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    Human Resource Management (Associate Degree)
   Program Objectives  |  Program Outcomes  |  Program Faculty  Curriculum Overview  |  Degree Plan  |  Course Descriptions

Course Descriptions:

    HRM101 Principles of Human Resources Management (3-0-3)

This is a foundation course introducing the functions of human resources management. Topics include: managing work flows and conducting job analysis, managing diversity, recruiting and selecting employees, downsizing and outplacement, appraising and managing performance, training and development, managing compensation and benefits, employee relations, employee rights, discipline, and safety.
    HRM102 Staffing (3-0-3)

Staffing models and strategy, legal compliance, planning, job analysis and rewards, external and internal recruitment, external and internal selection, final match, staffing system management, and retention management.

Prerequisite(s): HRM101
    HRM199 Summer Internship (0-0-3)

This course is designed to provide practical training in the student's field of study through work experience. Students are graded on the basis of documented acquired learning as reported by student and employer. Eight weeks long; under instructor’s supervision.

Prerequisite(s): minimum 28 credit hours, minimum cumulative GPA 2.00
    HRM201 Training, and Development (3-0-3)

Strategic training, needs assessment, learning theories and program design, transfer of training, training evaluation, traditional training methods, the use of technology in training, employee development, special issues in training and development, careers and career management, challenges in career management, and the future of training and development.

Prerequisite(s): HRM101
    HRM202 Compensation and Benefit Management (3-0-3)

The pay model, internal alignment and job analysis, job evaluation, Person-based structures, defining competitiveness, designing pay levels, mix, and pay structure, pay for performance, performance appraisal, the benefits determination process, benefit options, compensation of special groups, international pay systems, government and legal issues in compensation, budgets and administration.

Prerequisite(s): HRM101
    HRM203 Conflict Management (3-0-3)

Definition of conflict, negative views of conflict, positive approaches to conflict, the Lens model of conflict and cultural effects, destructive conflict, styles and tactics, compromise, accommodation and collaboration, conflict patterns and triangles, assessment guides, negotiating for mutual gains, modeling conflict, third-party intervention, forgiveness and reconciliation.

Prerequisite(s): HRM101
    HRM204 Labor Law and Social Insurance (3-0-3)

Employment contract, duties and disciplinary rules, work conditions and circumstances, marine employment contract, working in quarries and in mines, work inspection, expiration of employment contract and the severance award, resolution of labor disputes, definition and evolution of social insurance law, international treaties on social insurance law, the General Organization for Social Insurance, scope of social insurance, groups excluded from social insurance, compensation on occupational hazards, and retirement pay.

Prerequisite(s): HRM101
    HRM205 ERP Applications in Human Resource Management (1-4-3)

This course explores Enterprise Resource Planning (ERP) systems and explains their concepts and its importance. In addition, it teaches the basics of ERP systems, and the most common end-user functions in human resource management.

Prerequisite(s): CIT101
    HRM206 Workplace Psychology (3-0-3)

Overview of work psychology, personality and individual differences, perceptions and attitudes at work, motivation and work satisfaction, relationships at work, decision making, leadership at work, career management and development, organizational change and development, human performance and the work environment, assessing people at work, learning, training, and development, psychological health in the workplace, and the loss of work.

Prerequisite(s): HRM101
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