| 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 |
| 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. |
| 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. EBRU BEYZA BAYARÇELİK Prof. Dr. HATİCE NECLA KELEŞ Prof. Dr. FAİK TUNÇ BOZBURA Assoc. Prof. BURÇAK VATANSEVER DURMAZ |
| 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. |
|
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. |
| 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 |
| 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 | . |
| 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. |
| 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 | |
| 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 | |
| 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. | 5 |
| 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. | 4 |
| 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 |
| 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. | 3 |
| 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. | 3 |
| 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. | 3 |
| 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. | 3 |