| 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 |
| ISL5958 | Career Development Consultancy | 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): |
Instructor İLHAM SÜHEYL AYGÜL |
| Recommended Optional Program Components: | None |
| Course Objectives: | This course aims to give specific information about the 12 basic proficiency steps and meet students with the fundamental approaches in career development. Moreover, theoretical aspects or career development in a contemporary approach will be discussed among the curriculum. |
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The students who have succeeded in this course; I. Students will be able to define the concepts of the lecture. II. Students will be able to interprete the business decisions and their impacts. III. Students will gain a specific knowledge about career development and in appropriate cases they will be able to give consultancy. |
| Historical Development of Career Concept Fundamental Concepts in Career Developments Mediation and the Main Players in Career Consultancy Maslow's Motivation and Personality Theory Social Learning Rule Social and Cognitive Approach and It's impact to Career Decisions Values and Working Satisfaction in Career Development Positive Ambiguity of Gelatt Understanding People in Business World |
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| 15) | Final Exam |
| Course Notes / Textbooks: | • Pişkin, M., Yeşilyaprak, B., Bacanlı, F., Güneri, O.Y., Müge D., ÖZyürek R., Owen, F.K. Sevim, S., Hamamcı, Z., Kaya., A. ( 2010). Mesleki Rehberlik ve Kariyer Danışmanlığı Kuramdan Uygulamaya. (Editör: B. Yeşilyaprak ). Ankara: Pegem Akademi Yayıncılık |
| References: | • Kuzgun, Y. ( 2009). Meslek Gelişimi ve Danışmanlığı. Ankara: Nobel Yayın Dağıtım. • Balta, A. (2007). Örgütlerde Kariyer Yönetimi, Kariyer Planlaması, Kariyer Geliştirmesi ve Bir Kariyer Geliştirme Programı Olarak Koçluk Uygulamaları. Basılmamış Yüksek Lisans Tezi.Pamukkale Üniversitesi. Sosyal Bilimler Enstitüsü İşletme Anabilim Dalı, Yönetim ve Organizasyon Bilim Dalı. |
| 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 | 102 |
| Midterms | 1 | 2 |
| Final | 1 | 2 |
| Total Workload | 196 | |
| 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. | 5 |
| 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. | 5 |
| 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. | 4 |
| 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. | 4 |