The course will cover the following topics: Human Resources management, definition, scope, importance and place in the organizational structure, personnel management, human resource management functions that form the basis, job analysis and job design, human resource planning, human resources, supply process, academic performance evaluation system , the concept of wages; wage systems, job evaluation, job security and employee health, the administrator features, working principles, corporate culture and human resources are processed the new formations.
Course participation of all students, to be carried out as a group will be based on studies and experiences. Information for the development of short seminars and lectures, group work and oral presentations for the development of skills, attitude and behavior change values for the simulation and as a basis for group discussions and conferences envisaged in-depth discussion of preparing the ground. |
|
Week |
Subject |
Related Preparation |
| 1) |
Introduction |
Meeting,course definiton,subject list,informing about course processes. |
| 2) |
The Concept of Human Resource Management |
Objectives of Strategy and Human Resource Management
Productivity
Quality of Working Life
Legal Compliance
Outmaneuver the competition
Capacity to Comply with Conditions of the Workforce
Human Resource Management Activities
Global Human Resource Management
Organizational Ethics and Human Resource Management
What is Organizational Ethics? |
| 3) |
DEPARTMENT OF HUMAN RESOURCES |
The Effect of Diameter and Size of Business
Functions of Human Resources in Small Businesses
Functions of HRM in medium-sized Firms
Major Role of Human Resources in Organizations
Played Roles HR Unit
Position of the HR Unit's Organizational Relationships
HR Unit Authorization Status
Organization of the HR Unit
HR Manager and Duties |
| 4) |
BUSINESS ANALYSIS AND DESIGN OF BUSINESS |
Job analysis
Definition and Importance of Business Analysis
Objectives
The process
Methods
Job Analysis for Administrative Affairs
Job Descriptions
Job Specification
Business Design
Business Design Methods
Employee Motivation and Compliance in Terms
Alternative Work Arrangements in the design
Self-Directed Work Teams |
| 5) |
HUMAN RESOURCE PLANNING |
Human Resources Planning Description and Objectives
The Importance of Organizational Objectives Planning
Forecasting
Methods for Forecasting
Periods of Forecasting
The Planning Process
1: Data Collection and Analysis
2: Labor Demand forecasting
3: Labor Supply forecasting
4. Balancing Supply and Demand Öngörümlenen
5. Creating Objectives
6: The HR Plan and Implementation
7: Monitoring and Evaluation
|
| 6) |
STAFFING |
Personnel function of the objectives and scope of supply
Personnel supply environment
External supply environment
Internal supply environment
Personnel supply environment
Methods of internal supply
Methods of external supply
Sources of external supply |
| 7) |
SELECTION AND PLACEMENT |
Definition and Importance of Personnel Selection
Factors Affecting Selection of Personnel Function
Legal Regulations
Rate Decision
Organizational Hierarchy
Candidate Pool
Type of organization
Trial Period
Personnel Selection Process
Initial Interview
Filling the Application Form
Psychological Testing
Job Interview (Interview)
Investigation of the past (references Control)
Pre-Election Supervisor Endorsement of the first
Physically (Medical Examination)
Decisions of the Selection-Recruitment
Placement
Selection Program Evaluation |
| 8) |
ORGANIZATIONAL RELATIONSHIPS AND MOVEMENTS |
Complaints and Dispute Resolution
Nature of Complaints and Disputes
The main complaint threads
Process for Resolving Disputes
Employee Discipline
Discipline on the program
Disciplinary Action Process
Principles of Effective Discipline Action
Disciplinary Action Management Problems
Promotions, transfers, demotions,resignations,layoffs, and retirement
Promotions
Level Deals
Transfers (Transfers)
Resignation (Voluntary Separation from work)
Dismissal
Retirement
Continuous Suspension from work |
| 9) |
TRAINING AND DEVELOPMENT |
RECRUITMENT EXERCISE
Definition and Objectives of Training
Training Program Process
Work carried out on the method used in Exercise
Definition and Importance of Training and Development
Factors affecting Eğirtim and Technological Development
Top Management Support
All Managers and Specialists Support
Advances in Technology
Organizational Complexity
Other Human Resources İşevleri
Education Employee Benefits Expected
Education Learning time is reduced
Allows you to Increase Business Efficiency
Make a positive attitude towards operation among employees
Provides oversight Alleviation
Solution of Some Problems in Study Helps
Continuity and flexibility in the organization
Benefits to employees
Training and Development Process
Determination of Training Needs
Prediction of Future Training Needs
Creating Education and Development Objectives
Education Policy
Setting Priorities in Education
Psychological Principles of Learning
Selection of trainers and trainees
Training Methods
Sustaining performance after training
Development of Learning Points
Reinforcement (Reinforcing)
Management Development
Definition and Importance of Management Development
Evaluation of Education Program
participants' Feedback
Degree of learning
Behavioral changes
Implementation of Education and Development Objectives |
| 10) |
CAREER MANAGEMENT PLANNING |
CAREER-RELATED DEFINITIONS
THE IMPORTANCE OF CAREER MANAGEMENT AND PLANNING
INDIVIDUAL AND ORGANIZATIONAL PERSPECTIVE
CAREER MANAGEMENT AND PLANNING
Individual Career Planning Stages
Career Planning Organizational Development
Methods for Effective Career Development in Organizations
Business Vulnerbilitys Saturation
Formal Education for Career Development
Experience the functions for the horizontal movements
Retirement Preparation Programs
Career booklets and brochures on
Dual Career Path
Recruitment
Guardianship
Career Workshops
Career Counseling
Assessment and Development Centers
Lifting Sequential Planning
360 Degree Performance Appraisal Systems
Women, Disability and Concurrent
Special Programs for Peer-to-Career Makes |
| 11) |
PERFORMANCE EVALUATION |
PERFORMANCE, PERFORMANCE EVALUATION
DESCRIPTION AND PERFORMANCE MANAGEMENT
Performance
Assessment
Performance Management
CHANGE PERFORMANCE. SIGNIFICANCE AND OBJECTIVES FUNCTIONS
The Harmony of Evaluation to Improve Business
Communication and organizational values and objectives
Information for Self-Improvement
Education and Career Development
Thurs based Reward
Validity of other HR Practices
Survival of the organization and Removal
Decision-making about what to
Legal Defense
Areas of performance evaluation
Human Resources Planning
Supply and Selection
Training and Development
Career Planning and Development
Wage and Salary Programs
Employee Relations in Organization
Valuation of Employee Potential
Performance Appraisal and Environmental Factors
Performance Evaluation Process
Performance Evaluation Plan
Evaluated Qualifications
Determination of Valuators
Valuation Period
Performance Evaluation Methods
Graphics Scoring
Comparison
Forced Distribution
Checklist
Mandatory Selection Method
Critical Incident Method
On-site Inspection and Observation Method
Behavioral basis Sec. Scales
Results-Based Systems
360 Degree Feedback
Team-Based Performance Evaluation
Characteristics of Effective Değ.Sisteminin
Business Relationship with
performance Expectations
Standardization
Educated Valuators
Continuous Open Communication
Errors in performance evaluation and the measures to be taken
Inability to fully objective
Effect of Hale Baskin Özellik_Halo Error
Tolerance-Rigidity
Measurement Error One-Way
Average Bias
Personal Biases
Contrast Errors
Appraisal Interview |
| 12) |
WAGE AND SALARY ADMINISTRATION
|
Wage / Monetary prizes / Importance
The Importance of Employments
The Importance of Organizations
The Importance of Trade Unions
The Importance of Community
Scheduling Wage And Salary Administration
Employee Benefits
Employer Benefits
Determinants of Individual Wages
Current Market Attachment
Wage Payment Attachment
Standard of Living
Bargaining Power
Legal Restrictions
Society
Job Requirements
Wage System (System Development Award)
Business Valuation Process
Business Valuation Systems
Market Salary Survey
Creating the Structure of Wages
Determination of Business degrees and classes
Adapting existed wage structure to a new wage structure
Determination of individual wage
Management based wages
Wage and Salary Administration in terms of HRM |
| 13) |
WAGE SYSTEMS AND PERFORMANCE BASED FEE |
Home Price-Base Salary
Wage System based on Time
Salary System
Parts Per Wage System
Group (Lump) Wage System
Performance-based wage system
The importance of performance-based fee
Merit-based wage
Incentive pay plans
Encouraging Individual Plans
Factory-wide efficiency plans
Profit-sharing plans
Family events and activities are specified for some of the Working Groups
Inside sales staff incentive payments
Incentive payments for Executives
Indirect payments: Social assistance and services
Purpose and Importance of Social Assistance and Services
Planning an Effective Social Assistance and Services
Planning
Costs
Participation of employees
Selection of interest and service to be provided HRM
Types of Social Assistance and Services |
| 14) |
PROTECTION OF HEALTH AND SAFETY OF PERSONNEL |
Definition of Occupational Health and Safety
The Importance of Occupational Health and Safety
Establishment of the organizations Health and Safety Policies
External Factors
Internal Factors
Occupational Health and Safety Problems and Causes
Health
Security
Health and Safety Management
Health Programs
Security Programs |
| 15) |
Final Exam |
|
| 16) |
Final |
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| Course Notes: |
Uyargil, C. vd., İnsan Kaynakları Yönetimi, 3. Baskı, Beta Yayınları, 2008.
Bingöl, D., İnsan Kaynakları Yönetimi, 6. Baskı, Arıkan Yayınları, 2006.
Schuler, R. S ve S. E. Jackson (Eds.), Strategic Human Resource Management, Blackwell Publishing, 1999.
Mabey, C., G. Salaman ve J. Storey, Human Resource Management A Strategic Introduction, 1998
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| References: |
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