| HUMAN RESOURCES MANAGEMENT (TURKISH, NON-THESIS) | |||||
| Master | TR-NQF-HE: Level 7 | QF-EHEA: Second Cycle | EQF-LLL: Level 7 | ||
| Course Code | Course Name | Semester | Theoretical | Practical | Credit | ECTS |
| ISL5316 | Human Resources Management in Business Life | Fall | 3 | 0 | 3 | 8 |
| This catalog is for information purposes. Course status is determined by the relevant department at the beginning of semester. |
| Language of instruction: | Turkish |
| Type of course: | Departmental Elective |
| Course Level: | |
| Mode of Delivery: | Face to face |
| Course Coordinator : | Assist. Prof. AYBİKE ELİF BOLCAN |
| Course Lecturer(s): |
Assoc. Prof. BURÇAK VATANSEVER DURMAZ Assoc. Prof. UMUT EROĞLU |
| Recommended Optional Program Components: | None |
| Course Objectives: | The aim of this course is to provide an overview of the meaning/aim/history of the concept of “Human Resources Management”, work analysis/design, human resources planning and personnel selection, training and career development, international human resources management. |
|
The students who have succeeded in this course; 1. Evaluate the functions of human resource management and its role within organizations. 2. Be knowledgeable about current issues related to recruitment and selection processes. 3. Understand the applications of current technologies (such as artificial intelligence, information processing, and digital tools) in recruitment, employee data collection, and market research. 4. Have expertise in employee training, performance evaluation, compensation, employee satisfaction, workplace safety, and business ethics. 5. Assess the ability to develop HR strategies that align with business objectives and conduct workforce planning. |
| The teaching methods of the course are Case Study, Technology-Enhanced Learning, Guest Speaker, Lecture, Discussion. Human Resources Management course addresses the processes and strategies related to human resources in organizations. This course covers topics such as recruitment, training and development, performance management, and employee relations. Students will gain skills in developing and implementing effective human resources policies. |
| Week | Subject | Related Preparation |
| 1) | Introduction to course | |
| 2) | Introduction and history of HRM | |
| 3) | Labor relations and the changing meaning of work in today's world | |
| 4) | Job analysis and job design | |
| 5) | Human resources planning and employee selection | |
| 6) | Employee selection and placement | |
| 7) | Midterm | |
| 8) | Training and Development | |
| 9) | Performance evaluation | |
| 10) | Competency-based performance evaluation | |
| 11) | Career Development | |
| 12) | Occupational safety and employee health | |
| 13) | Wage management | |
| 14) | Digitalization in human resources management |
| Course Notes / Textbooks: | 1. İ.Ü İşletme Fakültesi İnsan Kaynakları Yönetimi Anabilim Dalı Öğretim Üyeleri (2018). İnsan Kaynakları Yönetimi, Beta Yayıncılık. 2. Geylan, R. (Ed.) (2004). İnsan Kaynaklari Yönetimi, Anadolu Universitesi. 3. Dessler, G. (2016). Human Resources Management, 15. Baskı, Pearson. |
| References: |
| Semester Requirements | Number of Activities | Level of Contribution |
| Attendance | 13 | % 20 |
| Quizzes | 5 | % 10 |
| Homework Assignments | 13 | % 10 |
| Midterms | 1 | % 20 |
| Final | 1 | % 40 |
| Total | % 100 | |
| PERCENTAGE OF SEMESTER WORK | % 60 | |
| PERCENTAGE OF FINAL WORK | % 40 | |
| Total | % 100 | |
| Activities | Number of Activities | Duration (Hours) | Workload |
| Course Hours | 13 | 3 | 39 |
| Study Hours Out of Class | 14 | 6 | 84 |
| Homework Assignments | 13 | 6 | 78 |
| Quizzes | 5 | 1 | 5 |
| Midterms | 1 | 2 | 2 |
| Final | 1 | 2 | 2 |
| Total Workload | 210 | ||
| No Effect | 1 Lowest | 2 Low | 3 Average | 4 High | 5 Highest |
| Program Outcomes | Level of Contribution | |
| 1) | Apply the theoretical and practical aspects of human resource management to formulate strategies that will enable organizations to achieve both operational and strategic goals related to the organization’s human capital. | |
| 2) | Deploy appropriate HRM metrics and other HRM analytics to make informed decisions that enhance the effectiveness of the recruitment, training, development, and retention of human resources and align the HRM strategy with the overall organizational strategy and purpose. | |
| 3) | Appraise and apply techniques in talent management that human resource professionals may use to facilitate effective position planning, talent selection, placement, compensation and rewards, as well as retention. | |
| 4) | Propose mediation or negotiation strategies that lead to positive, ethical outcomes and demonstrate scrupulous consideration of perceived points of conflict; differences in values, beliefs, and cultures; or divergence of goals. | |
| 5) | Assess opportunities to improve and sustain organizational performance through strategic thinking and management, the development of human capital, the allocation of physical and financial resources. | |
| 6) | Exhibit the ability to make reasoned, ethical decisions based on professional standards and practices for ethical conduct, legal requirements, and regulatory guidelines in human resource management that are in the best interest of the individual, the organization, the environment, and society as a whole. | |
| 7) | Propose systematic, systemic, and sustainable solutions to complex business problems related to human capital and human resources needs and issues by applying critical-thinking and analytical skills. |