Leadership & Management 2: Human & Business Resource Management

The course includes:

• Exploration of team effectiveness strategies & diversity within clinical teams.
• Identification of labour force influences and implications for management of clinical teams (e.g. policies, legislation, unionization, trends & forecasting, etc.).
• Application of evidence-informed strategies for recruitment, hiring, retaining and developing people.
• Application of strategies & tools for managing difficult performance situations.
• Exploration and application of financial management skills and abilities
• Application of strategies to develop, manage & evaluate clinical team staffing and scheduling needs.

Certificate Criteria

This is the second of three online courses approved as one component / micro-credential of the “Certificate in Leadership & Management” for participants successfully completing all three courses within a three-year period. A passing grade of 70% is set for each course. Courses offered by the Centre for Professional Development cannot be credited towards a degree program.

• Participants may take individual courses without completing the full certificate
• Courses may be taken in any order

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Contact Hours: This course is equivalent to 36 instructional/contact hours per course, plus additional study time. It is estimated that up to 4 hours of engagement per week is required for successful completion. 

ANCC‑Accredited NCPD Provider
CPD is recognized by the American Nurses Credentialing Center for meeting the highest standards in Nursing Continuing Professional Development. Our courses support nurses in building skills, advancing practice, and improving patient care.

Ontario‑Approved Micro‑Credentials
This course is approved as a micro‑credential through eCampus Ontario, providing learners with portable, employer‑recognized proof of competency.
🔗 Explore Ontario Micro‑Credentials: https://microlearnontario.ca/

Course Outcomes

By the end of this course participants will be able to:

• Describe team motivation theories, influences and strategies for creating a motivating climate.
• Describe workforce forecasting principles including, supply and demand of nursing & health human resources, and methods to predict optimal staffing using historical data.
• Apply forecasting to develop an understanding of the impact of staff retention strategies for a particular organization.
• Discuss labour laws, professional standards, collective bargaining, working with unions, and human resources policies and procedures.
• Describe the manager/leader’s role in recruitment, selection process, onboarding and retention of staff.
• Describe key components of performance management (e.g. performance appraisals, professional development plans, assessing for knowledge vs practice gaps, and applying regulatory college decision-making tools).
• Discuss & apply performance management decision making tools in managing difficult employee performance situations.
• Describe the manger/leader’s role in conducting workplace investigations, initiating corrective actions, progressive discipline & termination.
• Discuss specific difficult topics/issues in performance management including: assessment of fitness to practice and addressing substance use disorders.
• Apply basic budgeting concepts and processes for the development and management of an operational budget.
• Describe the manager/leader’s role in addressing resource and supply needs.
• Apply an evidence-based approach to determining staffing & scheduling needs.

¹ Canadian College of Health Leaders
² American Organization for Nursing Leadership