MBA (TURKISH, THESIS)
Master	TR-NQF-HE: Level 7	QF-EHEA: Second Cycle	EQF-LLL: Level 7

Course Introduction and Application Information

Course Code	Course Name	Semester	Theoretical	Practical	Credit	ECTS
ISL5102	Human Resource Management	Fall	3	0	3	8

This catalog is for information purposes. Course status is determined by the relevant department at the beginning of semester.

Basic information

Language of instruction:	Turkish
Type of course:	Departmental Elective
Course Level:
Mode of Delivery:	Face to face
Course Coordinator :
Course Lecturer(s):	Prof. Dr. CANAN ÇETİN Dr. Öğr. Üyesi EBRU BEYZA BAYARÇELİK Instructor NEZİR YALÇINKAYA Assoc. Prof. HATİCE NECLA KELEŞ Assoc. Prof. HAKKI AKTAŞ Dr. Öğr. Üyesi BURCU ÖZGE ÖZASLAN ÇALIŞKAN Prof. Dr. FAİK TUNÇ BOZBURA Dr. BURÇAK VATANSEVER DURMAZ Prof. Dr. SAİT GÜRBÜZ
Recommended Optional Program Components:	None
Course Objectives:	The main purpose of the course, is to get students comprehended about the strategic importance of HR Management in achieving the goals for the organizations.

Learning Outcomes

The students who have succeeded in this course;
Students completing this course,

- will be capable of the theoretical and practical approaches of HR Management

- will be capable of the Turkish Labor Law, Labor Health and Security Issues and interpret the regulatory documents.

- will be capable of the recent developments in HR Management and its applications.

Course Content

The Concept of Human Resources,
Background of HR Planning
Improving Human Resources
Organizations, Management, and People
General Overview of Human Resources
Transition the Human Resources Management from Staff Management
Comparison between HR Management and Staff Management
Common Problems in HR Management
Factors of HR Management
Education and Development
Jab valuation
Labor Force Planning
HR Management in Turkey
Staff Management in Turkey

Weekly Detailed Course Contents

Week	Subject	Related Preparation
1)	Entrence to Human Resource Management	reading referans book
2)	Job analysis- Job Dizayn	reading related book
3)	Planning the HR management	reading related book
4)	Recruitment and selection of Employees	reading related book
5)	training and development	reading related book
6)	performance management and performans evaluations	reading related book
7)	mid term	.
8)	career management	reading related book
9)	job evaluations	reading related book
10)	compensation management	reading related book
11)	job security	reading related book
12)	Health of employees	reading related book
13)	Employee and Labor relations	reading related book
14)	Discripline and seperation	reading related book
15)	Final exam	.

Sources

Course Notes / Textbooks:	İ.Ü. İşletme Fakültesi (2010). İnsan Kaynakları Yönetimi. 5. Baskı, Beta Yayınları. Tüzüner, L. (2011). İnsan Kaynakları Yönetiminde Ölçme ve Değerlendirme. 1. Bası, Beta Yayınları.
References:	Human Resource Management (2011, 12th edition), by Gary Dessler, Prentice Hall.

Evaluation System

Semester Requirements	Number of Activities	Level of Contribution
Attendance	10	% 10
Homework Assignments	10	% 10
Presentation	1	% 10
Midterms	1	% 30
Final	1	% 40
Total		% 100
PERCENTAGE OF SEMESTER WORK		% 60
PERCENTAGE OF FINAL WORK		% 40
Total		% 100

ECTS / Workload Table

Activities	Number of Activities	Workload
Course Hours	14	42
Application	13	39
Study Hours Out of Class	13	78
Presentations / Seminar	1	2
Homework Assignments	11	33
Midterms	1	3
Final	1	3
Total Workload		200

Contribution of Learning Outcomes to Programme Outcomes

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.	5
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,	4
5)	To be able to solve the problems encountered in the field by using research methods.	4
6)	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.	4
7)	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
8)	To be able to critically evaluate the knowledge and skills acquired in the field of expertise and to direct their learning.	5
9)	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.	4
10)	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.	3
11)	To be able to use the knowledge, problem solving and/or application skills they have internalized in their field in interdisciplinary studies.	4
12)	Being able to independently carry out a work that requires expertise in the field.	5
13)	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
14)	Ability to lead in environments that require solving problems related to the field	4