Bachelor of Commerce (Digital Marketing) - Postsecondary ...

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Section 4. Human Resources Outlook This section provides national, provincial and regional employment forecasts for HR occupations. The section also presents findings from interviews with local employers about labour market needs for graduates of Human Resource programs. This occupational summary provides information for two sub‐categories of workers: Specialists in Human Resources (NOC 1121) and Human Resources Managers (NOC 0112). Specialists in Human Resources develop, implement and evaluate human resources and labour relations policies, programs and procedures and advise managers and employers on personnel matters. These workers are employed in the public and private sectors, or they may be self‐employed. Common Ontario employers include: banks and other financial institutions, insurance companies, governments (federal, provincial and municipal), motor vehicle manufacturers, electric power companies, management consulting firms, labour organizations, and other large organizations. Common job titles include: Consultant‐Human Resources, Employee Relations Officer, Labour Relations Officer, Classification Officer‐Human Resources, Compensation Research Analyst, Employment Equity Officer, Human Resources Research Officer, Job Analyst, and Mediator. Human Resources Managers are responsible for the planning, organization, direction, control, and evaluation of the operations of human resources and personnel departments. These managers develop and implement policies, programs, and procedures related to staffing, recruitment, labour relations, training and development, compensation, and other functions. Common industries of employment include banks and other financial institutions, insurance companies, governments (federal, provincial and municipal), hospitals and other public institutions, manufacturing firms, large corporations, and independent HR consulting firms. Common job titles include: Human Resources Manager, Human Resources Administrator, Compensation Manager, Pay and Benefits Manager, Labour Relations Director, and Manager of Staff Relations. Growth in replacement demand for Human Resources occupations will be based on a number of factors: Changing job requirements and demand for new skills including knowledge and skills in areas of human rights, labour relations, computer skills, as well as knowledge of community needs. Specialists in human resources will be in demand from businesses leading industrial sectors such as information technology, insurance and financial services, and manufacturing where businesses are looking to grow their workforces. Human resource specialists will remain important to the competitive success of companies in future, and to the ability of organizations to re‐skill workers, retain workers, promote changes in leadership style, and improve relations between workers and management An aging workforce and competition for qualified workers will lead to companies focusing on recruiting and retaining workers. Canadian workers in these occupations are older and retire somewhat earlier on average than workers in other occupations. LKSB Degree Program Feasibility Study • 2011 194
Factors that are expected to limit or moderate employment growth for Human Resources Managers over the next decade include: Downsizing and streamlining of the workforce during the recession Increase in strategies to retain and retrain existing workers Longer‐term trends to the contracting out of human resource to employment agencies and payroll firms Growing use of computerized human resource management systems that increase productivity and reduce the need for these workers. Occupational Projections National National labour market demand and supply information is available from COPS at the 3‐digit level for Human Resources and Business Service Professionals (NOC 112). Between 2006 and 2008, Human Resources and Business Service Professionals experienced strong job growth and low unemployment, suggesting there were not enough job seekers to fill available job openings. Over the period from 2009 to 2018, a continuing shortage of workers in this occupational category is projected, with insufficient job seekers to meet the demand. Job openings are projected to total 89,301, compared to an anticipated 73,551 job seekers to fill these positions. Job seekers will mainly be school leavers and individuals migrating from other occupations. Job openings for Human Resources and Business Service Professionals will result from both employment growth (expansion demand will account for 45% of total job openings) and retirements (which will account for 47% of total job openings). The rates of replacement demand and employment growth for these occupations will be among the highest for all occupations in the period from 2009 to 2018. Provincial The OJF website indicates that an estimated 19,550 Specialists in Human Resources (NOC 1121) are employed in Ontario in a range of sectors, including: Public administration (25%) Finance, insurance, real estate and leasing (14%) Other professional services (13%) Other services (10%) Health care and social assistance (4%) The employment prospects for the five‐year period from 2009 to 2013 are expected to be good, with strong replacement demand due to retirements. An estimated 16,360 Human Resources Managers (0112) were also employed in 2006 in the following industries: Public administration (13%) LKSB Degree Program Feasibility Study • 2011 195
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Bachelor of Commerce (Digital Marke
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1. Organization and Program Informa
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1.2 Table of Contents Section 1. In
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Section 11. Academic Freedom and In
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Executive Summary This application
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accordingly. The table below applie
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Program Abstract The Bachelor of Co
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2. Degree Level A Bachelor of Comme
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17. Evaluate and select marketing m
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1. Depth and Breadth of Knowledge (
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management and e-commerce strategie
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1. Depth and Breadth of Knowledge (
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2. Conceptual & Methodological Awar
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2. Conceptual & Methodological Awar
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14. Apply management-level decision
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4. Application of Knowledge 4a. The
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4. Application of Knowledge (cont
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practices. 4. Application of Knowle
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4b. The ability to use a basic rang
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logic and reasoning. 4. Application
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decision models. 5. Professional Ca
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5. Professional Capacity/ Autonomy
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3. Admission, Promotion & Graduatio
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3.6 Advanced Standing Policies and
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Figure 3.1 Degree Completion Transf
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Fig. 3.2 Degree Completion Transfer
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4. Program Content The Lawrence Kin
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Four-year degrees with minimum 120
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program for both BMK and BAM gradua
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Marketing. This rearrangement will
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Recommendations Give students hands
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following courses: Global Strategy
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Program Advisory Committee Member P
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11. Analyze domestic and internatio
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Marketing 1 Microeconomics Business
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espect to various legal and ethical
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Digital Marketing This course will
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implementation and evaluation and c
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The following Course Schedules 2 li
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Year 3 Sem. 5 Sem. 6 Principles of
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4.6 Work Experience Co‐operative
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Figure 4.1 Employer’s Evaluation
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4.7 Course Outlines The course outl
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3. 4. Enhance business opportunitie
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18. Create and apply digital market
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2. Develop strategies that will ach
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15. 16. Develop a business plan bas
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GAP ANALYSIS - Degree vs. Advanced
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14. Apply management-level decision
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3. Enhance business opportunities b
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17. 18. 19. 20. 21. Evaluate and se
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5. Program Delivery The Lawrence Ki
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Figure 5.2 - Student Feedback Surve
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group with all of the material give
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6. Capacity to Deliver Fanshawe Col
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Information literacy instruction is
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Periodicals Subscription Databases
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Print Monograph Holdings for Select
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6.1.3 Enhancements to Co‐operativ
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6.2.3 Professional Development for
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Kinlin School of Business, and thre
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6.6.1 CVs of Faculty Delivering Cor
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7. Credential Recognition The Bache
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8. Regulation & Accreditation The C
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Bachelor of Commerce (Digital Marke
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9. Nomenclature The Bachelor of Com
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10. Program Evaluation Fanshawe Col
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11. Academic Freedom & Integrity Fa
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12. Student Protection In a recent
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Figure 12.1 (continued) Continued n
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13. Economic Need Fanshawe College
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Figure 13.1 University Application
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14. Duplication Humber is currently
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Section 15. Optional Materials The
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Figure 15.1 Year 2 LEVEL THREE LEVE
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Figure 15.1 Year 4 LEVEL SEVEN LEVE
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Section 16. Policies Fanshawe Colle
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Fanshawe College Lawrence Kinlin Sc
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Chapter 4. Prospective Students Sur
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Introduction This study was conduct
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Executive Summary Report A. Backgro
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Today, London is a site of choice f
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B. Overall Summary of Research Find
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When Prospective Students were aske
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program (15.4%) and International B
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Chart 2. Attitudes about a College
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One concern that several employers
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College Applications Trends by Busi
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“Regionally, we are the largest c
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Student Interest in LKSB Proposed B
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Chart 10. Alumni ‐ Interest in De
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Chart 11. Marketing Application Tre
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Chart 13. Employer ‐ Importance o
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Accounting Application Trends The f
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The program was less appealing to P
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However, an analysis of Statistics
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HR Management Specializations with
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Labour Market Needs Provincial and
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International Business Management A
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Student Interest in LKSB Proposed B
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two‐thirds of employers were fami
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though. I also hope that courses ta
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C. Conclusion and Recommendations T
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Emphasizing LKSB’s key strength -
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As a core program offered in most u
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LKSB is considering a number of spe
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B. Detailed Findings Overall Percep
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“The bar to get into Ivey is very
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optimal if we could provide ongoing
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you. A broader look at the world. A
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Potential Challenges in Offering th
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their buy in, but it wouldn’t be
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pathways within their region. The c
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yet whether it is practical to deli
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Chapter 2. Competitive Analysis A.
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for career preparation, highlightin
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Leadership and Management. Of these
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C. Detailed Findings Section 1. Com
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Specifics of College Business Degre
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University Business Degree Program
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iii. Summary of Diploma and Postg
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A greater proportion of women than
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Chart 6. Proportion of Business Pro
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Accounting The application trend fo
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Finance/Financial Services/Financia
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College is attracting 17% of enroll
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Chapter 3. Current Business Student
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interested in university are less i
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Over half of Current Students (57%)
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Almost one‐third (29%) of Student
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Table 5. Considering a Degree by De
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Factors of Importance in Choosing a
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Section 3. Interest in Lawrence Kin
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Appeal of Marketing Degree Based on
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Appeal of Accounting Degree Based o
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Appeal of Enterprise Management Deg
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Appeal of Human Resources Managemen
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Importance vs. Appeal of Features o
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Overall, over two‐thirds of Curre
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Three‐quarters of Current Student
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Chapter 4. Prospective Students Sur
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B. Executive Summary Strong Interes
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C. Detailed Findings Section 1. Pro
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As expected, each group generally r
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Section 2. Interest in a Business D
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PSE Considerations for a Business D
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Reasons for Interest in a Degree Th
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Not surprisingly, those currently e
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Page 307 and 308: In terms of future interest in appl
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Page 329 and 330: E. D. Openended Comments from Alu
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Page 389 and 390: Table 10. Satisfaction with Online
Page 391 and 392: Appendix C. Details of University D
Page 393 and 394: Table 5a. College 2‐year Diploma
Page 395 and 396: Appendix F. Postgraduate Certific
Page 397: APPENDIX B 2012‐2013 Annual Repor
Page 402: EXECUTIVE SUMMARY
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Executive Summary 2012/13 Strategic
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Executive Summary 2012/13 Strategic
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SECTION A Government Issues
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A. Government Issues A.1 Government
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SECTION B Board Directions
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B. Board Directions Meeting Labour
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C. Progress Towards Achieving Board
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SECTION D Financial Planning / Fina
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- 35 - D. Financial Planning/Financ
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D. Financial Planning/Financial Con
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D. Financial Planning/Financial Con
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SECTION E Capital Projects
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E. Capital Projects (Policy D-12) E
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E. Capital Projects (Policy D-12) -
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SECTION F Appendices
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F. Appendices F.2 Financial Project
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F. Appendices F.3 Summary of Planni
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F. Appendices F.4 Budget Unit Summa
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APPENDIX C Course Information Sheet
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APPENDIX D Information Technology S
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Activity Statements - Enabling Mult
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APPENDIX E Faculty CVs Bachelor of
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APPENDIX F University Endorsements
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COLLEGE OF MANAGEMENT AND ECONOMICS
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APPENDIX G Request for Exception to
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