| 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 |
| ISL5953 | Business Survey and Performance Management | Fall | 3 | 0 | 3 | 7 |
| 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 Assist. Prof. AYBİKE ELİF BOLCAN |
| Recommended Optional Program Components: | None |
| Course Objectives: | This course aims to give detailed information about "Performance Management System". Beyond giving different approaches about this system, lectures designed welcome guest speakers from different HR environment to share their experiences about related topics. |
|
The students who have succeeded in this course; Students who passed the class will, - Be capable of the applicable and theoretical information about the Performance Management System - Have the sufficient knowledge about HR Management. - Gain a specific information about the job evaluation and work-study environment. |
| Introduction to Human Resources Theory of Performance Management System Methodology of Performance Management System The effect of Performance Management System through Organizational Management Supervision of Performance Management Relation Between Performance Management System with other HR Topics Common Mistakes in Performance Management Career Management Work-Study |
| Week | Subject | Related Preparation |
| 1) | İntroduction to Human Resources | |
| 2) | Performance Management Concept and System | |
| 3) | Methods of Performance Management System | |
| 4) | The effect of performance management system, the management of the organization - I | |
| 5) | The effect of performance management system, the management of the organization - II | |
| 6) | Guest Speaker | |
| 7) | Midterm Exam | |
| 8) | Performance Management and Supervision | |
| 9) | Performance management system in relation to other Human Resources processes | |
| 10) | Inaccuracies in the performance management process | |
| 11) | Career Management | |
| 12) | Career Management | |
| 13) | Work Study-I | |
| 14) | Work Study-II | |
| 15) | Final Exam |
| Course Notes / Textbooks: | İşletmelerde Performans Yönetimi Cavide Uyargil, Arıkan yayınları |
| References: | İnsan Kaynakları Yönetimi Müge Leyla Yıldız, Şadi Can Saruhan Beta Yayınevi |
| 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 | 13 | 48 |
| Study Hours Out of Class | 14 | 81 |
| Midterms | 1 | 2 |
| Final | 1 | 2 |
| Total Workload | 175 | |
| 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. | 4 |
| 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. | 3 |
| 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. | 4 |
| 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. | 2 |
| 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. | 4 |