| 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 |
| PAZ5201 | Crisis Communication | 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 : | Instructor HAKAN ASLAN |
| Recommended Optional Program Components: | None |
| Course Objectives: | The 'crisis' is a development that is likely to harm people, brands, institutions or stakeholders and that requires unexpected and quick decisions. Because the crisis is not well managed, there is losing confidence, loss of reputation and of course money. "The main point of view of the strategy to be implemented for crisis management should be to establish trust or gain confidence" It is important to establish an ethical and open attitude in this framework, to communicate with a clear, understandable and simple style. |
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The students who have succeeded in this course; To be able to define the basic conditions in crisis communication To understand the dimensions of crisis communication To be able to explain the conditions of crisis To be able to define crisis types To be able to define crisis types… To be able to analyze the development of crisis communication To be able to develop pre-crisis strategies and tactics To be able to develop strategies and tactics for pre-crisis and post-crisis |
| In this course, the concepts, strategies, how to create creative strategies for the structuring process and how to transform creativity into strategies by going through examples in the fields of crisis cases, crisis management and crisis communication. Successful and unsuccessful examples will be evaluated. |
| Week | Subject | Related Preparation |
| 1) | "What's the crisis? " | Reading |
| 2) | The conceptual dimensions of the crisis | Reading |
| 3) | Crisis terms | Reading |
| 4) | Types of crisis | Reading |
| 5) | Areas related to crisis management | Reading |
| 6) | Crisis management strategies and models | Reading |
| 7) | Pre-crisis management | Reading |
| 8) | Crisis sequence and post-crisis | Reading |
| 9) | Crisis and media | Reading |
| 10) | Crisis communication and public relations | Reading |
| 11) | Digital crises | Reading |
| 12) | Case studies | |
| 13) | Case studies | |
| 14) | Review and discussion | |
| 15) | Final Exam |
| Course Notes / Textbooks: | Crisis Communication Plan Components and Model: Crisis Communication Management Readliness |
| References: | Crisis Communication Plan Components and Model: Crisis Communication Management Readliness |
| Semester Requirements | Number of Activities | Level of Contribution |
| Midterms | 1 | % 50 |
| Final | 1 | % 50 |
| Total | % 100 | |
| PERCENTAGE OF SEMESTER WORK | % 50 | |
| PERCENTAGE OF FINAL WORK | % 50 | |
| Total | % 100 | |
| 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. | |
| 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) | 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) | 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) | 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. | |
| 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. | |
| 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. |