Language of instruction: |
Turkish |
Type of course: |
Non-Departmental Elective |
Course Level: |
Bachelor’s Degree (First Cycle)
|
Mode of Delivery: |
Face to face
|
Course Coordinator : |
Dr. Öğr. Üyesi SABİHA DULAY |
Course Lecturer(s): |
Dr. Öğr. Üyesi BURÇAK ÇAĞLA GARİPAĞAOĞLU
|
Recommended Optional Program Components: |
none |
Course Objectives: |
The purpose of this course, participants develop basic knowledge and skills regarding the management of human resources, competencies for effectively managing human resources functions, teach at universities. In this course, the advanced university academic and administrative policies and practices are examined from the perspective of human resources. |
The course will cover the following topics: Human Resources management, definition, scope, importance and place in the organizational structure, personnel management, human resource management functions that form the basis, job analysis and job design, human resource planning, human resources, supply process, academic performance evaluation system , the concept of wages; wage systems, job evaluation, job security and employee health, the administrator features, working principles, corporate culture and human resources are processed the new formations.
Course participation of all students, to be carried out as a group will be based on studies and experiences. Information for the development of short seminars and lectures, group work and oral presentations for the development of skills, attitude and behavior change values for the simulation and as a basis for group discussions and conferences envisaged in-depth discussion of preparing the ground. |
Week |
Subject |
Related Preparation |
1) |
Introduction |
Meeting,course definiton,subject list,informing about course processes. |
2) |
The Concept of Human Resource Management |
Strategy and Human Resource Management Objectives
productivity
Quality of Working Life
Regulatory Compliance
Providing Competitive Advantage
Capacity of the workforce to Comply with Conditions
Human Resource Management Activities
Global Human Resource Management
Organizational Ethics and Human Resource Management
What is Organizational Ethics? |
3) |
HUMAN RESOURCES DEPARTMENT |
Effect of Diameter and Size of business
Small Business Human Resources Functions
Medium-Scale Firms HRM Functions
Major Role of Human Resources in Organizations
The roles played by the HR Unit
The location is within the HR Unit Organizational Relationships
HR Unit Authorization Status
Organization of the HR Unit
HR Manager and Duties |
4) |
BUSINESS ANALYSIS AND DESIGN OF BUSINESS |
job analysis
Definition and Importance of Job Analysis
Objectives
processes,
Methods used in
Business Analysis for Administrative Affairs
job Descriptions
job Specification
job Design
Business Design Methods
Employee Motivation and Compliance Perspective
Alternative Work Arrangements in the design
Self-Directed Work Teams |
5) |
HUMAN RESOURCE PLANNING |
Definition and Objectives of Human Resources Planning
The Importance of Organizational Planning Objectives
forecasting
Methods of forecasting
Periods of forecasting
The Planning Process
1: Data Collection and Analysis
2: Labor Demand forecasting
3: Labour Supply forecasting
4. Balancing Supply and Demand
5. Creating Objectives
6: HR Plan and Implementation
7: Monitoring and Evaluation |
6) |
STAFF SUPPLY |
The recruitment function of the objectives and scope
The recruitment environment
External supply environment
Internal supply environment
The recruitment environment
Methods for domestic supply
Methods for external supply
Sources of external supply |
7) |
SELECTION AND PLACEMENT |
Definition and Importance of Personnel Selection
Factors Affecting Personnel Selection Function
legal Regulations
Rate Decision
organizational Hierarchy
Candidate Pool
Type of organization
trial Period
Personnel Selection Process
Initial Interview
Application Form Filling
psychological Testing
Job Interview (Interview)
Investigation of the past (references Control)
Pre-Election First Supervisor Endorsement
Physical (Medical Examination)
Final Selection-Recruitment Decisions
work Placement
Selection Program Evaluation |
8) |
midterm exam |
- |
9) |
TRAINING AND DEVELOPMENT |
RECRUITMENT EXERCISE
Definition and Objectives of Recruitment
Recruitment Process Software
Recruitment methods used in carrying out the program
Definition and Importance of Training and Development
Factors affecting Education and Development
Top Management Support
All Executives and Experts Support
Advances in Technology
organizational Complexity
Other Human Resources functions can
Expected Benefits Employee schooling
Education Learning time will be reduced
Allows you to Increase Business Efficiency
Make a positive attitude towards employees' Property
Provides the oversight Alleviation
Some of the study helps in solving problems
Continuity and flexibility in the organization
Benefits of employees who
Training and Development Process
Determination of Training Needs
Prediction of Future Training Needs
Creating a Training and Development Objectives
Education Policy
Setting Priorities in Education
Psychological Principles of Learning
Selection will be trained educators and
Training Methods
After training, Performance Maintenance
Development of Learning Points
Reinforcement (Reinforcement)
Management Development
Definition and Importance of Management Development
Evaluation of the Training Programme
participants' Feedback
learning Degree
behavioral Changes
Implementation of Training and Development Objectives |
10) |
CAREER MANAGEMENT PLANNING |
CAREER-RELATED DEFINITIONS
THE IMPORTANCE OF CAREER MANAGEMENT AND PLANNING
INDIVIDUAL AND ORGANIZATIONAL PERSPECTIVE
CAREER MANAGEMENT AND PLANNING
Personal Career Planning Steps
Organizational Career Planning Development
Career Development Methods for Effective Organizations
Sate smokes Business Vulnerabilities
Formal Training for Career Development
Experience the functions for the horizontal movements
Retirement Preparation Programs
Towards Career Booklets and Brochures
Dual Career Path
engage
guardianship
Career workshops
Career Counseling
Assessment and Development Centres
Sequential Upgrade Planning
360 Degree Performance Appraisal Systems
|
11) |
PERFORMANCE EVALUATION |
PERFORMANCE, PERFORMANCE EVALUATION
DESCRIPTION AND PERFORMANCE MANAGEMENT
performance
Rating
performance Management
CHANGES IN PERFORMANCE. SIGNIFICANCE AND OBJECTIVES
FUNCTIONS
Matching Assessment to Improve Business
Communication Organizational Values and Objectives
Information for Self-Improvement
Education and Career Development
Thurs Based Reward
Other HR Practices Validation
Survival of the organization and Removing
Need to Decision Making About
legal Defense
Performance evaluation areas
Human Resources Planning
Supply and Selection
Training and Development
Career Planning and Development
Wage and Salary Programs
Organizational Employee Relations
Valuation of Employee Potential
Performance Evaluation and Environmental Factors
Performance Appraisal Process
Qualifications will be
Performance Evaluation Methods
Graphic Rating comparison
Forced Distribution
Checklist
Required Selection Method
Critical Incident Method
Site Survey and Observation Methods
Behavioral Change based on the fundamentals. scales
Results-Based Systems
360 Degree Feedback
Team-Based Performance Appraisal
Characteristics of an Effective
Relationship with Business
performance Expectations
standardization train
Continuous Open Communication
Mistakes made in performance evaluation and preventive measures
A complete lack of objective
Effect of becoming the dominant
Tolerance-Rigidity
One-Way Measurement
Average Trend
Your Prejudices
appraisal Interview |
12) |
WAGE AND SALARY MANAGEMENT |
Wage / monetary awards / Importance
Importance of employments
Importance of Organizations
The Importance of Trade Unions
The Importance of Community
Wage and Salary Administration Proglanması
Employee Benefits for
Benefits for Employers
Individual Determinants of Wage
Current Market in October
Fee payment in October
standard of living
bargaining Power
legal Restrictions
society
job Requirements
Wage System (Reward System Development)
Business Valuation
Job Evaluation Process
Business Evaluation Systems
Market Price Survey
Creating the Structure of Wages
Business Degrees and Determination of the stages
administrative Fees
Managers Wage Determination |
13) |
WAGE SYSTEMS - performance based wage |
Home Price-Base Price
Wage System Based on Time Basis
salary System
Per Piece Wage System
Group (Fixed) Fee System
Performance-based fee system
The importance of performance-based fee
Merit-based wage
Incentive compensation plans
Individual Incentive Plans
Plant-Wide efficiency plans
Profit-sharing plans
Payments for Some Working Groups Levelling Killer
Sales Staff içim incentive payments
Incentive payments for Executives
Indirect payments: Social assistance and services
Purpose and Importance of Social Assistance and Services
Planning an Effective Social Assistance and Services Program
costs
the participation of employees
Choosing to be submitted HRM Benefits and Services
Types of Social Assistance and Services |
14) |
HEALTH AND SAFETY OF PERSONNEL |
Definition of Occupational Health and Safety
The Importance of Occupational Health and Safety
Health and Safety Policies Creating Organizations
External Factors
Internal Factors
Occupational Health and Safety Issues and Causes
health
security
Health and Safety Management
Health Programs |
15) |
ORGANIZATIONAL RELATIONSHIPS IN - MOVEMENTS |
Complaints and Dispute Resolution
Nature of Complaints and Disputes
The main complaint threads
Dispute Resolution Process
Employee Discipline
Discipline on the program
Disciplinary Action Process
Principles of Effective Discipline Act of
Management Act of Discipline Problems
Promotions, transfers, Rank Deals, İstiflar, layoffs and Retirement
promotions
rank Deals
Transfers (Transfers)
Resignation (voluntary separation from work)
dismissal
retirement
Continuous Removal from work |
16) |
Final Exam |
- |
Course Notes / Textbooks: |
Uyargil, C. vd., İnsan Kaynakları Yönetimi, 3. Baskı, Beta Yayınları, 2008.
Bingöl, D., İnsan Kaynakları Yönetimi, 6. Baskı, Arıkan Yayınları, 2006.
Schuler, R. S ve S. E. Jackson (Eds.), Strategic Human Resource Management, Blackwell Publishing, 1999.
Mabey, C., G. Salaman ve J. Storey, Human Resource Management A Strategic Introduction, 1998
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References: |
yok |
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Program Outcomes |
Level of Contribution |
1) |
As a world citizen, she is aware of global economic, political, social and ecological developments and trends. |
2 |
2) |
He/she is equipped to closely follow the technological progress required by global and local dynamics and to continue learning. |
2 |
3) |
Absorbs basic economic principles and analysis methods and uses them to evaluate daily events. |
2 |
4) |
Uses quantitative and statistical tools to identify economic problems, analyze them, and share their findings with relevant stakeholders. |
2 |
5) |
Understands the decision-making stages of economic units under existing constraints and incentives, examines the interactions and possible future effects of these decisions. |
1 |
6) |
Comprehends new ways of doing business using digital technologies. and new market structures. |
2 |
7) |
Takes critical approach to economic and social problems and develops analytical solutions. |
1 |
8) |
Has the necessary mathematical equipment to produce analytical solutions and use quantitative research methods. |
2 |
9) |
In the works he/she contributes, observes individual and social welfare together and with an ethical perspective. |
2 |
10) |
Deals with economic problems with an interdisciplinary approach and seeks solutions by making use of different disciplines. |
1 |
11) |
Generates original and innovative ideas in the works she/he contributes as part of a team. |
2 |