|
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 |
|
