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High school graduation or equivalent*
OR
Mature student status**
*From an English-language teaching institution.
**19 years of age upon starting classes and pass the college's admissions test.
Want to train for an in-demand business career in a way that's flexible and convenient? The Human Resources and Payroll Coordinator online program can get you there.
Studying in our virtual classroom, you'll get the skills in Human Resources and Payroll that are essential to the success of every business. With online access to course materials, your courses will cover fundamental Human Resources topics including Employment Law, Organizational Behaviour, Training, Compensation, and more. Your industry-experienced instructors will also teach you all about Sage 50 software, bookkeeping, and current accounting and payroll practices.
To solidify your new knowledge, you'll complete two real-world practicum placements. This experience will give you a competitive edge once you graduate and are ready to seek employment.
This program has been approved by the registrar of the Private Training Institutions Branch (PTIB) of the Ministry of Advanced Education, and Skills Training.
National Payroll Institute Designation
Through CDI College’s Human Resources and Payroll Coordinator diploma program, you’ll become eligible to access the National Payroll Institute's (the Institute) Payroll Compliance Practitioner Program designation. The Institute requires a Work Experience Requirement Application (WERA) and a passing grade of 65% for certification, including a required transfer credit of Introduction to Accounting. For more information on National Payroll Institute requirements, visit www.payroll.ca.
My teachers push me to do my best, even when I doubt myself. They make sure to teach towards everyone's needs.
This course is a continuation of Computerized Accounting with Sage 50 Level 1. Students learn how to set up for Payroll and Inventory, record payroll and inventory, set up budgets, and reconcile accounts by working with a variety of business simulations.
By the end of this course, students will be able to: describe payroll’s objectives and stakeholders; identify an employer/employee relationship; apply federal and provincial legislation to payroll including: The Canada Pension Plan, The Employment Insurance Act, The Income Tax Act, Employment Standards legislation, Worker’s Compensation Acts and Quebec-specific legislation; and communicate the payroll compliance requirements to various stakeholders.
Upon completion of Payroll Fundamentals I, students will be able to: calculate regular individual net pay; calculate non-regular individual pay; calculate termination payments; complete a Record of Employment (ROE); and communicate all aspects of individual pay requirements to various stakeholders.
By the end of Payroll Fundamentals II, students will be able to: calculate organizational remittances to federal, provincial, and third party stakeholders; prepare accounting documentation for payroll; complete year-end documentation; and communicate all aspects of organizational remittances, accounting, and year-end requirements to various stakeholders.
This module is for course credits but has no grade. Students will be placed in actual work paces related to their field of study and will be expected to act as a regular employee for the five weeks in order to gain the valuable “real world” experience that so many employers seek. Students are encouraged to find their own work experience placement; however, once placed, continuation in that placement is mandatory.
In business, as in other interpersonal contact, the impression formed in the first 10 to 15 seconds is crucial to the success of the relationship. The importance of the customer and of customer relations to business success is examined through case studies and role-playing. Students will learn relevant theories of human behaviour and how they may be applied to improve customer relations.
This module will introduce students to the role of the Human Resources officer and assistant, the expectations placed on the Human Resources department, and the ethical and legal issues relevant to Human Resources. In this course, you will learn the aspects of effective management of human resources in today's business environment. The strategic role and importance of human resources management is explored with emphasis on employment law, job design, planning, recruitment and selection. Employee training is also covered as well as performance management and appraisal.
This course explores the basics of organizational life, including the relationship between organizational form, the individuals who work in it, and the structures of performance. Key components will be the understanding of power, ethics, leadership, and management within organizational life. Individual and team performance will be evaluated and aspects of human psychology and values assessed. Theories of motivation and leadership will be identified and the strengths and weaknesses of various approaches to organizational control explored.
An organization's compensation system can have a major impact on its success, but the most effective compensation system may be very different from one organization to the next and may even differ over time for the same organization. However, if there is no single compensation system that fits all organizations, this makes life very complicated for those who manage organizations. This course explores a systematic framework for identifying and designing the compensation system that will add the most value to the organization.
This module helps students understand the role and importance of training and development within an organization. Skills taught include needs analyses, designing a training program, conducting performance appraisals, and working within an existing training and development framework to maximize staff training potential.
This course deals with common law legal principles and statutes that govern the employment relationship. Students will explore issues relating to employment law and the employment relationship from the perspective of managers, employees and human resource professionals. The course will provide an essential understanding of basic Canadian law: our legal system, contracts and torts as they relate to employment law. There will also be detailed study of those areas of law that relate directly to the employment situation: human rights, privacy, employment standards legislation, occupational health and safety and termination of employment. These topics will be discussed in relation to the hiring process, rights and obligations during the period of employment and termination and postemployment considerations.
The purpose of this course is to prepare students for the contemporary Canadian workplace with regards to organizational obligations around the use, collection and disclosure of personal information. This module will provide the student with an overview of the applicable privacy and confidentiality legislation with a focus on how it applies to a Human Resources department. Students will gain an insight into the various acts and legislation that govern privacy and confidentiality at both a provincial and federal level.
This course looks at the planning, preparation, execution, and follow-up stages of an interview: how people find jobs; employer expectations; presenting an enthusiastic attitude; focusing on the right job; transferable skills; the job interview; effective resume preparation; cover and thank you letters; effective telemarketing; tapping the hidden job market; handling objections; job search management; self-confidence and self-esteem building; mock interviews (video-taped); and individual counselling and coaching.
This module is for course credits but has no grade. Students will be placed in actual work paces related to their field of study and will be expected to act as a regular employee for the five weeks in order to gain the valuable “real world” experience that so many employers seek. Students are encouraged to find their own work experience placement; however, once placed, continuation in that placement is mandatory.
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