| MBA (ENGLISH, THESIS) | |||||
| Master | TR-NQF-HE: Level 7 | QF-EHEA: Second Cycle | EQF-LLL: Level 7 | ||
| Course Code | Course Name | Semester | Theoretical | Practical | Credit | ECTS |
| BUS5102 | Human Resources Management | Spring | 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: | English |
| Type of course: | Departmental Elective |
| Course Level: | |
| Mode of Delivery: | Face to face |
| Course Coordinator : | |
| Course Lecturer(s): |
Prof. Dr. AHMET ERKUŞ Assoc. Prof. MERVE KOÇOĞLU |
| Recommended Optional Program Components: | None |
| Course Objectives: | This course has been organized both to facilitate students’ understanding of human resource management and to provide expanded coverage of emerging issues such as strategic human resource management. |
|
The students who have succeeded in this course; The students who succeeded in this course; I.Understands the objectives and duties of Human Resource Management. Also, analyzing the contribution of the department on company performance. II.Explains Strategic role of Human Resource Management. III.Learns to prepare job analysis, job descriptions and job specifications. Explains their values for the other human resource activities. IV.Defines personnel planning and its techniques. Compares the internal and external sources of recruiting. V.Describes the methods which are used in recruitment and selection processes and identifies both the drawbacks and contributions of each. VI.Understands how to make effective interviews in recruitment by being aware of the biases and errors. VII.Describes the training and development process needed for both new and current employees in order to perform effectively. |
| Some of the themes covered in this course are: strategic role of human resource management; recruitment and placement; employee testing and selection; training development; performance appraisal. The course will based on Turkish human resource activity examples which are going to help students in their work life. |
| Week | Subject | Related Preparation |
| 1) | The Strategic Role of Human Resource Management | |
| 2) | Strategic Human Resource Management | |
| 3) | Job Analysis | |
| 4) | Personnel Planning and Recruiting | |
| 5) | Employee Testing and Selection | |
| 6) | Interviewing Candidates | |
| 7) | Midterm | |
| 8) | Training and Developing Employees | |
| 9) | Performance Management and Appraisal | |
| 10) | Managing Careers | |
| 11) | Establishing Strategic Pay Plans | |
| 12) | Pay for Performance and Financial Incentives | |
| 13) | Benefits and Services | |
| 14) | Ethics, Justice, And Fair Treatment in HR Management |
| Course Notes / Textbooks: | Optional Text İnsan Kaynakları Yönetimi (2006, 6. Baskı), by İlhami Fındıkçı, Alfa Yayınları, İstanbul |
| References: | Text Book Human Resource Management (2011, 12th edition), by Gary Dessler, Prentice Hall. Other readings will be distributed and assigned throughout the semester. |
| Semester Requirements | Number of Activities | Level of Contribution |
| Attendance | 14 | % 10 |
| Project | 1 | % 20 |
| Midterms | 1 | % 30 |
| Final | 1 | % 40 |
| Total | % 100 | |
| PERCENTAGE OF SEMESTER WORK | % 40 | |
| PERCENTAGE OF FINAL WORK | % 60 | |
| Total | % 100 | |
| Activities | Number of Activities | Workload |
| Course Hours | 14 | 42 |
| Application | 14 | 96 |
| Study Hours Out of Class | 13 | 54 |
| Midterms | 1 | 6 |
| Final | 1 | 2 |
| Total Workload | 200 | |
| No Effect | 1 Lowest | 2 Low | 3 Average | 4 High | 5 Highest |
| Program Outcomes | Level of Contribution | |
| 1) | Being able to develop and deepen their knowledge at the level of expertise in the same or a different field, based on undergraduate level qualifications. | 4 |
| 2) | To be able to comprehend the interdisciplinary interaction with which the field is related. | 4 |
| 3) | To be able to use the theoretical and applied knowledge at the level of expertise acquired in the field. | 4 |
| 4) | To be able to interpret and create new knowledge by integrating the knowledge gained in the field with the knowledge from different disciplines, | 5 |
| 5) | To be able to solve the problems encountered in the field by using research methods. | 5 |
| 6) | Being able to independently carry out a work that requires expertise in the field. | 5 |
| 7) | To be able to develop new strategic approaches for the solution of complex and unpredictable problems encountered in applications related to the field and to produce solutions by taking responsibility. | 4 |
| 8) | Being able to lead in environments that require the resolution of problems related to the field. | 3 |
| 9) | To be able to critically evaluate the knowledge and skills acquired in the field of expertise and to direct their learning. | 5 |
| 10) | To be able to systematically transfer current developments in the field and their own studies to groups in and outside the field, in written, verbal and visual forms, by supporting them with quantitative and qualitative data. | 3 |
| 11) | To be able to critically examine social relations and the norms that guide these relations, to develop them and take action to change them when necessary. | 5 |
| 12) | To be able to supervise and teach these values by observing social, scientific, cultural and ethical values in the stages of collecting, interpreting, applying and announcing the data related to the field. | 3 |
| 13) | To be able to develop strategy, policy and implementation plans in the fields related to the field and to evaluate the obtained results within the framework of quality processes. | 4 |
| 14) | To be able to use the knowledge, problem solving and/or application skills they have internalized in their field in interdisciplinary studies. | 4 |