole

1 Diagnose design and implement Health Safety and Wellness programs and practices to enhanceorganizational performance consistent with the regulatory environment

2 Prepare and manage functional HRM projects and programs that meet the needs of keystakeholders using needs assessment costfbenefit analyses and postassessment at the individualgroup and systemwide level

3 Lead organizational effectiveness initiatives including developing administering and analyzingthe results of data collection tools that are consistent with an organizational developmentstrategy

4 Develop and utilize reports from a Human Resources Information System to support planningeffectiveness assessment and changes in Human Resources program delivery

5 Model and utilize best leadership practices to achieve successful and effective outcomes for selfteams and the organization

The Intended Learning Outcomes for this course tie into the Program outcomes

I Work as a member of a team to identify strategic organizational practices for occupational healthand safety consistent with the organizationsstrategy

2 Improve occupational health and safety practices through the assessment of education andcommunication needs and the provision of appropriate programs

3 Analyze program effectiveness and track accident reports and health outcomes based oninformation and data from a Human Resources Information System

These intended outcomes have the following assessments built into the course

Prepare a written formal document identifying the organizational health and safety challenges fora specific industry Including a risk analysis to the health and safety of employees and theidentification of appropriate preventative measures including training provision of requiredsafety equipment and administrative practices eg accident investigationMake an oral presentation summarizing key factsDraft policy reflecting legislative requirements and environmental concerns eg smokingworkplace violence addictionsResearch and apply work experience to develop a sample wellness program with associatedcommunication material

Participate in and contribute to all student project team and field activities


Appendix IV includes a program outcome guide which summarizes the themes concepts and issues theHRMT program will address The skills to be developed and ultimately improve are also shown which arecommon to all the learning activities in the program The intended student learning outcomes are shownon the right hand side and are the same as those shown on the program map in Appendix 11 Finally theperformance tasks are summarized which represent the results of the dedicated learning activities Thesuccess or the result of these performance tasks will be assessed using best pedagogical and assessmentpractices some of which include

Use of checklists

Rubrics

Ile Critical incident techniqueCriterion reference

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Kwantlen University College BRA in Human Resources Management

EportfolioDemonstration

Web sites

Interviews

Selfassessment

Web logs video audio and multimedia

This integrative approach is used for all of the HRMT courses in the program to ensure that the degreelevel outcomes are achieved

4 LEARNING METHODOLOGIESPROGRAM DELIVERY

Learning Activities

The HRMT courses are designed around learning activities to take full advantage of Kwantlen UniversityCollege libraries computer facilities multimedia room capabilities learning resource centres andintegration with external resources and business and industry There will computer systems and websiteswhere students will have access to learning materials and assignments The program and core HR courseswill be launched in a manner which fully support online hybrid and blended learning systems to complywith the needs of the learners and as the numbers of students evolve This will involve pedagogicalorganization and structure to take advantage of modules learning objects generally accepted leamingmanagement systems LMS communication networks and online classrooms such as Elluminaie Live

Learning sessions will be conducted in a variety of settings and environments and will be highlyinteractive utilizing the best practices of design delivery and pedagogy Some of these will includededicated case studies industry projects as appropriate to place learning into context simulationdemonstration team work and integration with the context of human resource management As studentsmove through the program they will develop an e portfolio of deliverables illustrating what they haveaccomplished in the program The focus is always on the student keeping in mind what do the studentsneed to be able to DO out there that we are responsible for in here

The capstone course in the program will incorporate a student practicum where students are matchedwith employer generated project assignments completed on the employerspremises

5 ADMISSION AND TRANSFERRESIDENCY

Admission

General Admission requirements of Kwantlen University College apply

Ruth Stiehl and Les Lewchuk The Ourcornes Primer 2 ed p 40 This concept is a central focus of the program mapping process

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Students wishing to complete the program without having to undertake any preparatory courses mustenter Year I with

BC English 12 with a B grade or better or equivalentMath 11 with a C grade or better or equivalent


Students may enter the program in the third year upon completion of two years of study The admissionrequirements are met by one of the following

KwantlensBusiness Management DiplomaCompletion of a business related diploma from a recognized college or university with aminimum of 60 credits with a cumulative GPA of 27 or higher and a C or higher inAccounting and StatisticsCompletion of 60 transferable credits at the undergraduate level from any recognized collegeincluding the required six bridging courses see below or transferable equivalents with aminimum cumulative GPA of 27 and with a C in Accounting and Statistics

As of September 2002 a first year English course excluding ENGL 1099 is a requirement forgraduation for all Kwantlen degrees

Bridging Program Courses

Students who do not have a twoyear business related diploma but have completed a minimum of 60 postsecondary credits from a recognized post secondary institution are required to complete six bridgingcourses

Students do not have to repeat any courses they have already taken including equivalent courses fromother institutions All of these courses are widely offered at Kwantlen Students must complete all of

ACCT 1230 Business Statistics

ACCT 2293 Introductory Financial AccountingECON 1 150 Principles of MicroeconomicsMRKT 1199 Introduction to MarketingBUSI 1215 Organizational Behaviour or BUSI 1210 Essentials of Management

Plus one of

CBSY 1105 Introduction Microcomputer Applications or CBSY 2205 Computers andInformation Processing

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Kwanticn University College BBA in Human Resources Management

Transfer Policies

Kwanticn University College has comprehensive transfer arrangements which include the followingpolicies Policy descriptions only listed below

Credit for Advanced Placement Program Courses Policy B8

Secondary school graduates admitted to Kwantlen University College who have completed AdvancedPlacement subjects with a standing of 4 or greater will receive advanced standing in accordance with atable of course equivalencies established in consultation with faculty The table of equivalencies will bereviewed and updated by the appropriate Departmental and Divisional Curriculum Committees on orbefore May 31 each year This information will be published by the Office of the Registrar

Credit for International Baccalaureate Program Courses Policy B9

Secondary school graduates admitted to Kwantlen University College who have completed Higher LevelInternational Baccalaureate subjects with a standing of 5 or greater will receive advanced standing inaccordance with a table of course equivalencies established in consultation with faculty The table ofequivalencies will be reviewed and updated by the appropriate Departmental and Divisional CurriculumCommittees on or before May 31 each year This information will be published by the Office of theRegistrar

Credit For Prior Learning Policy B14

Kwantlen University College will when requested by a student and in accordance with establishedarticulation agreements or appropriate evaluation procedures assess learning that the student has gainedthrough prior course work andor life and work experiences Where that learning can be equated to thelearning outcomes or objectives of a course or program at Kwantlen credit will be granted Credit willnormally be granted through transfer andor prior learning assessment

Each program will determine the amount of PIS or transfer credits required for graduation that will beacceptable for that program up to a maximum of 75

Transfer of Articulated Courses from other Post Secondary Institutions to Kwantlen University

College Policy B15

The provision of programs for university transfer has been a major function of public post secondaryinstitutions in British Columbia since the inception of community colleges in the 1960s and 1970sTransfer of courses between colleges has also been a factor With the growth in number of accreditedprivate postsecondary institutions it became necessary to incorporate them in the transfer process

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Kwantlen University College is a strong supporter of the articulation of transfer of courses and programsbetween institutions and supports the following principles

Kwanticn University CollegesPolicies am athunllwwwkwanllencanolicies 0

1 The primary purpose for transfer is to increase student accessibility to postsecondary educationby facilitating mobility between other institutions and Kwantlen

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2 In any transfer arrangement the academic integrity of Kwantlenscourses and programmes mustbe protected and preserved

3 Awarding of transfer credit shall be governed by this policy4 Kwantlen shall not make changes in transfer arrangements without providing adequate notice and

lead time to sending institutions5 If Kwantlen has received assigned credit for one of its courses at another institution Kwantlen

will normally grant that institution assigned credit for their equivalent course Exceptions willrequire justification

Residency

The maximum number of credits accepted for transfer for the purposes of graduation will be limited to50 of the total credits for the BBA in Human Resources Management per Policy B I4 KwantlenUniversity College general requirements for graduation will apply

6 FACULTY

Faculty required for program launch

The number of faculty required will increase from the official launch of the program through the first twoyears It is expected that there will be at least two sections of all the HRMT courses running during theacademic year growing with student intake numbers Ultimately 25 to 30 FTE faculty are expected tobe employed in the BBA HRM However faculty teaching in the HRM program may also be instructingin the BBA in Entrepreneurial Leadership Program or the Business Management Diploma program

Policies pertaining to faculty specific to the program

Minimum qualifications for faculty teaching HRMT courses in the degree program include an MBA orequivalent Masters program in Human Resources Management plus 5 years of professional experience inHuman Resources Management as a Manager or Consultant The only exception to these criteria will bea Law degree for faculty teaching the Employment Law course combined with significant practice in thearea of employment law

Faculty teaching HRMT courses in the program should have or be in the process of acquiring their CHRPdesignation Additional faculty hired to teach in the HRM degree will be appointed to the BusinessManagement Department

Faculty on the degree development team

The following Kwantlen faculty are on the Degree Development team and will be teaching in the BBAHRM program

George BroderickBob Benwick

Dave Coulson

Doug Fletcher HRM degree development coordinatorLes Lewchuk

a Lesley McCannellBruce Weir

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need urls to the BBA HRM web site where the cvs will be located

All of the above are permanent full time faculty in the Business Management department at Kwantlencurrently teaching in the Business Management Diploma andor BBA in Entrepreneurial Leadershipprograms

Terms and conditions of faculty hired by Kwantlen are governed by the collective agreement availablefrom hup plaza kwantlencasiteshrnsf

7 PROGRAM RESOURCES

Physical and technical resources

Kwantlen University College physical and technical resources are currently undergoing expansion withthe significant addition of classroom space at the Surrey campus accompanied by the expansion of theLibrary and meeting space

Technical Resources at Kwantlen continue to improve with the conversion of classrooms to multimediaspaces and the development of the Academic On line Resources web site templates Faculty will beinvolved in the development and deployment of Learning Management Systems

The physical and technical resources requirements of the BBA in Human Resources Management can bemanaged within the expansion of the Surrey campus and existing facilities

Support services

Kwantlenssupport services are keeping pace with the expanding student population and the increasednumber of degrees offered by Kwantlen

Library holdings

KwantlensLibrary holdings include subscriptions to a number of information databases that include theleading joumals in the Human Resources Management field The existing site licence for QuickLaw isonly for the Criminology department and this site licence will need to be expanded to encompassEmployment Law databases as well

Expansion of monographs and multimedia acquisition related to the new courses offered in the degreewill occur within existing budget allocations

Degree program start date

Kwantlen is preparing to offer the BBA in Human Resources Management beginning in September 2006

S PROGRAM CONSULTATION

Program development process

The BBA in Human Resources Management has been developed in response to labour market demandstudent demand and industry consultation

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Labour market demand

The most current Human Resource Development Canada HRDC Jobfutures projections of the demandfor and supply of Specialists in Human Resources indicate

work prospects are Good because

Demand is increasing because organizations are placing greater emphasis onrecruitmentretention of good employeesHourly wages 2468 is above average 1691 the rate of wage growth is twice the averageThe unemployment rate16 is significantly below average 5The number of job openings exceeds the number ofjob seekers and few new entrants are recentgraduatesimmigrants

HRDC Jobfutures projects that the outlook for Specialists in Human Resources will remain good through2007 the furthest out that HRDC is currently projecting because

The employment growth rate will likely be above average because organizations shouldincreasingly need specialists who can deliver training programs occupational healthsafetyinitiatives and creative benefits packagesThe retirement rate will likely be above average and the number of retiring workers shouldcontribute to job openingsThe number ofjob openings will likely exceed the number of job seekers

The BC Workfutures projections are just as promising stating

Employment ProspectsThe Canadian Occupational Projection System COPS projects employment in this group to grow atan annual rate of 26 much faster than the average for all occupations According to this projection1940 positions will become available from 1998 to 2008 About half of these openings will result fromthe replacement of retired workers and the remainder will result from growth in the number of newjobs The high growth in employment anticipated for this occupational group is largely attributed to theincreased volume of human resources related work due to worker turnover retraining and otheradjustments associated with a rapidly changing labour market Developments in technology are largelyresponsible for these adjustments With these labour force adjustments the numbers and complexity ofissues tasks and ultimately jobs for this group have been increasing This trend is expected to continuethrough 2008

The US outlook has a longer forecast timeframe and the trend is similar

Job Outlook

The abundant supply of qualified college graduates and experienced workers should create keencompetition for jobs Overall employment of human resources training and labor relations managersand specialists is expected to grow faster than the average for all occupations through 2012 In additionto openings due to growth many job openings will arise from the need to replace workers who transferto other occupations or leave the labor force

See htirdwwwiobfuiurescanoc1121n1 chiralsee hhu www workfuturec hecomfilesomfile cfmnuc1121RIanesnsiteemnhicsee hllnjwwwbls govocofocos021 htrntoul look

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Student demand

In March of 2004 a questionnaire was distributed to Kwantlen Business Diploma and degree students togauge interest in a Human Resources Management program Approximately 700 questionnaires weredistributed and 615 responses were received Key findings included

89 of respondents indicated it would be important to be prepared to write the CHRP knowledgeexam as a result of taking the programa range of 142 to 269 mean 207 34 of respondents indicated they were very interested intaking one of a set of prospective course titles

We estimate that there is currently sufficient student demand at Kwantlen to launch the BBA in HumanResources Management Once the degree is launched students who would otherwise not attend Kwantlenwill be attracted to our program


Industry consultation

The adoption of the Certified Human Resources Professional as a Canadawide designation for HRprofessionals was the catalyst for the design of the BBA in Human Resources Management Specificallythe Required Professional Capabilities or RPCs were the touchstone for the development of the IntendedLearning Outcomes for this degree

The degree development team held a meeting on October 8 2004 with HRM professionalrepresentatives At this meeting we asked for feedback from the industry group on the requiredcapabilities of graduates of a HRM program Their comments in reference to the RPCs became thebasis for the proposed courses in the Degree as a means of achieving the Intended Learning OutcomesThe report generated at the October 8 meeting is included in Appendix V

As the design of the program turned toward developing the BBA in Human Resources Managementupdates were provided to the industry group On April 25 2005 the industry group was brought togetherto see the draft design of the degree for the first time and feedback was requested This feedback wasincorporated into the final degree proposal

9 PROGRAM REVIEW AND ASSESSMENT

School of Business Strategic Plan

The BBA in Human Resources Management is consistent with the Strategic direction of the School ofBusiness at Kwantlen University College The School of Business Mission is to provide students ofdiverse ages backgrounds and aspirations with a quality business education that prepares them for

10 The full description of the data and results is contained in the document Business Management Department Strategic PlanImplementation Development of a Specialization in Human Resources Management available athttnnlazakwantlenaJsiteshusincss

menu nsfsee hapwwwcehraccarhcaparcensectionlssileasu

12 Thc report from this meeting is available at http plamkwanticn c sitribusinessmemtnsfnagesHRM Initiative as Curriculum Reportfrom October 8 meeting

September 6 2005 17

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success in the workplace and graduate school The focus of this degree particularly relates topreparation for success in the workplace and further education is possible at the MBA level or in Law

Formation of external advisory committee

An external advisory committee will be formed upon approval of the FIRM degree The core of theexternal advisory committee will come from the external consultation group that has been working withthe Kwantlen degree design team throughout the design process with inclusion of new and diversemembers

Ongoing review of program

The BBA in Human Resources Management once approved will be subject to an ongoing reviewprocess

Kwantlen University College Policy

Kwantlen University College has a comprehensive Program Review policy in place the introduction towhich states

Purpose of Program ReviewsProgram Reviews at Kwantlen University College ensure that Kwantlenseducational offeringsthose courses and programs developed under the jurisdiction of Education Council are reviewedregularly for their educational quality and that the university college has a systematic means by

ee which program quality and educational excellence can be continually improved

Review of courses within the program

There are eight new courses that will be developed as part of the BBA HRM program As with any newcourse we will be paying close attention to monitoring student achievement versus intended learningoutcomes the quality of materials used and the effectiveness of learning strategies This ongoingassessment will utilize Kwantlenscourse and instructor review survey methods direct student feedbackand instructor observation

Instructor Professional Development

Instructors will be strongly encouraged to obtain their CHRP designation The requirements of holdingthe CHRP designation are for continuous professional development in the Human ResourcesManagement field In order to maintain the CHRP designation holders must accumulate points byparticipating in the following activities

attending seminars or conferencestaking a college or university course in a field of HRundertaking selfdirected learningdeveloping andor facilitating a college or university course or professional workshop

The School of Business Strategic Plan is in development May 2005seehlinilwwwkwanuencopresidenunnfiriecieduentiob210m

hip wwwbchnna orgcontentCHRPrecenifical ionefm

September 6 2005 18


providing leadership services such as mentoringholding a board or committee position in an HR associationorganizationparticipating in new work projectsinitiatives that gain greater understanding of the HR body ofknowledgeconducting research on an HR topic or issuepublishing a journal periodical article or textbook

Review of program versus CHRP requirements

In addition to the periodic reviews required under Kwantlen policy Certified Human ResourcesProfessional CHRP requirements will be monitored for changes which affect the Intended LearningOutcomes for the degree so that the changes can be incorporated into the BBA HRM curricula

Acceptance of graduates by the BC Human Resources Management community

The acceptance of the program by employers as a source of high quality HRM talent in the labour marketis an important measure of the BBAs success To measure acceptance of the program in the employercommunity data collected will include

employment of graduates in professional HRM positionsfeedback from employers with respect to preparation for employmentawareness and favourable assessment of the degree by practitioners generally

September 6 2005 19

a

o

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BIBLIOGRAPHY

BC Human Resources Management Association CHRP Designation BCHRMA web sitehupwwwbchrmaorgcontentchrp

Government of Canada Job Futures National Edition Specialists in Human Resources NOC 1121Job Futures web sitehttpwwwjobfuturescanoc1121p3shtml

Kwantlen University College Bylaws and Policies Manual Kwantlen Univeristy College web sitehttpwwwkwantlencapolicies

Kwantlen University College Calendar 0405 Kwantlen University College web sitehttp wwwkwantlencacalendar

Kwantlen University College Kwantlen Business Management Department Strategic PlanImplementation Kwantlen University College web site httpplaza kwantlencasitesbusinessmgmtnsfpagesHRM Initiative

Kwantlen University College Kwantlen College Faculty Association Collective Agreement April 12001 March 31 2004 Kwantlen University College web site hup plazakwantlencasiteshrnsf

Meekison J Peter The Current Terminology Used in Undergraduate Degree Programs in BritishColumbia April 1999

ODhttp plazakwantlenbccasites edcouncil nsf7a5802a97b61fe15882568d3006e086f4a3e8ac5bbcc8f2688256d630054def9 FILE7Undergrad 20nami ng20of20degrees Meekisondoc

Professional Assessment Resource Centre CHRP Required Professional Capabilities RPCs PARCweb site http www cchraccarhcaparcensection 3ss33easp

Stiehl Ruth and Lewchuk Les The Mapping Primer The Learning Organization Corvalis Oregon2004

Stiehl Ruth and Lewchuk Les The Outcomes Primer The Learning Organization Corvalis Oregon2002

Work Futures British Columbia Occupational Outlooks Specialists in Human Resources NOC 1121Work Futures web site

http wwwworkfuturesbccaprofilesprofs lecfmnoc1 121 tangensitegraphic

US Department of Labor Bureau of Labor Statistics Human Resources Training and Labor RelationsManagers and Specialists Bureau of Labor Statistics web sitehttpwwwb1sgovocoocos021htmtitop

September 6 2005 20

APPENDIX I COORequired Professional Capabilities Entry Level RPCs

Professional Practice in Human Resources


Contributes to an environment that fosters effective working relationshipsGathers analyzes and reports relevant business and industry information including global trendsDevelops budgets monitors expenditures and evaluates activities of contractorsDevelops requests for proposals RFP and reviews submissions by third partiesMonitors expenditures and timelinesEvaluates progress on deliverablesAdvises client on status of dependent and independent contractors and elements of employeestatus

Establishes and maintains the trust and support of ones manager and subordinatesDevelops and administers a departmental or project budgetOperates within organisational guidelines for procurement of equipment and servicesBuilds constructive and supportive relationshipsProvides services to enable employee success while maintaining the wellbeing of theorganizationUnderstands and adheres to the Canadian Council of Human Resources Associationscode of

ethics

Stays current in terms of professional developmentContributes to and promotes the development of the professionOrganizational EffectivenessProvides input into the development of employee feedback systems that support theorganizational directions and cultureGathers and analyzes employee feedback to assist decision makingDevelops and implements programs for employee involvementMaintains an inventory of HR talent for the use of the organizationEncourages interaction between the organization and external stakeholders eg publicgovernment educational institutions community groups that supports the development andimplementation of the HR plan

Staffing

Identifies potential source of qualified candidatesImplements and monitors processes for attracting qualified candidatesEvaluates recruiting effectivenessAnalyses position requirements to establish selection criteriaEstablishes screening and assessment proceduresEstablishes appointment proceduresDevelops orientation policies and procedures for new employeesDevelops deployment procedures eg transfers secondments and reassignments

16 see hnp wwwcchmccarhcnpardenvruion 3ss33ensp GS

September 6 2005 21

t


Implements deployment procedures ensuring necessary compensation and benefit changes andeducation plans are addressedEmployee Labour RelationsMonitors applications of HR policiesProvides advice to clients on the establishment continuation and termination of bargaining rightsCollects and develops information required for good decision making throughout the bargainingprocess

Advises client on matters related to interest arbitration

Interprets the collective agreementAdvises clients of signatories rights including those with respect to grievance proceduresProvides consultation and risk assessment in issues involving arbitrationContributes to communication plan during work disruptions

Total Compensation

Identifies potential sources and the markets in which the organization competes for qualifiedcandidates

Monitors the competitiveness of the compensation program relative to comparable organizationsEnsures compliance with legally required programsPerforms a costbenefit analysis of organizational and employee needs and preferences relative tobenefit plans including taxation considerations and funding requirementsDevelops specifications for the acquisition and daytoday management of employee benefitprograms

Ensures the effectiveness of benefit programs by providing information ensuring accessibility ofthe program and by minimizing the cost of the programManages the transition to new plans including communications employee counseling trainingand discarding redundant practicesEstablishes sound operational practices to ensure confidentiality of employee information andcompliance with regulatory requirementsIntegrates the basic benefits program with disability managementPerforms a cost benefit analysis of organizational and employee needs and preferences includingtaxation considerations legislative requirements and funding requirementsDevelops specifications for the acquisition or redesign of pension plans and their administrationReviews pension proposals submitted by third parties and evaluates the information receivedRecommends pension plan most suited to organizational objectivesManages the transition to a new or revised plans by providing information to plan participantsand providing appropriate training for administrative staffProvides necessary information and counselling to plan participantsAdministering the reporting funding and fiduciary aspects of the planEstablishes payroll guidelines based on relevant legislation tax laws company policy andcontractual pay requirementsEnsures accurate and timely delivery of payEnsures pay records are accurate and completeDetermines appropriateness of releasing confidential pay information

Organizational Learning Development Training

Assesses and reports on the costs and benefits of engaging internal and external suppliers ofdevelopment programs given the organizational constraints and objectives

September 6 2005 22


Ensures the application of appropriate development methods and techniques based upon generallyaccepted principles of adult learningUsing a variety of methods facilitates the delivery of development programs to groups andindividual learners

Documents participant feedback to evaluate effectiveness of program deliveryConducts an evaluation of the prograntCompiles analyzes and documents evaluation data based on feedbackInterprets results of development programs in terms of contribution to organizational objectivesand does a post development followupProvides the appropriate assessment tools for determining career development options foremployeesFacilitates the implementation of cross functional development work experiences for employeesMonitors documents and reports on career development activities within the organizationEnsures legislated training obligations are met within the organizationConducts training need assessments by identifying individual and corporate learning requirementsRecommends the most appropriate way to meet identified learning needs eg coursessecondments and on thejob activitiesEstablishes priority of responses to needs assessment resultsFacilitates coaching and post training support activities to ensure transfer of learning to theworkplaceDevelops training budgets monitors eependitures and documents activities associated withtrainingIdentifies and accesses external sources of training funding available to employeesDevelops requests for proposals RFPi and reviews submissions by third partiesRecommends the selection of external training consultants and contractors such as publiceducation institutions

Participates in course design and selectiondelivery of learning materials via various mediaEnsures arrangements are made for training schedules facilities trainers participants andequipment and course materialsEnsures participant and organizational feedback is documented and evaluated

Workplace Health Safety

Implements and evaluates practices in the areas of health safety security and WorkersCompensation

Ensures due diligence and strict liability requirements are met eg records are kept and formalprocedures establishedProvides input on matters related to the drafting andor application of legislation or regulationsrelated to health safety security and workers compensationContributes to and ensures that policy for required medical testing be in place and falls within thelimits of statute and contract

Contributes to policy on the workplace environment eg smoking workplace violence scentfree communicable diseases and addictions

Ensures internal environmental concerns such as quality of air and water is addressedCreates a strategy for effective liaison with the medical communityEnsures accommodation and graduated return to work programs are in place to meet the needs ofdisabled employeesEnsures that modifications to the work environment are consistent with the nature of worker

disability eg total vs partial and temporary versus permanentDevelops or provides for wellness and employee assistance programs to support organizationaleffectiveness

September62005 23

0

IS


Provides information to employees and managers on available programsEnsures that mechanisms are in place for responding to crises in the workplace including criticalincident stress managementEstablishes a joint responsibility system as required by law eg worker management HealthSafety committees investigations audits testing and training to ensure employee safetyResponds to any refusals to perform work believed to be unsafeAnalyses risk to the health and safety of employees and determines appropriate preventativemeasures including training provision of required safety equipment and administrative practicesEstablishes effective programs for accident prevention incident investigation inspections fireand emergency response and required trainingEnsures that security programs and policies minimize risks while considering the obligation ofthe employer and the rights of employees union and third partiesAnalyzes rate grouping costs early intervention and return to work programs claimsmanagement programs and claims appealsEstablishes and implements strategies to minimize compensation costsEnsures compliance with legislated reporting requirementsCoordinates Workers Compensation benefits with other employee benefits eg sick leavelongterm disability and pension

Human Resources Information Management

Ensures that the organization complies with legislated and contractual requirements for informationmanagement eg record of hours worked and records of exposure to hazardous substances

Assesses requests for HR information in light of corporate policy freedom of informationlegislation evidentiary privileges and contractual or other releasesContributes to the development of information security measures

September 6 2005 24


APPENDIX 11

Program Map for Years 1 to 4

See next page

September 6 2005 25

0

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Program Level MapBBAHuman Resource Management2 2 program Schedule

raft July 282005

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September 6 2005 26


APPENDIX 111


ACCT 1130 cr3

Business Mathematics

Students will learn methods and procedures of business mathematics including the mathematics ofmerchandising interests annuities and investment decisions

ACCT 1230 cr3

Business Statistics

Students will learn several statistical concepts methods and procedures used in business includingfrequency distributions probability theory sampling estimation hypothesis testing linear regression anddecision theory Microcomputer application will form part of this course Students will be expected toknow or to acquire on their own basic Excel skills

ACCT 2293 cr3

Intro to Financial AccountingStudents will leam generally accepted accounting principles the accounting cycle capital and incomemeasurement financial statement preparation and analysis with emphasis on reporting to shareholderscreditors and other external decision makers

BUST 1215 cr3

Organizational Behaviour 1Students will learn how the behaviour of individuals and groups in work environments affectorganizational performance They will study individual attributes worker motivation reinforcementstrategies group dynamics teamwork organizational structure job design leadership organizationalculture and politics communication conflict stress and change management with special emphasis ondiversity and ethical conduct in organizations

BUST 1250 cr3

Human Resources Management IStudents will learn basic human Resources management with special emphasis on current managementpractices relating to compensation equity diversity and employee rights They will study and practisetechniques and procedures such as recruiting selection employee discipline and performance appraisal

BUST 2360 cr3

Union Management RelationsThis is a survey of the Canadian labour scene the historical evolution of Canadian Unionism the impactof trade unions on industry and commerce union objectives employer organizations and labour unions asinstitutions existing labour legislation and trends labourmanagement relations mediation andarbitration The course is largely directed to current events particularly in BC

BUST 2390 cr3

Business Law

A review of the meaning sources and administration of commercial law plus a more detailedexamination of the law of contract with particular reference to business situations

September 6 2005 27

0

I

li


BUSI 2405 cr3

Operations ManagementThis course introduces students to the major concepts and issues of ProductionOperations ManagementActual organizations with a variety of production and quality control processes problems andopportunities are analyzed Techniques and strategies for improving productionoperations are studiedManaging any organized activity involves productionoperations principles therefore the study ofProductionOperations Management is valuable to any business manager There will be an emphasis onthe analysis of the production process and the application of total quality management TQM in actualorganizations

BUSI 2465 cr3

Business NegotiationsStudents will learn negotiation techniques that may be used to achieve a variety of business objectivesThey will experience the negotiation process and apply the principles of distributive and integrativebargaining through a spectrum of role plays and simulations with special emphasis on the importance ofdeveloping prenegotiation plans and establishing benchmarks

CBSY 1105 cr3

Introductory Microcomputer ApplicationsStudents will examine basic computer hardware and software concepts and the Internet They will use theWindows operating system spreadsheet software presentation software and word processing software todevelop solutions for business problems The current software in use is Microsoft Windows andMicrosoft Office

CMNS 1 140 cr3

Business and Technical Communication Theory and ApplicationStudents will learn how to analyze context and audience determine purpose message content visualdesign and media in order to create written and oral workplace messages that can be received understoodused and retrieved with speed and accuracy

ECON 1150 cr3

Principles of MicroeconomicsStudents will gain a basic understanding of how markets operate Topics covered include the nature andmethod of economics scarcity specialization and exchange supply and demand analysis elasticityconsumer behaviour economics of the firm perfect competition monopoly and market failure

ENGL 1100 cr3

Writing Reading and Thinking An IntroductionStudents will apply principles of rhetoric critical analysis in response to selected readings They willdevelop their writing skills through critical analyses of expressive and formal writing

MRKT 1 199 cr3

Introduction to MarketingStudents will team the fundamentals of marketing and explore the relationships between companies theircustomers and their competition They will examine concepts that are integral to the field of marketingincluding marketing environment customer behaviour marketing research product analysis distributionpricing strategies and promotion They apply these concepts in solving marketing problems

September 6 2005 28



ENTR 3120 cr3

Managerial Accounting for EntrepreneursStudents will learn managerial accounting tools to help make decisions in a small and medium sizedbusiness environment They will review different industries and the managerial accounting practices theyuse Topics will include budget development and analysis inventory control and results measurementThe applied focus will allow the student to practice by using case discussions and applied exercises

ENTR 3150 cr3

Business Economics

Students will learn and apply economic concepts that directly relate to decisions made in small andmediumsized businesses They will develop broad analytical skills useful for entrepreneurial decisionmaking

ENTR 3160 cr3

Information Technology for BusinessStudents will learn and practice how Information Technology IT can help in business decision makingand how to develop implement use and manage information systems to help with the process

ENTR 3170 cr3

Entrepreneurial FinanceStudents will learn current financial management theories along with the technical skills necessary tomaximize the economic value of the firm for its shareholders Using the casestudy method students willlearn how to identify define and resolve the issues faced by financial managers in small and mediumsized companies

ENTR 3500 cr3

Professional Business Communications

Students will study theories and principles for writing memos letters proposals business plans executivesummaries and other research repons They also will complete both written and oral communicationassignments that emphasize interpersonal and leadership skills

ENTR 4110 cr3

Business LeadershipStudents will study the business leadership process as well as applied and practical leadership techniquesStudents will develop and practice leadership skills through selfassessment exercises role playingsimulations and other handson experience Students will study other topics such as leadership inentrepreneurial and intrapreneurial settings small to medium size business culture effective teamleadership and self leadership

PHIL 3033 formerly ENTR 3033 cr3Business Ethics

Students will study various ethical and metaethical theories and will apply them in standard businesscontexts such as employer employee relations risk analysis occupational and product safetyenvironmental protection and multi national practices They will acquire the tools to allow them to makeethical business decisions

September 6 2005 29

411

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APPENDIX IV

Program Outcome Guide

see next page

IS

1

September 6 2005 30


September 6 2005 31

Cis

OD

CS

Human Resource Management Program Outcome Guide

rogram Human Resource ManagementThemes Human Resource Development LeadershipManagementAdministration

Organizational Effectiveness Customer Orientation

Prerequisites

Completed 2year of HRMDegree

Diploma Inbusiness

discipline

Prior teamingAssessment

process

lot

Concepts andIssues

ConceptsPrograms polices

Legislativeframework

Recruitmentselection

Compensationbenefits strategyprograms W

Strategy andbusiness

environment

Safety programs

Organizationalleaning anddevelopment

OrganizationaldesignIndividualeffectiveness

Coaching

ConsultingadvisingLabor relations

Human rightscompliance

HR as partner Instrategy

Leadership

Organizationalchange

HR

professionalismand ethics

Issues Manage changeHR effectivenestt Demonstrateassessment accountability

and

responsibility

Lead Initiatives

Demonstrate

personalinfluence

Coach

Perfann needsassessment

What must Be

student understand

to demonstrate theintended outcome

Skills

Apply strategiesto HR functions

and business

situations

Synthesize tosolve problems

Apply bestpractices modelsand frameworks

Analyze problemsolvingdecisionmakingsituations

Organize ideas toachieve a specificPurpose

APPly oralwritten and

listening skills

Apply Personalorganizationalskills to managetime and

activities

Work within ateam

environment

What salts must the

student master to

demonstrate theintended outcome

PerformanceTasks

Assessment

Produce contractsdocuments

reports and plansfor Implementationpurposes

Develop policiesand programs tosupport HR andbusiness

practices

Make oral

presentations

Demonstrate

decision makingskllLs

Model and utilize

best leadershippractices

Demonstrateeffective

consulting skills

Displayaccountability andresponsibility foractions and

decisions

Conduct needsassessments and

cost benefit

analysis

Utilize coachingskills

What idl students do

in here to demonstrateevidence ottheoutcome

DRAFT May 272005

Develop and implement strategically alignedHR programs and polies to Waiteachievement of organizational goats that areconsistent with legal requirements and bestprofessional practices

Develop and manage empbyee acquisitionstaffing and retention systems to achievebest fit with organizational strategy andalwre

Diagnose design and implement changes toorganizational reward systems and processesconsistent with the organizational goalsstrategy culture and the businessenvironment

Diagnose design and implement HealthSafety and Wellness programs and practicesto enhance organizational performanceconsistent with the regulatory environment

Lead and manage the organizalbnflabourrelationship to achieve productive outcomesfor all stakeholders consistent with labourlaw the grievancearbitration process andeffective employee relations practices

Develop and utilize reports from a HumanResource Information System to supportplanning effectiveness assessment andcharges in Human Resource programdelivery

Prepare and manage functional HRM projectsand programs Nat meet the needs of keystakeholders using needs assessmentcostbenefit analyses and postassessment atthe individual group and systemwide level

Use situational assessment conflict

management and negotiation skills to coachindividuals and groups to build productiverelationships

Lead organizational effectiveness initiativesincluding devebping administering andanalyzing the results of data collection toolsthat are consistent with an organizationaldevelopment strategy

Demonstrate effective interval consulting anddent service skills by utiliz bestprofessional business practices in the areasof accountability responsibility and resultsachievement

Model and utiebest leadership practices toachieve successful and effective outcomes for

sell teams and the organization

What do sbldents needb to able to DO outthere that were

responsible brin here

Program and Course Mapping Conventions Toots endTemplates Copyright 0 2004 Stiehl end Lewchuk

Industry Representatives Department of Business RepresentativesDiane Bruschelto Manager Human Resources

City of New Westminster

Wayne Tebb Associate Dean School of Business

Lorna Court Senior Consultant

Holloway Schultz and Partners

Ron Shay Chair Department of Business

Marilyn Duggan Director Human Resources

Methanex Corporation

Doug Fletcher Instructor and Session Facilitator

Joan Harrison Consultant

Human Resource Services

George Broderick Instructor

Bert Elliot and Barb SeverynBC Public Service Agency

David Coulson Instructor

David Harvey ConsultantSolutions That Work

Lesley McCannell Instructor

Naushi Keshavjee CHRP RegistrarI3C Human Resource Management Association

Bruce Weir Instructor

Nancy laughton Managing Director Western Canada

Knightsbridge GSW

Stephanie Milliken ConsultantMilliken HR Consultants

Kathy Nolan Human Resource ManagementKwantlen University College

1

Kwantlen University College BBA in Haman Resources Management

APPENDIX V

Proposed HRM Major Industry Representative Discussion Session

Introduction

In order to best meet the needs of students and the community as a whole the development of theproposed Human Resource Management Major must represent and address the needs of future employersof the graduates from the program To facilitate the development of course and program content andensure that employers needs are incorporated a discussion session was held to identify the key needs ofemployers in respect to Human Resource professionals Representatives from several industry sectorsand from the Department of Business participated Participants are identified in the following table

The Required Professional Capabilities as iden ified by the CHRP Designation were used as the basisof the discussion Participants were asked to consider each of the eight main categories of theprofessional capabilities and respond to the following question

Report prepared by Lesley McCannell from session notes recorded on October 8 2001 Surrey Campus Kwantlen University College

September 6 2005 32


What must an HR professional do out there that we are responsible for in here

Participants were also asked for recommendations regarding program delivery and for any generalcomments or suggestions they could offer The results from the discussion are presented below Asummary of the key discussion points is provided as well as the implications for program and coursedesign

Discussion Summary and Implications

The eight Required Professional Capabilities categories are presented in the following tables A briefdescription is provided for each category as well as the key discussion points and implications of thediscussion for the HRM Major program and course development

Professional Practice Strategic Contribution to Organization Success Business AcumenMana in Client Relationshi is and Professionalism

Discussion Summary

The ability to work effectively as a group member and leader is a fundamental skillAn indepth understanding of culture is required This should include a tangible working definition of culturehow culture serves as a platform for developing change models an appreciation for the power and politics ofculture identification of how culture is formed and what drives the culture and an understanding of cultures rolein achieving organizational objectives 11 was suggested that the depth of understanding required could be besttaught by the use of case studies and contact with real organizationsA practicuum option is viewed favourably by employers and is thought to line tune skills learned in an academicsettingUnderstanding the difference between a consultant role and the doer role is a key skill as many organizationshave adopted an HR Consultant modelThe ability to budget understand the financial implications of recommendations and programs and analyseoptions is a fundamental skillProject management skills including the financial analysis identified above arc importantResponding to RFPs was suggested as a valuable exercise to hone program development and financial analysisskills

Implications for Course and Program Development

A list offundamental skillsgeneral comperencies should be developed and incorporated throughout the programCompetencies identified thus far include group work project management skills general and financial analysisconsultingGiven the emphasis on the importance of an indepth understanding of organizational culture programdevelopers may want to consider incorporating an entire course focused on this topicContact with organizations and opportunities to apply learned knowledge and skills in the workplace should beinto rated in a varier of wa s e indust roects case studies raclicuums

September 6 2005 33

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Kwanllen University College BBA in Human Resources Management

Organizational Effectiveness Organization Design and Development EmployeeInvolvement Strategies and Human Resource PlanningDiscussion Summary

Conflict resolution skills are very imponant and few entry level HR professionals have them to the degreerequiredConducting employee surveys including data collection analysis and reporting and links to organizationmeasurement are imponant concepts and skillsHR professionals need to understand the fear offeedback systems and have the ability to address this egconfidentiality privacy lawsExternal contact with HR professionals is considered a valuable pan of the education process and this mayinclude student membership in HRMAGiven the future labour market situation developing retention succession and recruitment strategies will bevaluable skills

HR professionals must balance professionalism and empathy for difficult situations with the ability to recognizetheir own limitations

Understanding the value of relationships the importance of trust and how both link to credibility eg emotionalintelligence are imponant qualities for HR professionalsEntry level HR professionals would benefit from realistic expectations regarding entry level roles and anunderstanding of career managementThe ability to understand strategic direction and how to translate strategic goals to daytoday work and programsis critical for success


Additional general competencies that should be incorporated into various courses include emotional intelligencerelationship building and conflict resolutionAstrategic NRM perspective should be incorporated into all coursesOpponunities to interact with organizations and HR professionals will be very valuable

September 6 2005 34


September 6 2005


Sfa in Recruitment and Selection DeDiscussion Summary

o ment Terminatin Out lacin Staff

Graduates require strong technical skills for hiring includingtechniques for screening resumesinterviewing skillsapproaches for checking referencesrecruitment planninguse of valid and reliable tests

ensuring the fair treatment of candidatesrecognizing when 11 is appropriate to outsource the recruitment processproviding post interview feedbackusing competencies for hiringlinks to orientation and probation periods

Understanding the challenges of hiring within a union environment will be valuable information eg how toavoid geeing caught in the process and forgetting who you are trying to hireThe ability to calculate the cost of hiring developing and replacing is valuable as well as understanding thecorrelation of effective staffin with retention


Employers have the expectation that graduates from the major would be knowledgeable and skilled in the area ofstaffin Com letion of a course focused on staffin would be an asset for raduates

Em lo ee and Labour Relation Em

Discussion Summary

lo ee Relations and Labour Relations

Given the fact that labour Relations is a very specialized field and is not an issue for a large number ofcompanies in RC a limited focus is required for graduates of the HR Majorcg understand the intent of labouragreementsEntry level HR professionals are more likely to be involved with grievance handling and grievance avoidancestrategies than negotiationsUnderstanding Human Rights legislation and how it affects the hiring process and mandatory retirement isimportant information for all HR professionalsInvestigative skills such as gathering information or conducting an environmental inventory of safety and respectwould be a valuable skill set


An entire course devoted to the Labour Relations process may not be required however it is very important forraduates to have a thorouhunderstandin of Human Ri his legislation

35

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Total Compensation Total Compensation Strategy Compensation Programs BenefitsPensions PayrollDiscussion Summary

Graduates require strong technical skills in the area of compensation includinghow to draft an employee agreementcontractthe purpose of base pay benefits incentivescompensationseffect on motivation and behaviour eg perquisites affect on culture and employeesknowledge of different benefit plans and their costshow compensation relates to attraction recruitment and retentionhow to integrate a new program into existing systemsthe business case required to introduce Wellness Programsmethods of gathering salary survey data accessing external repons and developing your owndistributing an increase across employees and programs


Employers have the expectation that graduates from the major would be knowledgeable and skilled in the area ofcompensation Completion of a course focused specifically on the Total Compensation process would be an assetfor graduates

Learning Development and Training Organizational Performance PerformanceManagement Development Programs TrainingDiscussion Summary

Entry level HR professionals are required to understand the needs assessment process including recognizingsituations where training is not the best solution and how to measure the effectiveness of training more so thanhow to develop training programsThe ability to develop partnerships with training providers is a key skill This requires that graduates areknowledgeable of external training resources and the proscons of contracting with an external resource versusinternal development of programsProviding general developmental coaching for staff particularly in the area of conducting progress reviews isoften required

HR professionals require a strategic perspective that links individual performance plans to organizational goalsImplications for Course and Program Development

The HRM major should focus on the infrastructure required to ensure training is effective rather than the

development and delivery of training courses

September 6 2005 36


Health and Sa et General Occu ttional Health Safet Workers ComDiscussion Summary

ensation

HR professionals must be knowledgeable of the regulatory environment and the resources available to assistthem eg WC13 workshop on Claims managementSpecific technical areas that are important include ergonomics assessments the conduct of accidentinvestigations the value of Wellness Programs and the WCB appeal process

Note 2025 of the CHRP knowledge exam is based on Health and Safety eg the gray colouredarea in the handout


Given the importance of a thorough understanding of the regulatory environment and the emphasis of the CHRPexam the HRM maor should include a course devoted to the Ioic of Health andSae

HRIS Human Resources Information Information S stemsDiscussion Summary

Both technical and concetual HRIS knowled e and skills are im

Entry level HR professionals with strong IRIS skills and knowledge are an asset This could includeproduct awarenessan understanding of maintaining data integrity and how data is organized eg person vs job databaseshow the system relates to HRM functions such as attendance managementhow information is used and what repons are available and valuable

The development ofuserfriendly reporting tools is a challenge in many organizations and would be a valuableskill for FIRM Maor mduates


ortant for the HRM Ma mduates

General Competencies

Throughout the discussion regarding the Required Professional Capabilities general competencies wereidentified It was suggested that these competencies are just as important if not more important thanstrong technical HR skills Specific competencies identified are listed below

General Competencies

Analytical skills general strategic statistical and financialConflict resolution

Presentation formal and informal

Team work how to lead and be an effective team memberPersuasion

IT skills

Business communications

EmpathyEmotional intelligenceProject ManagementConsultingCoachingDeveloping pannershipslnetworkingWhere to s nd timewho should ou s nd it with


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Delivery Options


Participants were asked their opinion regarding the most desirable course and program delivery optionsA summary of the key discussion points is provided below

Delivery Options Discussion SummaryThe cohort model used by SFU and Royal Roads is a popular and valuable approach to course deliveryCohorts could be run in several locations to attract a larger student baseA variety of delivery options could be required to meet the varying needs of studentsThere is some concern as to rather exclusive on line learning can provide the type of leaming experiencerequired for entry level HR professionalsIt was suggested that we ask employers what learning model they would supportpay for

Additional Comments and Suggestions

To close the session participants were asked for any general comments or suggestions that would behelpful for the program developers to consider The key discussion points are presented below

Additional Comments Discussion SummaryStudents need to understand that HRM requires life long lea g This is especially important for new graduateswho wont receive their CHRP designation immediately and will need to be prepared to write the CHRP exam afew years after graduationA clear understanding of who our target market is will help to facilitate an understanding of our customers needsIt was suggested that we develop a comprehensive business plan for the program including how we intend tobrand ourselves in the market

An emphasis on thegeneral competencies identified earlier in the report is just as valuable as developingtechnical competencies

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APPENDIX VI

Letter of Support

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Starry Camlllq Service

Storey Consulting Services4900 Fremont Ave N 302

Seattle WA 98103

July I 2005Doug Fletcher Program Development Coordinator HRM DegreeProfessor Department of Business ManagementKwantlen University College12666 72nd Ave

Surrey BC V3W 2M8

Dear Doug

In May you requested that I review the HRM Degree Proposal for Kwantlen UniversityCollege and offer my comments and opinions on it 1 have now had a chance to do soand want to commend you and your team on a job well done

In particular 1 see the proposed programs Intended Learning Outcomes based upon theRequired Professional Capabilities RPCs to be a strong component of this proposal Asyou know 1 was directly involved with the RPC and National Standards CHRPdevelopment process on behalf of BCHRMA and the Canadian Council of HumanResources Association CCHRA 1 therefore am very pleased to see one of the intendeduses of our work incorporated in the Kwantlen program proposal

From my own background as the HR Program Head at BCIT for many years and mycontinuing involvement as a professional in the HR field 1 am confident that your teamhas rightly assessed the need for this HRM degree level program British Columbianeeds more full and parttime degree level programs such as this to ensure properlytrained present and future HR professionals With adequate resources and a capableexperienced HR faculty as indicated in the proposal 1 foresee that this program willquickly experience a strong demand for student intake and a high placement demand foryour HRM graduates

As you know 1 now reside in Seattle but continue to regularly interact with clients andmembers of the HR profession in British Columbia and would be pleased to provideadditional comment and support to your team as you transition from program concept toreality I know from personal experience how exciting and challenging it can be toexecute a successful degree program launch

I wish you and your team well as you go forward with this excellent BBA in HRMDegree Proposal

Best regards

Gordon Storey CHRPFormer HR Program Head BCITTel 2066320462

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