Rocky Mountaineer Organizational Enhancement Initiative

This project aims to enhance Rocky Mountaineer's internal processes and external branding to align with industry standards and improve organizational efficiency. The project is divided into four main components: developing a structured grant application process, updating People and Culture policies, supporting the Talent Acquisition document management, and data collection for the Internal Communications function. The grant program component involves researching and creating a comprehensive grant application process for company-wide use. The People and Culture segment focuses on reviewing and updating internal employee policies, particularly the Harassment policy, to ensure compliance with the Canada Labour Code. The Talent Acquisition component supports document management and administrative duties in preparation for the high volume recruiting of the seasonal workforce. The Internal Communications project includes data collection deliverables from interviews and sustainability interviews with internal team members.. This project provides learners with the opportunity to apply research, analysis, and strategic planning skills acquired in their academic program.

Streamlining Talent Acquisition and Enhancing Employer Branding

Rocky Mountaineer seeks to optimize its talent acquisition processes and strengthen its employer brand, particularly in Kamloops and other smaller operational locations. The project focuses on improving the efficiency of high-volume seasonal hiring, a critical aspect for the Talent Acquisition team. By aligning internal processes with industry standards, the project aims to enhance organizational efficiency and ensure a seamless recruitment experience. Additionally, the project will explore strategies to expand the company's employer branding, making it more appealing to potential candidates in targeted regions. The ultimate goal is to create a more efficient, attractive, and competitive hiring process that supports Rocky Mountaineer's growth and operational needs. - Analyze current talent acquisition processes and identify areas for improvement. - Research industry standards and best practices for high-volume seasonal hiring. - Develop strategies to enhance employer branding in Kamloops and smaller locations. - Propose actionable recommendations to streamline recruitment processes.

MBA International Expansion Consultancy

FocusThis project will be specifically focus on creating an HR plan to hire employees in Shanghai, China, that will address how to hire/onboard Chinese nationals and to navigate the complexities of the China labour environment in consideration of the Wholly Owned Foreign Entity (WOFE) process.While the intended China team will be small, one Executive and two Sales Managers, the focus of this project will not be the Executive Search process, but specifically the hiring of the employees through a Labour Agency, the regulations, policies and processes that must be in place, and a recommendation on hiring employees directly through our own entity vs. a Labour Agency once a WOFE is established.Additionally, the students must consider that while navigating the Chinese labour environment, the question that we also need addressed is how we can be compliant with all labour regulations, maintain local cultural sensitivities, while considering and being inclusive of the RM Company culture and values.Students will be required to sign a Non-Disclosure Agreement. Phase 1 Project Plan: Students will meet with organization representative(s) to devise the project scope and understand your objectives. Phase 2 Project Execution: Students will work on deliverables outlined in the project plan. Teams will periodically communicate with organization representative(s) as needed. Phase 3 - Outcome: Students will submit a 20-page report evaluating the foreign direct investment opportunity and providing a recommendation as to whether it is a good opportunity for your organization.