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Human Resource Management Course
Descriptions:
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HRM101 Principles of Human Resource Management (3-0-3) |
Managing work flows and conducting job analyses, 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.
Prerequisite(s): None
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HRM102 Staffing (3-0-3) |
Strategic staffing, business and staffing strategies, legal context of staffing, strategic job analysis and competency modeling, forecasting and planning, sourcing,
identifying recruits, recruiting, assessing external candidates, assessing internal candidates, choosing and hiring, and evaluation of staff.
Prerequisite(s): HRM101 |
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HRM199 Summer Internship (0-0-3) |
Practical training at workplace environment is given in the field of students’ major. The duration of the summer internship course is eight weeks of full time work.
A student is assigned a work supervisor who plans student training and provides guidance and advice during the training period.
Students are graded on the basis of documentation of acquired learning as reported by the student and employer.
Prerequisite(s): Completion of 28 credit hours with a minimum CGPA of 2.0 |
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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 |
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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 for special groups, international pay systems, government and legal issues in compensation, budgets and administration.
Prerequisite(s): HRM101 |
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HRM215 Negotiation and Conflict Management (3-0-3) |
Negotiation and conflict, negative views of conflict, positive approaches to conflict, cultural effects on conflict, destructive conflict, personality,
negotiation 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 |
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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 |
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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): None |
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HRM210 Human Resource Information Systems (3-0-3) |
Introduction to Human Resource Information Systems (HRIS): Strategic role of Human Resource Information Systems (HRIS) in the effective management of organizations. HRIS capabilities and limitations. Recruitment and selection in an Internet context. Evaluation and selection factors of an appropriate HRIS to support management decision-making.
HR metrics and workforce analytics. Change management issues of the implementation of HRIS. Internet, privacy and security issues in HRIS.
Prerequisite(s): HRM101, CIT111 |
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HRM249 Special Topics in Human Resource Management (3-0-3) |
Variable contents. State of the art topics in human resource management.
Relationship of the special topic to other course work and best practices in HRM.
Application of the course topic to industrial professional practice.
Prerequisite(s): HRM101 and Departmental approval |
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