| 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 |
| ISL5951 | Training and Development | 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): |
Prof. Dr. FAİK TUNÇ BOZBURA Assoc. Prof. UMUT EROĞLU Instructor MUHAMMED VEFA ARIKAN |
| Recommended Optional Program Components: | None |
| Course Objectives: | The purpose of this course, is to provide information about the functions of the education and development in the organizations. This function, includes the determination of the need analysis and development, control of the related activities and focuses all of the activities covers a wide range of its related areas. |
|
The students who have succeeded in this course; Students finishing this course successfully, - will have the ability to know the education and development functions of the organizations. - will have the ability to determine the training needs of the employees, design educational programs, retreats according to these needs, evaluation of the investments to the education and development; |
| Introduction to the Human Resources Management Introduction to the concept of Education and Development Strategic Education and Development Requirement Designation Education and Development: Program Planning Transfer in Education Evaluation of the Education and Development Plan Labor Improvement Traditional Methods in Education and Development New Technologies in Education and Development Future of Education and Development Function Project Presentations. |
| Week | Subject | Related Preparation |
| 1) | project presentations | project presentations |
| 1) | Introduction to Human resource Management | book |
| 2) | Inroduction to training and development | book |
| 3) | strategic training and development | book |
| 4) | need analysis | book |
| 5) | Learning - Designing training and development program | book |
| 6) | transfer of learning | book |
| 7) | midterm | . |
| 8) | Evaluation of training and development Plan | book |
| 9) | Employee development | book |
| 10) | Traditional training and development methods | book |
| 11) | The use of new technologies in training and development methods | book |
| 12) | The future of the training and development function | book |
| 13) | project presentations | project presentations |
| 14) | project presentations | project presentations |
| 15) | final | . |
| Course Notes / Textbooks: | Raymond A. NOE, İnsan Kaynaklarının Eğitim ve Gelişimi, 1.Bası, (Çev. Canan ÇETİN), İstanbul: Beta Yayınları, 2007. Raymond A. NOE, Employee Training & Development, New York: Irwin/McGraw-Hill, 1999. |
| References: | Training in Organizations, Needs Assesment, Development, and Evaluation Irwin L. Goldstein, Brooks & Cole pub. Monterey, California, 2001 Organizasyonlarda Etkili Öğrenme Stratejileri, Doç. Dr. Pınar Tınaz, MESS Yayın No: 334, 2000. |
| 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) | 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. | 3 |
| 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 |
| 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. | 2 |
| 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 |
| 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. | 2 |
| 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. | 4 |
| 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 |